How Volume Hiring Varies From Regular Recruitment

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How Volume Hiring Varies From Regular Recruitment
Getting the right people in the right roles is a
challenge, even when it is a regular
recruitment. Imagine the complexities that come
with volume hiring! Recruitment at scale
requires an efficient automated process, unlike
the manual processes used in regular
recruitment, that can't handle the level of
demand for volume hiring. In this blog, well
help you know how volume hiring is different
from regular recruitment, and why the former
requires a different approach than the
latter. What is regular recruitment? Regular
recruitment is where one individual needs to be
hired for one open role. It begins by
identifying the need of the role, and ends with
onboarding a new employee. Traditionally, it is
a manual and labour-intensive process that
involves a lot of time and resources. Recruiters
carry out multiple stages of recruitment
manually such as posting an open role, writing
and posting job ads, sourcing and screening
candidates, updating application statuses,
scheduling interviews, interviewing candidates,
and sending hiring decisions. What is volume
hiring? Volume hiring is where multiple people
are to be hired for similar roles. Typically,
yearly applicant numbers for volume hiring range
from 5000 to 3 lakhs, and beyond! Manually
carrying out the tasks for such huge numbers is
typically impossible, which is why the processes
are broadly automated, to be able to handle much
more work than in regular recruitment. These may
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include automated data driven sources, full
digital experience, role-specific assessments
designed for automation, data-driven automated
decisions, and other automated processes that
focus on admin and background checking.
Successful volume hiring thus utilizes
recruitment software to increase efficiency
through automation, and identifying top talent in
a short time period, while providing a personal
touch, and delivering an outstanding candidate
experience. Regular recruitment versus volume
hiring Lets now dive deeper into the differences
between regular and high volume recruitment, at
every stage of the recruitment process, and how
these differences are approached by talent
acquisition firms and the best recruitment
companies in India, for an efficient hiring
process. Stage 1 Sourcing ? When carrying out
regular recruitment, recruiters advertise the
vacancy themselves by writing the hob
advertisements and submitting them to major job
boards to catch the attention of suitable
candidates. They then manually search for
potential candidates before reaching out to them
via the job boards, or through social media. ?
When carrying out volume hiring, finding enough
applicants to sift through can be problematic
when using conventional job boards, as they
wont yield the high quantity of high-quality
applicants required for the job. Recruiters thus
need to think strategically. They can thus ask
existing employees for referrals, or look at the
pool of vetted candidates who have previously
applied to work at the organization, but were
somehow not suitable then. This can be better
done with the help of technology to bolster the
sourcing efforts. Data-driven candidate sourcing
can lead to a fully digital experience thats
scalable and can drive conversion. Stage 2
Application ? When carrying out regular
recruitment, the candidate experience is often
neglected. A boring regular process is put into
place that doesnt excite the candidates much.
It lacks the depth of detail required for the
candidate to make an informed decision. Only when
a candidate is seen to have a potential match to
the company and job role, is he given a
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chance to interact with the HR to know more about
the company and the job role, after the initial
screening call. ? When carrying out volume
hiring, recruiters need to attract as many
high-quality applications as possible, which
can't be done with a regular boring hiring
process. Instead, the job needs to be sold! The
employer brand and employee value proposition
need to be built, showcasing the company culture
during the application process itself, giving
candidates a peek behind the scenes. You want
the candidates to be impressed and talk about
you to others, who might also then apply for the
job. This can be possible only when you create
an exciting application that makes candidates
want to come and work for the company. Stage 3
Assessment ? In regular recruitment, recruiters
carry out initial screenings manually, after
sourcing candidates. They filter applications,
review resumes, and check for past work
experiences and other qualifications. The data
driven out of these resumes help them identify
good fits for the organization. ? In volume
hiring, its impossible to review and assess
hundreds and thousands of resumes coming your
way. Thus, applicants need to be screened and
assessed automatically. This can be done based on
some specific skills, character traits, and
abilities, which can be carried out via certain
tests that accurately predict future job success.
The most popular types of assessments used in
volume hiring include cognitive ability testing,
personality questionnaires, learning agility,
virtual interviews, situational judgement tests,
and cultural fit assessments. By employing such
technologies to sift resumes and applications, a
predefined selection criteria can be set, and
results achieved faster, making it an improved
experience for both the candidates and
recruiters. Stage 4 Interviewing ? After
assessment and shortlisting, recruiters in the
case of regular recruitment invite the most
suitable candidates for interviews. These
interviews help candidates and recruiters meet in
person, helping the recruiters to guide their
hiring decisions, using the candidates attitudes
and performances during the live conversation.
On the other hand, it also gives the candidates
to get answers to their questions about the
company and job role. Hence, interviews can give
both the parties
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enough information that can help them decide
whether they want to continue further or not. ?
Carrying out interviews for volume hiring can
prove to be very time consuming. Instead, what
can be done is that the applicants can be asked
to record a short video where they need to answer
predetermined questions, which can then be
reviewed manually or have technology to evaluate
the answers. Hence, the interview process may
require some manual effort, but it can still be
partly automated. Stage 5 Selection ? In
regular recruitment, after the interview,
recruiters carry out background checks, based on
which they make their hiring decisions. ? In
volume hiring, the process isnt that simple or
easy, as the number of candidates is much
higher. Numerous hiring decisions that involve a
lot of time are made. A clear selection
criterion needs to be put into place so that a
standardized and unbiased way of selecting
candidates is followed. Recruitment tools can be
used to make sure that the selection is
data-driven and free of bias. To sum up, You can
see how automation plays a great role in the case
of volume hiring, whereas manual processes can
still be used to select single candidate roles
like executives, leaders, and managers. However,
automating the latter also has its own
advantages. As per a research, the executive
search industry is also about to enter a new
phase of growth driven by AI and automation. In
fact, some of the best recruitment companies in
India, like WalkWater Talent Advisors, are
already using automation to reduce manual error
and collect more reliable data across
platforms. This is why theyre a step ahead as
they develop a high-quality database of
executive talent, that would otherwise be
difficult to find. Such tech-savvy recruitment
companies can produce a 100 complete long-list
of apt candidates within seconds, by adding
candidates to the database, updating candidate
information, checking for duplicate candidates,
tracking search activity and outreach, managing
day-to-day recruiting team activities, creating
and sharing candidate lists from the database,
completing and tracking candidate assessments,
and doing so much more!