Volume recruiting. The bane of the recruiting experience. I don’t care how good you are as a recruiting professional, until you’ve put on the flame suit and sat in a volume recruiting chair, you’ll never be able to fully appreciate the job – OR the people who successfully DO the job.

     Time to Recognize

Like your mailbox, you can clear it out every day, but it’s going to be full again tomorrow. The only difference is that candidate submissions don’t take holidays. You want to see a stressed out recruiter, talk to them after a week of PTO – like a phantom limb, they can still feel the sensation of applications building up in their absence.

The reason for the volume is, of course, the nature of the positions for which they recruit. Non-exempt positions are more transactional, have lesser requirements in education and experience, and (surprise!) pay less than exempt level roles. They also make up the brunt of the workforce, handle a ton of the customer experience, and like it or not – they can make or break you. Bill Carroll, CEO of HOOPS HR, put it in pretty basic terms; “As we work with companies on their hiring processes,it always amazes me to see how incumbent a company’s success is based on their hourly workforce.”

I look at our own business model with Dental One ~ any patient walking into a practice is going to be greeted by either a Patient Relations Coordinator or Dental Assistant, both of which are non-exempt positions. The most brilliant dentist in the world will have an impossible job if that interaction goes poorly. We all realize this same dynamic in our daily lives – your impression of a restaurant can be sunk if the waiter is non-attentive or rude. Your interaction with a Customer Service agent defines your experience with your bank, your insurance provider, your car dealership – these are the people who become the face of your company.

The question is, do you have that thought in mind when you are recruiting non-exempt workers? Or, are you putting butts in seats? John Briggs, President of CatalystOne“You can’t make the mistake of lowering expectations when recruiting non-exempt candidates. A good fit is still a good fit, and it benefits both the employee and company.” So as much as you can’t hire stiffs, you can’t depend on stiffs to do the work. You need to keep the standards just as high with the people you hire to recruit non-exempt employees. That’s just the ticket for admission – without a highly skilled crew able to operate with their hair on fire, you’re wasting your time.

When it comes to your volume recruiting team, the best metaphor I can come up with is a pit crew…the skills are the same as those used in a garage setting, but on race day they need to do it in 12 seconds or less. If the timing is off or the work is not up to standards, you lose the race. Your ability to do it faster and better than your competitors is what piles up the trophies.

The second part of the equation, if you’re lucky enough (like me) to have an all-star team of individuals is to have tools that are equal to the task. Our collaboration with Hoops, for example, gives me the technology that matches the quality of my team. So basically, we’re ready to take over the world.

For others, you may want a little more help on the subject, and do I have the right nut for you – on April 27th, Tim Sackett is hosting a Webinar, “The Forgotten Majority: 7 Ways to Trump Up Your Hourly Hiring.” And if you register now you get 10% more Sackett-isms, including:

–7 things you can start doing to increase and simplify hourly hiring in your organization 

–3 ways top organizations are leveraging technology to do massive (over 1,000 hires per year) hourly hiring 

–Pitfalls most organizations fall into when hiring hourly workers, and what you can do to make sure you don’t go down this path 

As the great British General Douglas Haig once said:

Once the mass of the infantry become possessed of low morale, the battle is as good as lost.