Definition: Volume recruiting, also known as mass hiring, is a recruitment process that involves hiring a large number of employees in a relatively short period of time.
This is common in peak-season industries, such as retail around the holiday season, hospitality during the summer months, or agriculture during harvest times.
It’s also common in industries like call centers, customer service, or when a new business division is being established, and there’s a need to fill many positions quickly.
For more in-depth information, check our comprehensive guide on volume hiring.
Differences between volume recruiting and standard recruiting
Volume recruiting differs from standard recruitment in several ways:
- Automation: Due to the high number of applicants, automation plays a crucial role in volume recruiting. This can involve the use of Applicant Tracking Systems (ATS), artificial intelligence (AI), and other recruitment software to handle tasks such as resume screening, candidate matching, scheduling interviews, and candidate communication.
- Efficiency: The recruitment process needs to be streamlined and efficient. This might involve group interviews, one-click application features, and rapid decision-making to manage many candidates.
- Wide Reach: To attract many candidates, volume recruiting often involves widespread job advertising across multiple platforms, including job boards, social media, and recruitment agencies.
- High Turnover Management: Industries that rely on volume recruiting often have high turnover rates, so the recruitment process is ongoing and recruiters must be adept at maintaining a constant pipeline of candidates.
Volume recruitment strategies
- Job Boards and Social Media: Posting job advertisements on high-traffic job boards and social media platforms can attract many candidates. Consider both general job boards and those specific to your industry.
- Job Fairs: Job fairs, either in person or virtual, can be an effective way to meet many potential candidates at once. They also provide an opportunity to sell your company to potential employees.
- Group Assessments or Interviews: Depending on the type of roles you’re hiring for, conducting group interviews or assessments can be a time-efficient way to evaluate multiple candidates simultaneously.
- Employer Branding: A strong employer brand can attract many applicants. Showcase your company culture, values, and benefits across various platforms.
- Partnerships with Educational Institutions: If you’re hiring for entry-level positions, forming partnerships with colleges, universities, or trade schools can be a good strategy. You can offer internships, cooperative education positions (co-ops), or attend career fairs to attract potential candidates.
Industries with high turnover rates or those affected by seasonality require volume recruitment. This includes retail, hospitality, agriculture, customer service, and more. Also, companies in growth phases or launching new divisions may need volume recruitment.
Even with the need for speed, maintaining hiring standards is crucial. This can be achieved through clear job descriptions, structured interviews, skills testing, and reference checks. Technology can also aid in maintaining quality by automatically ranking candidates based on their qualifications.
Strategies include automation, hosting job fairs, group interviews, employer branding, referral programs, and partnerships with educational institutions.
Employee retention can be addressed through a structured onboarding process, competitive compensation and benefits, opportunities for growth and learning, and a positive work environment.
Common challenges include managing many applications, ensuring the hiring process is efficient yet thorough, maintaining the quality of hires, and retaining newly hired employees.