High employee turnover is a challenging reality for many recruiters in industries like healthcare, retail, and foodservice. Talent acquisition (TA) teams must keep roles filled with top-quality employees while preparing for the next wave of turnover. But high-volume recruiting doesn’t have to be a painful process. With a proactive strategy focused on building a large talent pool, recruiters are getting ahead of the turnover curve.
No matter how strategic a TA team is, there will always be turnover in any company. For the recruiters that find themselves constantly filling the same roles, we’ve compiled our top tips for a better evergreen recruiting strategy.
Evergreen recruiting tips for high-volume hiring
1. Proactively engage candidates in your talent pool
The best resource to manage the revolving door of talent is a recruiter’s network of candidates. Starting from scratch every time a position opens isn’t possible for busy TA teams – and there’s a better way. Utilize a candidate relationship management (CRM) system to engage contacts and keep your brand top-of-mind when they decide to look for work.
For example, send targeted messaging campaigns to passive talent or invite them to apply for roles that they might be interested in. Silver medalist candidates are a great place to start when sourcing applicants for an open role.
2. Use automation to save valuable time and energy
Consistent waves of turnover bring nonstop sourcing, screening, nurturing, interviewing, hiring, and onboarding of employees. Automated tools can help recruiters increase efficiency and improve candidate experience in high-volume hiring. TA teams can adopt tools like texting and chatbots to automatically take applications, screen candidates, schedule interviews, and answer questions in one platform. Another time-saving win for recruiters is asynchronous video – which automates the screening process by taking high volumes of applicants by allowing them to record and submit themselves answering screening questions.
When time is tight, automation and AI eliminate tedious tasks to increase efficiency. These tools help recruiters create a proactive strategy for high-volume hiring.
3. Improve onboarding to reduce turnover
Even though turnover is unavoidable, recruiting teams have the power to slow it down. Companies can reduce turnover by providing a thorough onboarding program for new hires. No employee wants to guess their responsibilities and job tasks after a few vague training sessions! Develop a robust onboarding program to set employees up for success.
Start new hires off on the right foot by providing forms for them to electronically sign before their first day. Simple changes like this can save time during orientation and make room for training to start on day one. Assign new hires a dedicated trainer who shows enthusiasm for the role as well as knowledge of company processes. Don’t forget to ask the tenured employee if they’d be willing to train new hires! Frustration from lack of communication on teams will be apparent to new hires right away and can affect how they view their role.
4. Offboard to learn more about the employee experience
An employee leaving is a great chance to see what didn’t work for them and how your company can improve. Recruiters are conducting exit surveys and offboarding tasks to gain valuable insight into employee experience. Ask exiting employees some simple questions to learn about their experience in the role and how your team could improve things like onboarding, communication, or benefits. Use these sample questions to build a quick exit survey.
- What is your reason for leaving?
- Do you feel your job training properly prepared you for your daily responsibilities?
- How can training for this role improve?
- Did your manager clearly communicate your responsibilities? How could they improve?
5. Use data analytics to predict talent shortages
Recruiters that use advanced analytics tools get crucial information about their candidate experience. Measuring key recruiting metrics like time-to-fill, application conversions, and even employee turnover gives the big picture of overall employee satisfaction. Utilize the data collected to spot trends in employee turnover and predict times of shortage in talent.
TA teams have found that they can use analytics to project staffing needs over time, allowing them to proactively engage candidates before they need them. Recruiters can create targeted messaging campaigns at key times in the job search process. This keeps time-to-fill short while still finding the best employees.
6. Make your apply process as easy as possible
Candidates are too busy to spend 30 minutes on a job application – no matter what the role is. In order to recruit the best talent for evergreen roles, you need to have the easiest application process available. Recruiters that focus on high volume hiring utilize tools like text to apply, chatbots, and one-click applications to capture the busy candidates that they want.
An application should be easy to complete – this means you shouldn’t require a log-in or too much information to complete it. Be sure to optimize applications for mobile users in order to make applying easy on-the-go.
More on evergreen recruiting
These tips will help any recruiter save time and effort when hiring in high volumes. Build a strong talent pool that’s always ready for hiring by using automation and AI in your evergreen strategy.
Read about hiring top talent quickly, recruiting in a candidate’s market, building a great employer brand, and more in our blog and resource library. Let Jobvite help improve your evergreen recruiting strategy! Watch a product tour to learn more today.
