Diary of a High Volume Recruiter Series: Himanshu Agarwal of Zenius Recruiting

This series is dedicated to knowledge sharing amongst high-volume recruiters. These are some of the hardest-working people in HR the industry, and so we’re asking how they’re getting hiring right at scale. Featuring lessons and guidance for the next generation of high-volume recruiters, here is the fourth installment of our high-volume recruiter series. 

Meet Himanshu Agarwal, the Co-Founder of Zenius, a remote recruitment company. Himanshu has just begun his journey with high-volume recruitment, with nearly three years of experience, although he’s hired several candidates throughout his career, just not at the same volume. Through Zenius, his hiring mandate consists of helping multiple clients hire remote employees for different roles simultaneously. Read the full interview below.

1. How has the practice of recruitment changed since you began your career? Any memorable moments? 

I've seen a rising demand for soft skills, like communication and adaptability, over the last 2 years. In my observation, this is because businesses are placing a greater emphasis on employee retention and culture fit. Focusing on these competencies has helped employers access broader talent pools and experiment with skill adjacency.

2. What does a good day look like? 

A good day for me is when client goals, recruitment efforts, and candidate excitement align without any disconnect.

3. What systems and processes make it work?

We use Zoho Recruit for application tracking and its real-time dashboard for proactive candidate mapping. This allows us to meet client and candidate expectations and avoid disjointed placement. Integrating refinement cycles into our processes has ensured that client feedback can be incorporated into our workflows in real time.

4. How are the challenges of high-volume recruitment different?

A lack of constant engagement during high-volume recruitment can make candidates feel lost or ghosted, as compared to specialized recruitment.

We noticed a high dropout rate among candidates during an early recruitment drive because they felt uninformed. We started using an automated communication tool to reduce candidate distress by providing faster and tailored updates.

5. What advice would you give someone considering this career?

High-volume recruitment can often feel mechanical, so I'd recommend new recruiters focus on building strong client/candidate relationships. I've found that understanding client needs and candidates' aspirations can increase offer acceptance rates and reduce replacement rates. It can also help new recruiters expand their professional network to avoid hiring hassles in the long run.

 

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HiringBranch would like to extend a sincere thank you to Himanshu Agarwal of Zenius for participating in this important series. For the previous article in the series, click here, and stay tuned for our next instalment coming next month.

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Image Credits

Feature Image: Property of HiringBranch. Not to be reproduced or distributed without permission.

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