4 Reasons Your High-Volume Hiring Strategy Is Falling Flat
The rise of the gig economy has had a tremendous impact on the lives of consumers. We can now request a ride, order groceries or have a meal delivered, all with the click of a button.
These on-demand businesses have caused a massive increase in the number of “gig workers” that are often hired in extremely high volumes to match the demand of the service. This change in the way consumers expect the world to operate means talent acquisition teams must learn how to perfect their hiring strategies when it comes to high-volume situations.
In this post we’ll explore four reasons your high volume hiring strategy might not be performing the way you want it to.
1. You’re Casting Way Too Wide of a Net
When it comes to filling a high volume of positions across a wide geography, especially for jobs that are considered “gigs” or non-skilled labor, location matching is crucial.
These types of workers typically make an hourly wage, and desire hyper-local positions (meaning an opportunity that is very close to where they live). In order to catch these hyper-local candidates for your high volume hiring strategy, recruitment-marketing tactics are very helpful.
Recruiters should post job advertisements to boards like Craigslist, where these types of candidates often spend time searching for new opportunities. Building location-specific landing pages for your career site will also help when candidates are searching for jobs in a specific area. Job alerts and notifications will keep your talent pool active and aware of opportunities in their local geography.
It’s crucial that you put location-based recruiting front and center in your strategy. If you’re not, you’re likely spending way too much money in the wrong places.
2. Finishing Your Long Application Just Isn’t Worth It
It might be time to take an audit of your application process. Is it too long? Are you asking irrelevant questions? Is the application mobile-optimized?
Research has shown that candidates simply won’t complete an application if it’s too time-consuming or tedious. Especially in the case of an hourly worker, who might not even have access to a desktop computer. If your goal is to hire as many qualified candidates as possible, be sure to only ask relevant questions to secure candidate applications.
If your organization hires corporate employees, as well as gig or hourly employees, it’s often a best practice to provide different paths to submitting an application. We’ve seen some of the world’s biggest employers highlight right on their career site two separate calls-to-action for hourly/local employees versus corporate ones.
3. No Mobile Apply Option…No Candidates
There’s been a sharp rise in the number of mobile-only Internet users in recent years, which correlates to an increase in the number of mobile-only job seekers.
This means companies must offer a mobile application process that is modern and sleek. In particular for gig economy companies, most of which have arisen as technology companies, it’s simply unacceptable to lack a mobile application option. These gig economy workers are familiar with your company based on smartphone use, so there is no doubt they’ll expect to apply for your jobs on a smartphone as well.
Not offering a mobile-apply option technologically excludes mobile-only candidates from your pipeline and gives a poor first impression for mobile-first candidates.
4. You’re Treating Employer Brand Like It’s a Fad
While working with some of the largest brands in the world, we’ve seen companies sustain and even accelerate their hiring through the use of employer branding.
Building out and maintaining your employer brand isn’t a short-term project, it takes a commitment. Considering the mass amount of workers needed to fill a high-volume hiring strategy, companies must market the benefits of working at their organization to attract new applicants in the first place (they have many options).
High-Volume Hiring Fuels Growth
For lots of gig economy companies, their growth is closely tied to how many employees they can hire. Consider a ridesharing app, for instance. If the demand from users is not met by one app, then they will simply open another one. We see this all the time, perhaps because we live in New York City. But the example goes to show that users aren’t willing to wait around when there are so many convenient ways to get things done today.
If you’re interested in learning more about high-volume hiring strategies and what that means in the gig economy, check our our new eBook below: