Mastering High Volume Hiring

The demand for top-tier talent is unending in all industries, particularly in additive and advanced manufacturing. The challenge intensifies when your business enters a phase requiring high-volume hiring. The task is daunting, but if you’re equipped with the right strategy, your quest for the perfect candidates can be smooth and successful.

At Kensington Additive, we specialize in turning what seems like an overwhelming task into a seamless operation. Here’s our best advice on how you, too, can master high-volume hiring with precision and efficiency.

Understanding the Landscape of High-Volume Hiring

High-volume hiring does not just mean filling a large number of positions. It’s about smartly scaling your workforce to match your growth trajectory while ensuring quality and fit. It’s crucial to understand that this is not a one-size-fits-all process. It needs a tailored approach, that matches your company’s specific needs and objectives.

Crafting Your Effective Hiring Strategy

Identifying Your Needs

The first step is to conduct a thorough analysis to identify the number and types of roles you need to fill. Prioritise positions that are vital for your operations and those that are notoriously hard to fill. Understanding the extent of your needs sets the basis for a successful hiring campaign.

The Blueprint of a Successful Strategy

Once your priorities are clear, craft a timeline outlining when and in what order roles must be filled. This approach ensures efficiency and effectiveness, helping you to focus resources on immediate needs while planning for future hiring. Remember, while technical skills may be non-negotiable for certain roles, consider which competencies can be nurtured through training, opening the door to a wider pool of candidates.

Sourcing Candidates – The Kensington Additive Edge

Tapping into the Passive Candidate Market

When they need to recruit, many companies immediately head to the active candidate market. Candidates in the active pool are easy to find. They’re searchable on job boards, engaging on channels like LinkedIn, and approaching employers directly. So, while they’re an obvious target, they’re also likely to be involved in multiple recruitment processes with several companies, which increases the risk of them dropping out.

But if you also focus on the passive candidate market, you’ll find the hidden gems nobody else is talking to. These high-caliber professionals aren’t actively seeking a job but are open to the right opportunity. By leveraging our network, we can uncover these candidates for you, ensuring you’re getting motivated and engaged candidates looking at your role as a logical step in their career.

Implementation – Putting Plans into Action

Best Practices for Efficient Recruiting

Managing recruitment at scale requires a blend of strategy and technology. Tools and platforms can help organize and streamline processes, but the human touch should not be underestimated. Personalized communication and engagement with candidates can be a game-changer, differentiating your offer in a competitive market.

Technology: A Recruitment Game-Changer

However, technology can be a powerful ally as it has reshaped how we find and hire talent. Take video interviewing, for instance. It’s simple, effective, and cuts through the distance to bring you closer to the best candidates, no matter where they are. It’s hiring without borders, saving you time, and connecting you with a world of talent. 

Video interviewing speeds up the entire hiring process by eliminating the logistical gymnastics of arranging in-person meetings. It’s practical and simple: connect with more candidates from any location without the wait. This capability is invaluable, especially when you’re looking to scale up your team with the best in the field.

Adopting video interviews doesn’t just show that you’re in tune with the latest recruitment strategies—it underscores your commitment to efficiency and innovation. Candidates are looking for forward-thinking and agile workplaces, and your recruitment process is their first glimpse into your company culture.

Then there’s psychometric profiling. It sounds complex, but it’s just a smart way to understand who a candidate truly is beyond their resume. It’s like a roadmap to their mind, showing how they think, work, and fit into your team. This helps you go beyond skills and experience to find someone who matches your company’s heartbeat.

An effective profiling process reduces the risk of new hires proving unsuitable for the role a few weeks later. Let’s face it: There’s nothing worse than re-recruiting a role, as it’s just more time you have to invest in the process.

Using these tools is like having a high-tech compass for navigating the vast recruitment landscape. They’re not just convenient; they’re strategic, ensuring every hire is a good choice for today and a great fit for tomorrow.

Evaluation and Adaptation

As you roll out your hiring plan, keep a close eye on its effectiveness. Monitor key metrics such as time-to-hire and quality of hire to understand where adjustments may be needed. Staying agile and responsive to the outcomes of your efforts is crucial for continuous improvement.

In Short

High-volume hiring is undoubtedly a complex challenge, but strategic planning and the right partner can make it a manageable and even rewarding process. By preparing diligently and partnering strategically, you can scale your team effectively, ensuring your company continues to thrive and innovate.

If your business is approaching a high-volume hiring phase and you’re looking for a partner who can help you navigate this terrain with expertise and efficiency, contact the Kensington Additive team. 

Let’s turn the challenge of high-volume hiring into your next success story.