January 25, 2021

Say Hello to High-Volume Recruiting

As the first month of 2021 winds down, you may have noticed an increase in your recruitment. That’s to be expected, as experts continue to argue that hiring is headed for a peak following the tumultuous year we’ve seen. Ask yourself: what’s your strategy as it comes to high-volume recruiting? Are you using more technology to better the quality of hire? Or perhaps filling an open position multiple times until you find the right fit is your method. Maybe you’re in the 29% surveyed by that don’t seem to have a policy at all. Let’s take a look at the best ways to approach that.

Know Your Wants and Needs

You may need someone to fill a desk ASAP, but you have to consider if that’s what your team wants. Plenty of respondents cited that time to hire was most important to them, but 71% of people insisted that the quality of hire matters. It makes sense when you consider how much time and money is spent to onboard a new employee, only to realize they don’t know Excel as well as promised.

Assess for Success

Well, how can you know if they understand Excel? And how exactly can you know if a candidate is the one? Nearly three-quarters of those surveyed responded with the same answer: assessments. By utilizing competency tests or job knowledge tests, you’ll get a clear picture of what exactly they can and can’t do. But as 48% of respondents pointed out, skills are not everything, so they choose to add personality tests.

Phone A Friend

Most organizations sometimes or always outsource some part of their high-volume recruiting. Whether it’s a temp agency or a talent platform, respondents report that vendors. 10% say they have not used an external source before, but they know they’ll have to turn to one eventually due to such high-volume hiring. 

Expand Your Horizons

Remember newspaper advertisements for open positions? Yeah, neither do we. With most companies going digital, it’s important to know where your candidates are. Where are they? LinkedIn, Facebook, and nowadays, even Twitter. 70% of respondents said that they commonly use social media to recruit new applicants. As nearly half of respondents said, when using a myriad of social media channels to recruit, it’s also important that employers develop a compelling brand.

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