If your organisation is looking to hire employees to meet seasonal demand or complete an urgent project, they find it the biggest challenge to overcome. Finding a reliable candidate that fits the open job profile can be a daunting task for companies. The process of volume hiring is completely different from regular recruitment. In a competitive market, talent hunting needs a complete automated process for hiring reliable candidates.
Many ask about regular recruitment and volume hiring but don’t know the exact difference between these. Let’s explain the difference between volume hiring and regular recruitment.
Regular Recruitment Process
The regular recruitment process generally includes the hiring of one candidate for an open role. The process starts with identifying the hiring need in the company and fulfilling it with the onboarding of a new employee. Traditionally, regular hiring is conducted manually because the number of applicants is usually not large.
Volume Hiring
Volume hiring or bulk hiring comes when companies raise demand for a large workforce for similar roles. The process includes hiring a lot of candidates for work across logistics, retail and several other sectors that require a bulk workforce for a limited period. Companies generally outsource their bulk hiring services to a staffing company in India to get more reliable candidates. You might think there’s a slight difference between regular staffing and volume hiring but, in reality, these have vast differences. Some of these are-
Regular Recruitment
In the regular recruitment process, recruiters typically advertise their hiring demands themselves. They generally write job advertisements based on the description of an old job description. After that, they advertise the job ads on major job boards, with the hope of getting reliable candidates. They also contact candidates personally to recruit them for open positions. It’s like manually searching for potential candidates before reaching out to them via the job boards or through social media.
Volume Hiring
Hiring candidates in volume can be the biggest challenge for recruiters. Finding candidates in large numbers for similar job profiles is not easy. Recruiters often find problems sourcing through conventional job boards, which don’t have a pool of suitable candidates. To find candidates in bulk, companies can use their talent pool and also ask for employee referrals.
Regular Recruitment
While conducting regular recruitment, several small-sized firms may not have dedicated experts to understand candidate experience in depth. This might lead to prolonged job vacancies or the selection of an unsuitable candidate. Even some mid-sized firms can face this issue. They must hire experts to understand candidate experience in depth. More so, when it’s about hiring for pivotal roles such as Chief Executive Officer, Chief Technology Officer and related profiles. These people play a vital role in steering organisations to new heights using their leadership skills.
Volume Hiring
In volume hiring, recruiters need to get as many high-quality applications as possible, to find the best of the best. They need to attract several applicants to make sure they get quality hires.
Regular Recruitment
In regular recruitment, recruiters carry out the screening process manually. They carry out the recruiting process manually, including filtering applications, reviewing resumes and cover letters, and checking education details, experiences and background matching. Believing that in this way, they find the best candidate. But sometimes, it does not lead to desired results.
Volume Hiring
Bulk hiring deals with the number of applicants, so it's quite difficult to assess candidates manually, and if you take too long to process an application, you’re likely to lose the candidate. There are various tools and technologies available, and using these, recruiters can automate their volume hiring process.
Regular Recruitment
Once the screening and assessment process is complete, recruiters invite top applicants for the interview process. They go back and forth with applicants to find the most suitable time for an interview, which comes in the comfort of both parties. It might be a long process but a vital one as it allows interactions between candidates and interviewers.
Volume Hiring
In volume hiring, recruiters need to review multiple applicants for an interview, and it’s too time-consuming to schedule that many interviews manually. They can thus use technology to schedule calls with the desired candidates who fit the selection criteria after the assessment phase.
Regular Recruitment
Once the interview process is complete, recruiters typically carry out background verification after selecting candidates. If an applicant does not offer a job, it can be a costly mistake but the cost is lower compared to volume hiring.
Volume Hiring
The selection process in volume hiring is complicated as it involves a large number of candidates. This means recruiters need to spend more time assessing and selecting processes, which translates into costs. Selecting a large number for the same job role annually can lead to biases. So, it demands clear selection criteria in place and to have a standardised and unbiased way of selecting candidates.
Now, you understand the difference between volume hiring and regular recruitment. If you are searching for a reliable staffing agency in India for the volume hiring process, contact Kutumbh HRCare (Kaam matlab Kutumbh) - a leading bulk hiring agency. Contact Now!
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