Meeting demand will be one of your main issues if your business plans to increase the number of employees. Regular hiring procedures will only work when you are hiring a few people. Recruiting at scale demands an effective, automated process because there is intense competition for talent, even entry-level positions.
Suppose you utilise a traditional recruitment process that is not meant to handle that amount of demand. In that case, finding the appropriate people in the right roles in industries like call centres, logistics, retail, or hospitality can seem impossible.
We talk a lot about routine hiring procedures and volume hiring, but we’ve never clarified how they vary. So, in this post, we’ll examine how volume hiring differs from traditional recruitment and why volume hiring calls for a different strategy than conventional recruitment.
1. Scale and Scope
The most apparent difference between regular hiring and volume recruitment lies in their scale and scope. Steady hiring involves filling a limited number of positions over time, usually for specialised roles or when replacing outgoing employees. On the other hand, volume recruitment is characterised by the need to fill multiple vacancies within a short timeframe, typically for entry-level or junior positions.
“Recruitment training” plays a crucial role in both approaches. In regular hiring, training focuses on equipping recruiters and hiring managers with specialised skills to identify and attract top talent for specific functions. In volume recruitment, training is geared towards enabling recruiters to handle high-volume applications efficiently, often employing technology-driven tools for effective candidate screening.
2. Time and Efficiency
Another critical difference is the time and efficiency required in both methods. Regular hiring allows for a more thorough and extended selection process, as hiring managers can afford to take their time to find the best fit for the position. Conversely, volume recruitment demands a faster turnaround to accommodate many applicants and meet the organisation’s urgent staffing needs.
Recruitment training in regular hiring emphasises conducting in-depth interviews, comprehensive candidate assessments, and customised onboarding procedures. In contrast, activity in volume recruitment focuses on streamlining the screening process, automating repetitive tasks, and employing pre-employment checks to identify top candidates quickly.
3. Candidate Experience
Candidate experience plays a pivotal role in the success of any recruitment process. In regular hiring, recruiters can offer more personalised attention to each candidate, ensuring they feel valued and respected throughout the hiring journey. This approach aims to build a positive employer brand, even for candidates who may not be selected.
In volume recruitment, providing personalised attention to every candidate can be challenging due to the sheer volume of applications. However, recruitment training emphasises the importance of maintaining clear communication channels, promptly updating candidates on their application status, and delivering a positive application experience, even for those needing more time to succeed.
4. Talent Pool Depth
Regular hiring often targets more experienced candidates for specialised roles, which may require specific qualifications, skill sets, and experiences. As a result, the talent pool for such positions might be relatively narrower, making it vital to employ targeted sourcing and recruitment strategies.
Volume recruitment, by contrast, casts a wider net, seeking to attract many candidates for junior or entry-level positions. The emphasis is on drawing a broad range of talents and nurturing the potential for growth within the organisation.
Recruitment training in both scenarios should focus on identifying the most relevant sources for each candidate pool, tailoring the job descriptions to attract suitable applicants, and leveraging modern recruitment technologies.
5. Evaluation Criteria
The evaluation criteria in regular hiring are often more specific and tailored to the unique requirements of the role. Recruiters and hiring managers assess candidates based on their skills, experiences, and cultural fit within the organisation.
In volume recruitment, with a higher number of candidates, it is essential to establish standardised evaluation criteria to streamline the selection process. Recruitment training equips recruiters to identify core competencies for specific roles and design assessments that quickly filter out unqualified candidates, ensuring only the best-suited individuals move forward.
In conclusion, regular hiring and volume recruitment are two distinct approaches with unique challenges and requirements. While steady hiring focuses on specialised roles and a more personalised candidate experience, volume recruitment targets large-scale hiring for junior positions with a need for expedited processes.
Investing in recruitment training is crucial to optimise both regular and volume recruitment processes. A well-trained recruitment team can effectively adapt their strategies, utilise modern technologies, and deliver an exceptional candidate experience that aligns with the organisation’s hiring objectives, regardless of the scale and scope of the recruitment drive.