High volume recruitment is the task in which employers and recruiters deal with high influxes of job applications per single vacancy, over a short space of time. Whilst there are no set figures as to what exactly constitutes high volume, some research suggests filling 250 or more positions denotes high volume recruiting.

This is usually a consequence of multiple factors such as, a large organisation, seasonal hiring, graduate schemes, company expansion or even a desirable brand that can attract a high number of applicants.

However, on the other hand, the average number of applications per job posting has decreased from 59 in 2015 to 36 in 2017. Highlighting macroeconomic reasons such as an uncertain economy and low unemployment rate as contributing factors.

high volume recruitment

                                                                                                                     (source: Jobvite)

Why it matters

Agencies and employment teams who deal with high volume recruitment know all too well the level of efficiency and speed required to keep up with the demand of their role.

Increased level of applications = more time, money and resources required.

Most presume this is the case. However, changes to a recruitment strategy can enable efficiency and better overall management of candidates. With the intention to reduce expenditure, increase candidate satisfaction and improve the quality of hire.


1. Streamline hiring

Filling multiple positions simultaneously is a big task for a recruiter to do alone. This is the perfect scenario for the inclusion of automation. To help tackle common issues associated with high volume hiring. Issues that lead to, human bias, missed candidates, time restraints and inconsistencies in candidate vacancy matching.

A tech ‘helping hand’ will screen candidates for any given role, review their application, shortlist and filter all applicants. In a time-scale that is minuscule compared to manual methods.


2. Data interpretation is a must

A hiring professional must possess the ability to interpret data. When working with screening technology, the successful recruiter will be able to depict the results and determine the best fit from the leftover talent.

Not only this, but data can help predict future trends, determine current failings and also establish new methods from the results they receive. For example, if the figures show high proportions of candidates dropping out before the interview stage, it’s a strong indicator that applicants are struggling. Is it too long? Is it too difficult to complete? A data savvy recruiter can help detect where changes are necessary.


3. Don’t overcomplicate things

High volume recruitment takes skill and organisation. When dealing with large quantities of job applications and vacancies on a daily basis, it can naturally feel overwhelming. A simple solution is to plan the hiring journey and a good place to start is with the job advert.

Target the ad to ensure it’s concise, focused and advertised via the right outlets. To ensure it reaches its target audience. The job description must be precise and detailed to the type of employee it wants to attract. A vague advert encourages a range of different applications, often from over-qualified of underqualified job seekers.

A successful recruiter will recognise the importance of a straightforward application process. Some hiring teams rely on additional questions, tests and general lengthy form filling to filter out applicants. However, all this does is increase the risk of dropout from potentially high-quality candidates. Not forgetting, the financial implications and loss of time this can cause.



    • Utilise technology, particularly screening software
    • Possess the ability to make data-backed decisions
    • Keep things simple, long drawn out recruitment processes encourage incomplete job applications.




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