Differences Between Volume Hiring & Regular Recruitment – Recruitment is a very important and critical task for an organization. The recruitment process allows an organization to seek new talent and a fresh mindset for the job, and hiring the best candidate can favor the efficiency of the organization and its efforts. The hiring can be of two types: the recruitment strategies involve volume hiring and regular hiring. The recruiter needs a very clear approach and understanding of their workforce requirements to get a proper and suitable candidate for the job. These recruitment strategies help them to solve this problem.
Definition and purpose
Here is list of the Differences Between Volume Hiring & Regular Recruitment which gives a clear understanding of both the strategies and its working, nature and benefit:
Volume hiring
Volume hiring is a process of hiring multiple candidates at the same time, This is a type of hiring performed to fulfil the seasonal demand and rapid expansion process, new projects or workload that new a new workforce. This method is followed to fill the position quickly and efficiently,
Regular recruitment
Regular recruitment is also called traditional recruitment. This approach is followed to fill individual or a small number of positions. This process is personalized and detailed and focuses on quality hiring over quantity hiring. Some role in a company requires special skills, experience to fulfill these conditions, regular hiring is approached
Process and speed
Volume hiring
Speed and efficiency: Volume hiring is a fast and scalable procedure to hire a large number of candidates. The utilization of tools like ATS or AI-based assessment is used for resume screening and interview scheduling, and candidate communication.
Standardization of the recruitment process is automated, and thus, they are highly standardized with established criteria and automated screening tools to manage the influx of applications.
Short-term focus, this type of hiring is mainly done to fulfill the immediate need of employees and is signed for a short period. In the recruitment process.
Regular recruitment
Personalized: Regular hiring is a slow process, but it is detailed and thorough. It involves multiple rounds of screenings, assessments, and interviews. The process is manual; the recruiter manually reviews the applications, qualifications, and conducts in-depth assessments to ensure the best fit for the role and organization
Quality over quantity: Regular hiring focuses on quality over quantity and finding more suitable candidates for vacant positions. It involves detailed background checks and skill assessments
Long-term focus: this approach is taken to hire a candidate for the long term and for a perfect fit, and often for a senior role.
Technology and automation
Volume hiring
Heavy reliance on technology: automation and AI is very important for the method to manage the high volume of applicants. ATS and AI-driven assessments are used.
Data–driven screening: volume hiring often involves sourcing methods such as referrals, talent pools, and advertising
Regular recruitment
Limited automation: this is a manual process ass it requires a detailed and thorough screening
Candidate experience
Volume hiring:
Impersonal experience: Due to the automated process, the candidate may not get the proper assessment result and may feel impersonal.
High turnover risk: the automated and speedy process leads to an improper fit and causes turnover risks.
Regular recruitment
Personalized experience: the candidates get more individual attention and detailed feedback. This enhances the candidate experience and supports better long-term retention.
Industries and use cases
Volume hiring is best suited for industries with high turnover, seasonal demand, or rapid expansion, such as retail, hospitality, BPOs, and manufacturing
Regular recruitment is ideal for specialized senior roles or critical roles in industries like technology, healthcare, finance, and professional services
Conclusion
Regular recruitment and volume hiring are two fundamental methods in the sphere of recruitment and selection. Businesses that have a large number of job vacancies to fill within a short period usually prefer volume hiring due to its streamlined, mechanized systems. Regular recruitment is more appropriate for needs and high-skill jobs that are difficult to fill owing to strong competition, where the applicant’s relevant experience, cultural fit, specialization, and detail orientation matter, using bespoke methods. Understanding the benefits and limitations of each strategy allows companies to implement the most suitable approach to their aim, industry, and complex hiring needs.