State of Hourly & High Volume Hiring 2024 by HR.com & Mindfield
In 2024, High Volume Hiring continues to rely on a combination of experience, intuition and insights from technology, despite operating in a data-rich age.
In partnership with HR.com, we created this report to help strengthen organization’s high-volume recruitment with best practices and technologies.
The findings in this report were gathered from 188 HR professionals in virtually every industry vertical. Respondents are located all over the world, but most of them reside in North America.
We’ve interviewed a broad cross-section of employers, ranging from small businesses with fewer than 100 employees to enterprises with 20,000+ employees. Two-thirds of the respondents represent midsize and large organizations.
Before diving in, it’s important to define precisely what High Volume Hiring is:
High-volume recruiting generally refers to filling a larger-than-average number of positions in a relatively short time-frame. In some cases, however, these are roles for which employers are continuously and consistently recruiting. High-volume recruitment can be achieved via in-house recruitment or with the help of external providers and partners.
The full report is ungated, and available to view here: Link
Here are a few key highlights and takeaways from the State of Hourly & High Volume Hiring 2024 by HR.com & Mindfield:
- Over 52% of organizations outsource part of their high-volume recruitment process. Partnering with experts can significantly boost your hiring efficiency. We’ve previously discussed how outsourcing can be a game-changer for talent acquisition teams.
- More than half of organizations use pre-hire assessments to ensure candidate fit and improve hiring outcomes. Implementing these assessments can elevate your recruitment strategy.
- The most effective high-volume practices are aimed at improving the ease of hiring processes. 65% of high-volume hiring leaders automate as much of the recruitment process as possible. Embrace technology to streamline and speed up your hiring.
4. Not everyone is sold on AI, even though over the next year, 3/5ths of respondents will utilize AI in high-volume hiring. 39% are not planning to use AI. We understand the hesitancy as AI on its own will not magically solve every recruitment problem. It must be used with a clear human process. The organizations who do this well will be the winners.
5. The top two challenges facing high-volume recruitment in the past 12 months are: 1) too many low-quality candidates and 2) not enough candidates. This aligns with what we’re hearing from TA leaders.
Access the full report
For more insights, including a comprehensive overview of technology, challenges, and findings read the full State of High Volume and Hourly Hiring in 2024, at this link.
About Mindfield RPO:
We aim to revolutionize the recruitment process by providing end-to-end solutions that are both cost-effective and time-efficient. Serving various industries such as light industrial, manufacturing, retail, hospitality, and healthcare, we tailor our services to meet the specific needs of each client. We specialize at sourcing high-quality candidates with our tech stack, expert recruiters, and 4M active job seeker database, relying on programmatic advertising and SMS-based marketing/comms for sourcing. It’s how we’ve had over 1.5 million human-led conversations with candidates this year (something we are very proud of).
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