Recruiting the right employees is important for your business’s success. Whether it is an entry-level position or a higher role, having the right people at the right time is crucial for any company. But sadly, finding the right candidate is the biggest challenge for most employers. This goes the same for volume hiring and corporate hiring, AKA regular recruitment.
In this giant recruitment landscape, most people often confuse between volume hiring and the regular recruitment process. These both are entirely different, and using volume hiring strategies for regular recruitment or vice versa won’t cut it. Wondering what volume hiring and regular hiring are and how they are different? This article jogs you through volume hiring and corporate recruiting and their key differences.
What is Volume Hiring?
Volume hiring is a process of recruiting multiple candidates to fill similar roles. Generally, entry-level positions with a low barrier for entry require multiple hires, and applicants find the position attractive and easy to grab the offer. High-volume hiring is common in industries such as retail and hospitality, where employees do not need prior experience.
But the catch here is the requirement is in higher volumes. Say, if you need to fill 7,000 positions in a month, you may have to process 700,000 applicants. Meaning- there is much more work compared to regular recruitment.
Again, the process is not as scary as you think because you won’t be doing all the work manually as you would in regular recruitment. Volume hiring is different. Automated data for sourcing candidates, the digital application process, data-driven assessments, automated emails, easy follow-up, interview schedules, etc., using ATS, makes the job easier.
What is Regular Recruitment or Corporate Recruitment?
Regular recruitment, also known as corporate recruitment, is hiring an individual to fill a particular role. The process involves finding the right candidate that matches the company’s need to onboarding the new hire.
Regular recruitment requires the recruiter’s time, effort, and resources, as most tasks need to be manually and personally done. The requirements become double when the company has multiple open roles.
However, regular recruitment feels easy for most recruiters as the number of open positions or applicants is never too large. Hiring manually or using an ATS makes the job much easier for them.
Now that you know what is volume hiring and regular recruitment and how different they are. Let’s delve into why and how recruiters should approach these differently for successful hiring.
Volume Hiring Vs. Regular Recruiting
1. Candidate Sourcing
Volume hiring
Candidate sourcing is a bottleneck in the hiring pipeline when hiring at a scale. Finding potential applicants on conventional job boards alone don’t work here. Recruiters need to create a vetted talent pool with the unsuccessful candidates for the previous roles, ask for employee referrals, analyze and keep track of metrics to fill hundreds of open positions.
Regular recruitment
Sourcing is tricky for both regular and volume hiring. However, the lesser requirement is a relief here. However, recruiters need to jilt old-fashioned methods. Say, most recruiters are still using traditional job descriptions that they’ve been using for years to publish on job boards. Frankly, they won’t attract the top talent.
Use competent job descriptions that describe the clear responsibilities of the employee in an exciting way to attract top talent. Additionally, post your jobs on social media, careers page, and job boards to reach out to more candidates and get multiple qualified applications.
2. Application Process
Volume hiring
Making the potential candidates apply for the job is the next big step in hiring. You need as many highly qualified candidates applying for the job to shortlist the best ones. However, this is easier said than done as the number is huge. You need to market the job well building a great employer brand, and show a sneak peek of company culture to inspire the candidates to make them want the job.
Regular recruitment
Regular recruitment is not a numbers game; here, all you want to ensure is candidate experience. You need to make the candidates feel excited about the job description and easy application process.
Whether it is volume hiring or regular recruitment, ensure the application process is short and sweet.
3. The assessment Phase
Volume hiring
Assessing hundreds of applicants manually is almost impossible. As volume hiring is typically for entry-level jobs, people expect the process to be shorter and faster. Moreover, they apply to multiple employers and choose the one that chooses them the first. Simply put, longer processes only lose you, qualified candidates.
So, speed up the assessment stage using pre-employment assessments that include personality tests, cognitive or multi-tasking assessments etc. Pre-assessments help you keep only qualified candidates that fit the role.
Regular recruitment
As regular recruiting is mostly manual, they do an initial screening, filter applications, review a resume, interview them and perform background checks to decide if they are a good fit.
Although the number of applicants is less, recruiters can still rely on recruitment software to reach out to a wider talent pool and make the hiring process a lot easier with automation.
4. Interviewing
Volume hiring
When volume hiring, recruiters have to schedule too many interviews, which is painful. Interviews cannot be automated; interviewers need to face them.
However, they can automate the pre-interview process, such as shortlisting candidates based on assessments and inviting them via calls or email.
Regular recruitment
Interviews in regular recruiting are also time-consuming. But this is where both candidates and interviewers get to know each other beyond resumes and job descriptions.
No matter how long the interview goes, as it is all to know the candidates and their attitudes better, it doesn’t hurt because the number is less.
5. Selection Process: Final Decision
Volume hiring
When hiring at a scale, the selection is challenging as the profiles are similar. Hence, talent acquisition needs to invest more time to carefully screen and select candidates.
Regular recruitment
Here the selection process includes background checks to ensure they hire the right fit. Even if the decision goes wrong and the employee quits early or doesn’t join, the expense is much lesser than having a bad hire. However, comparatively, you can see high-quality hiring in regular recruitment unless recruiters use recruitment tools and have smart strategies when volume hiring.
Although it just seems the only difference between volume hiring and regular recruitment is number, it’s just not that. Many significant differences arise before, during, and after the interview process. Hope these key differences help you in effective hiring.
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