It's high volume hiring season! But that doesn't mean it has to be stressful.

While most recent grads are looking forward to entering the “real world” and making the most of their time off before starting new jobs, recruiters are just ramping up. High volume hiring is in full swing, and it can be difficult to balance the sudden influx of interviews along with day-to-day responsibilities.

However, you don’t have to fight to stay afloat during this busy season! Here are 3 tips to balance the stress:

1) Identify critical interview questions to ask every candidate

Chances are you’re interviewing a majority of these candidates for the same position. While each interview should, of course, be tailored to the candidate’s experience, it’s helpful to choose one or two questions that you’ll ask each applicant.

Some great questions you can ask: “Why did you apply to <company name>?”, “What excites you about the position?”, or “What do you like about <company name>?”

Not only does this streamline the process, but it also helps you easily remove unprepared candidates from the first round. At the end of the day, high volume hiring is tough. It’s especially important to have easily identifiable benchmarks when evaluating candidates.

2) Remove identified bottlenecks in your hiring

There are a lot of projects recruiting coordinators can work on to get promoted, and, if you’re a data person, one of these is leveraging data to identify bottlenecks in the hiring process.

High volume hiring especially relies on efficient processes, and any bottlenecks will jam the process. In such a critical period as this, any time wasted means losing top candidates. Gen Z candidates, especially, expect a quick and easy process!

3) Leverage technology for high volume hiring

High volume hiring is tough, and it’s just not possible to scale to meet such an influx of hiring without leveraging some sort of tool to make it easier– especially when it comes to scheduling all those interviews!

Interview scheduling is a huge time suck. This is largely because recruiting coordinators have to multiply the same back-and-forth emailing workflow with hundreds of additional candidates. In fact, scheduling one interview, on average, takes anywhere from 45 minutes to 1.5 hours (trust us– try timing yourself). That time is critical.

Not only is it time you could be spending helping candidates prep for interviews or conducting phone screens, but it’s also time you could be spending taking a well-earned breather from the stress of high volume hiring!

Leveraging a batch scheduling tool, however, cuts that time down to minutes.

High volume hiring doesn’t have to be stressful. If you have the right tools and the processes in place to execute effectively, it can be a breeze!

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