Avoiding Attrition in Volume Recruitment
Are you having trouble with candidate attrition in your volume recruitment campaigns? 🤷
If so, then it could be time to take an objective look at your recruitment process.
One of the key things to consider within this process is; how you attract and retain the best talent throughout your onboarding pipeline. By offering a more genuine and user-friendly process, you are less likely to lose candidates along the way. According to @sappling providing a positive onboarding experience can help retain your workforce by up to 82%.
Volume recruitment is often utilised in support-based roles such as call centres and retail work. Many of these positions command dedication and resilience, therefore it is critical that you provide an upfront and accurate representation of the demands and requirements of a role, setting prospective employee expectations. This can help to avoid future frustration in the workplace.
A key part of this experience is your communication. It is paramount that you are proactive with your communication throughout the process, failure to do so could result in early employee attrition. Adopting a consistent and meaningful communication strategy can help to strengthen your recruitment process and secure top talent in the long run. Consequently, it is important to consider which tools are most appropriate for engaging your desired audience.
Firstly, the use of Realistic Job Previews (RPJs) ensures candidate alignment with your business, increasing self-selection and the quality of applications. It can also improve candidate experience by offering the applicants a deeper and more realistic understanding of what it would be like to work in that role.
Alternatively, Situational Judgement Tests (SJTs) allow employers to assess the suitability, in relation to both drive and core knowledge, of a substantial number of candidates in a short period of time. This can be achieved by providing candidates with a series of question types and work-based scenarios. Implementing these tests can help you to make swift and purposeful hiring decisions, providing an objective view of each candidate's skillset and overall fit for the role.
Asynchronous Video interviews (VIVs) are another notable tool when recruiting in high volumes. They can offer employers the opportunity to evaluate candidates on a more personal level, similar to that of a face-to-face interview. Implementing this style of interview can often assist in the sifting process. Similarly, VIVs can offer candidates a snapshot of your organisation’s culture, allowing them to evaluate their own compatibility to the business.
Perhaps it’s time for you to consider the effectiveness of your volume recruitment tool. The Tazio platform offers the most flexible and cost-effective solution to suit all volume recruitment needs. For more information, get in touch with one of our experts.
www.tazio.io/contact-us | 02922 331 888
In our guide, “Diversity And Inclusion - A Practical Guide To Developing An Effective Strategy”, we’ve compiled a list of easy to action steps that will ensure diversity and inclusion are both promoted and supported within your organisation.
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