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Key differences between regular hiring and volume hiring

Let’s look at the differences between regular and mass recruitment at each stage of the recruitment process and how the talent acquisition team needs to address these differences for an efficient recruitment process.

Assessing

There are a lot of recruitment software available in the market. We advise you to get the best recruitment software platform for agencies. Make this decision depending on your company needs.

Regular recruitment

Recruiters usually perform an initial manual screening immediately after finding a candidate. They screen applicants, manually check resumes and cover letters, and check education, previous work experience, and appropriate background. We believe that these are indicators of the suitability of a candidate.

Next, they use their data and intuition to determine the best candidate, then perform role-specific assessments on successful candidates and the “necessities” needed for the job. Finally, ask to test your skills.

Volume hiring

When processing hundreds or even thousands of applications during volume recruitment, applicants must be automatically screened and graded. Manually assessing a candidate is an impossible task, and if the application takes too long to process, you may lose the candidate. For entry-level jobs, candidates expect a quick process and are more concerned about job safety than promotion. This means the employer will likely select the candidate who responds first. The lengthier the procedure, the less likely it is to result in excellent hiring. Candidates can automatically evaluate certain aspects to speed up the mass recruitment evaluation phase.

These are specialised talents, personality characteristics, and abilities that can be predicted reliably via testing. It could be a combination of pre-employment assessments such as a Personality questionnaire, situational test, or multitasking evaluation. You may use technology to filter CVs and applications and create predetermined selection criteria.

Rather than comparing it to arbitrary indicators such as education or work experience, we compare why you are a good employee in your company and select and evaluate applicants based on these criteria. We know that experience is not a reliable indicator of future success for low entry-level work.

Therefore, in mass recruitment, candidates should be evaluated automatically and based on skill and suitability for the company. This approach is less prone to errors and hiring bias, but it can be scaled more easily without increasing the number of hiring managers.

In addition, it will improve the experience of both the candidate and the talent acquisition team. As a consequence, applicants go through a more efficient, informative, and fair process, and recruiters only need to intervene in the last stages: interviewing and hiring choices.

Interviewing

Regular recruitment

After selection and evaluation, the recruiter invites the top applicants to the interview. Recruiters go back and forth with applicants to set up interviews and find a mutually beneficial time. This step is tedious and time-consuming, but you can manage it even when hiring a normal number of employees. Interviews are an essential element of the hiring process since they bring applicants and interviewers together for the first time.

Recruiters utilise these interviews to inform their recruiting choices, based on the candidate’s demeanour during the interview, able to address interview questions, and performance as a predictor of future success. Candidates, on the other hand, might respond to requests during the interview process. Therefore, with regular recruitment, the application process and interviews provide enough information for both parties to work together and decide whether to continue.

Volume hiring

If you set a volume, there are multiple applicants to receive interviews. So, you expect many interviews to be manual. The interview should not be automated, but it should be a planning section. The volume recruiter should use technologies to automatically plan calls with candidates that match the evaluation phase of selection criteria. Or, if you set the public, you recommend that the applicant receive a short video that answers a given question for you, and you can review your answer. This is the second time through the entire adoption process that requires human input-you are when you decide to make adjustments. We can automate all other phases of recruitment. So, volume recruitment is great for big scale companies. We recommend making an informed decision when selecting a recruitment software.

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