of hiring decision-makers say a lack of qualified candidates is their #1 challenge.
The average length of the interview process is 23.8 days in the US and 27.5 days in the UK.
of applicants would abandon an online application if it took more than 15 minutes to complete.
The “Great Resignation”
Dubbed the “Great Resignation”, these figures highlight a growing trend: it’s a candidate’s market out there. The best candidates have many opportunities available to them, and companies are finding it more and more difficult to fill roles.
For those tasked with recruiting at scale in 2022, there are unique challenges to overcome. High-volume recruiters must find new and innovative ways of not only sourcing talent at pace, but sourcing the right talent to meet the needs of their organisation.
And the challenges don’t stop there: faced with large pools of candidates, talent acquisition professionals need to make sure they have the right tools and resources to shortlist effectively without leaving out qualified candidates.
Companies that are recruiting at scale can also face problems with ensuring their candidate experience remains strong — or the damage to their employer branding and reputation could be irreparable.
This is all without mentioning the knock-on effects that bringing large numbers of new hires onboard can have on an organisation’s culture, and the difficulty of ensuring diversity goals are met at a higher scale.
This guide will outline some steps you can take to make sure you meet your high-volume hiring goals without compromising on company culture, candidate experience, diversity, or quality of hire. We’ll cover the main challenges of hiring at scale against the backdrop of the War for Talent, the key metrics you should be tracking, and what you can do to make sure you meet your goals. We’ll also share insights from some of Talentful’s clients who have successfully stayed ahead of their high-volume hiring demands, even during the pandemic.