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How to Succeed in High Volume Recruitment?

Nov 13

Hiring a large number of employees in a short period of time is known as high volume recruitment. In order to succeed in high volume recruitment, you must attract enough qualified candidates for each position. First, you must identify the roles you want to fill. This will help you decide which skills are desirable and critical to the position. Second, you must know what typical job listings are for the roles you are recruiting for.

Hiring many employees within a short time period

High-volume recruitment is the practice of hiring a large number of employees in a short period of time. This is often the case when a company experiences exponential growth, needs to open a new office, or has an unusually busy time of year. In these situations, HR professionals typically advertise several open positions and review applications to identify the best candidates for the role.

However, volume hiring is not without its challenges. One of the biggest challenges is the sheer volume of applications. If a role is low-skilled or easy to fill, it may attract hundreds or even thousands of applicants, many of whom will have little to no experience. They may not even be qualified for the role.

Increasing the number of potential candidates

High volume recruitment is a process whereby a company hires a large number of people in a short amount of time. This type of recruitment involves screening a large number of resumes and making many phone calls. It is costly and can have a negative effect on the applicant pool. For example, Amazon recently received over 20,000 applications for jobs at its 13 fulfillment centers across the US in one day. Although many companies will never hire at Amazon's level, high-volume hiring is becoming more common.

To be successful at high volume recruitment, organizations must go beyond the standard large job boards. They must also take the time to explore state unemployment databases, military employment sites, and industry-specific websites. Likewise, they must find ways to recruit in unexpected places, such as local churches and workforce development centers.

Compromise on quality of hire

Hiring high volumes often compromises on quality of hire, but it is possible to improve your process without compromising quality of hire. The key is to start your sourcing efforts much earlier than the volume hiring phase. For instance, by creating a database of previous candidates, you can get a head start on sourcing. Moreover, you can determine the quality and cost per hire of a particular candidate.

High volume recruitment can be challenging, and it is common to forget to follow up with unsuccessful candidates. Unfortunately, these people might share negative feedback, both online and offline, with other potential employers. Often, these candidates will turn out to be your future assets, so follow up with them to ensure that you do not miss any future opportunities. The key is to follow the steps of the recruitment process and develop a candidate experience strategy.


Developing a strong pipeline of candidates to fill open positions is vital to high-volume recruitment. You can do this by using social media such as LinkedIn, and by having senior executives make videos about open roles and the company culture. As with any recruiting process, metrics are key to measuring success. Once you have developed metrics, you can use these to improve your recruiting processes.

Using pre-hire assessment tools is another way to streamline the recruitment process. These tools allow you to see which candidates you should prioritize. For example, the ThriveMap tool allows you to take candidates through a digital job simulation. In some instances, these tools even replace the need for an interview. For more information on this topic, please click on this link :