How to Use Volume Hiring and Regular Recruitment for Candidate Sourcing

Choosing the right employees is critical of your company’s success. Whether it is a higher role or an entry-level position, having the right people determines your business’s success along the way.

Unfortunately, in today’s market, most employers’ biggest challenge is finding the right candidate. And this is where two very important elements come into the play. Volume hiring and regular recruitment are two hiring methods that boost success in different ways. That’s why you need to follow the right strategies for each. 

So, stay with us to find out the benefits of volume hiring and corporate Recruiting Software and which is the right one for you!

What is Volume Hiring? 

The process of recruiting multiple candidates for similar roles is known as volume hiring. Entry-level positions with a low barrier to entry, in general, necessitate multiple hires. These are the cases where volume hiring is mostly used.

High-volume hiring is common in industries where prior experience is not required. It is mostly used in retail and hospitality industries.

What is Regular or Corporate Recruitment? 

The process of hiring for a specific role is known as regular or corporate recruitment. Regular recruitment includes everything from finding the right candidate to onboarding the new hire. 

Regular recruitment necessitates a significant amount of time, effort, and resources on the part of the recruiter. This is due to the fact that most recruiters must complete all professional tasks manually.

How to Use Volume Hiring and Regular Recruitment for Candidate Sourcing?

When there is a high volume of hiring, candidate sourcing becomes a bottleneck in the hiring process. Using traditional job boards to find qualified candidates does not work in this case. That’s why recruiters must create a vetted talent pool in order to fill hundreds of open positions. 

They must sift through unsuccessful candidates for previous positions. They should also solicit employee referrals, as well as analyze and track metrics. 

Sourcing for both regular and high-volume hiring is difficult. Lower numbers, on the other hand, are a welcome relief when using the regular recruitment method. Recruiters must abandon traditional methods when dealing with regular recruitment. 

To attract top talent, create job descriptions that clearly define the employee’s responsibilities. To reach out to more candidates, post your jobs on social media, your careers page, and job boards. You will also receive a large number of qualified applications this way.

How to Use Volume Hiring and Regular Recruitment for Interviewing?

When volume hiring, recruiters have to interview multiple applicants. But, manually scheduling that many interviews is too time-consuming. While you shouldn’t automate the actual interviews, you can automate the scheduling

Volume recruiters use technology to automate the process. Through automation, they schedule calls with candidates who meet the selection criteria after assessment. 

Alternatively, recruiters can ask candidates to record a short video answering predetermined questions. Or, schedule assessment days and conduct group interviews.

On the other hand, when choosing to use the regular recruitment method, recruiters only invite the top candidates for interviews after screening and assessment. Recruiters will start communicating back and forth with candidates. When setting up interviews, they will choose a time that works for everyone. 

The applicant would then get the chance to speak with recruiting supervisors privately. They are free to ask any questions they may have throughout this meeting. Regular recruitment enables both parties to carefully evaluate suitability.

How to Use Volume Hiring and Regular Recruitment for Candidate Selection? 

Because there are more candidates when volume hiring, the selection process is more complicated. Manual selection processes usually have flaws. They are also biased because hiring managers select candidates with very similar profiles. 

To make sure that your business gets the diversity it needs to succeed, you can choose to outsource your hiring process. 

When deciding to outsource your hiring process it is vital to review different companies that offer employers of record services. And Deel review can help you with that. This platform offers international employers of record services for global employment that help businesses in hiring the right candidate. 

Besides hiring the right candidate, there are many benefits to outsourcing your hiring process. Among them are the following:

  • Save time and money
  • Access to specialized services
  • Create focus for the team
  • Offer a wider talent pool.

Recruiters conduct background checks when using the regular recruitment process method to make sure they are hiring the proper person. The cost is significantly cheaper than making a poor hire, even if the employee quits early. Before hiring, they take into account all the factors they have observed. 

However, unless recruiters use recruitment tools and have smart strategies when volume hiring, you can see more high-quality hiring in regular recruitment.

Final Thoughts 

Ultimately, businesses can benefit a lot from both volume hiring and regular recruitment. When hiring new employees many significant differences emerge before, during, and after the process interview. That’s why you need to carefully choose between volume hiring and regular recruitment depending on your business goals so you can get the full benefits of each method.


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