Five Features to Make High-Volume Hiring Work

Managing high-volume hiring can be hard, especially if you’re new to it. It takes a well-planned hiring process to keep everything running smoothly, from job postings to onboarding new hires. For many companies, it’s not always as streamlined as it could be, even with the help of technological solutions designed to create a maximum positive impact in recruiting and hiring teams.

The consistent rise of mobile technology sets candidates’ expectations to a more personalized and optimized experience across multiple platforms. Continued shifts in the labor market, such as the Great Resignation, creates a larger chasm between hiring departments and the ability to attract and retain top talent. Diminished attention spans demand instant results, which makes finding the perfect candidates all the more difficult.

Here are some key technical features that can help create personalized, optimized experiences for candidates, no matter what kind of growth opportunities and challenges your organization faces.

Consent Manager: Recruiting and communications processes and practices must meet strict regulatory requirements, for example, those outlined in GDPR, based on location. Companies that want to maintain compliance in their hiring processes need to use a compliant consent management process that can be configured to meet their specific needs.

Create Custom Hiring Campaigns: Reach an entire group of people online with the simplicity of a click with custom hiring campaigns designed to promote new job opportunities, events, and other company-related information. Have an event come up? Or do you have a referral program that you want to make sure people know about? With custom campaigns, your hiring team can select multiple candidate records or a specific group of employees to send targeted messages with a personal touch.

Automated Text Messages: Help candidates stay in the loop with key dates like interviews and onboarding deadlines with an automated text messaging platform. Automated reminders can be sent out 24 hours in advance as well as the day of, allowing your recruiters to communicate any last-minute details the candidates need to know. Text messaging is also a helpful tool if a candidate is running late or needs to reschedule. This reduces opportunity for missed messages and reinforces effective communication from the start.

A.I. Messaging: Automate elements of your HR process with A.I. messaging that’s intuitive enough to create a meaningful conversation with potential candidates and employees while also collecting important data like basic details, communication preferences, and interest in future positions. As companies continue to move forward with the “new normal,” comfort with AI messaging is expected to rise, and will continuously be integrated into candidate experience platforms across a wide variety of industries.

Secure Messaging Platform: People are five times more likely to read and respond to text messages than emails. Text messaging is a more direct route to candidates because recipients are notified instantly, and usually have a better chance at being seen than emails. Incorporating a messaging platform into your hiring process then becomes a core part of your overall employee communications strategy once you’ve onboarded new hires, which flows into your overall communication plan with current employees.

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