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PortugalRecruitment and Selection
How to succeed in high volume recruitment
Optimizing the staff recruitment process is the goal of any Human Resources department. If we are also talking about "high volume recruitment," it is even more necessary.
Isabel García
HR Consultant
7 of March, 2025
Optimizing recruitment is the aim of every Human Resources department. This is even more necessary in the case of “high-volume recruitment”.
By “optimizing” we understand speeding it up, shortening the necessary times to fill vacancies. We know that every day that passes without covering a vacancy is a day when the company does not reach 100% of its productivity. But we also want to attract the candidates who will perform best in the vacancy we have available.
However, speed is not always synonymous with success. It is said that haste is not a good advisor, and recruitment is no exception. We often focus on the first part of optimization, covering the vacancy as soon as possible. But… how many workers leave the company within 90 days after hiring? We must learn to manage high-volume recruitment.
Why the quickest may end up being the slowest
We tend to think that the faster the personnel selection is, the better. However, speed is not always synonymous with success. If we add that generating a high volume of candidates can be highly inefficient, we have a problem. Let’s explain the situation with an example that may be familiar to you:
- We publish a job offer, and we have an average response of 100 candidates per week.
- When registering to send the CV, taking into account the possible technical complications of the process, 60% of these potential candidates disappear. 40 aspirants remain.
- Between candidates who do not show up and those we discard, only 20 people come to the job interview.
Thus, we see that in reality a high volume of response is not necessarily synonymous with success. Aware of the need to fill the vacancy as soon as possible, we run the risk of rushing to hire a person who is not fully capable of carrying out the assigned task. Instead of the volume of response or the speed of hiring, focus should be placed on metrics such as the withdrawal of candidates before and during the process.
Know who you are looking for
What makes a person perform better in a job? It is a question we should ask ourselves, especially when hiring young talent. Bear in mind that this is a profile with little or no work experience. The key to success in these types of hires lies in soft skills, in the personality of each employee.
We will not only think about these key soft skills for correct performance, but we will also have to set red lines. And here it is essential to have a human resources software that helps us in the selection process. When we have a high volume of candidates, software like Sesame HR helps us filter through applications that meet the requirements, thus disregarding candidates who do not add any value.
Avoid mismatches before they occur
The best way to minimize errors is to prevent them from happening. Therefore, it is important to get candidates who do not meet the expectations to discard themselves. In other words, make sure that the resumes we receive really match what we are looking for. As you well know, this will only be achieved thanks to an accurate job description and the requirements to occupy it.
Fortunately, we have enough resources for this. Beyond a description as precise as possible of the requirements, we can resort to other options that reinforce the engagement of the candidate. For example, a video of “a day in the office” showing what the day-to-day work at the company is like. These initiatives help us spark the interest of the candidate, as long as we are able to convey a friendly work environment.
We said at the beginning that many newly hired employees do not reach 90 days of work in the organization. Beyond temporary contracts, there are resignations of employees who do not adapt to the position. Not to mention those hires that do not pass the probation period, precisely because they have been made hastily to fill a vacancy as soon as possible and now we realize our mistake.
HR software for high-volume recruitment
Solutions like recruitment software allow us to minimize risks when it comes to high-volume recruitment. Having a program that uses behavioral science and Artificial Intelligence in the analysis of candidates should make the difference between optimal and efficient recruitment versus rapid but ineffective recruitment.
You may paradoxically find that instead of 100 hypothetical applications, of which only 20 will reach the final phase, you find fewer resumes initially but more candidates at the interview stage. Speed without control is useless, and HR software is the best aid to optimize the selection process by minimizing the risk of errors and reducing the churn rate.
Need help?
I'm Marcos López, HR consultant at Sesame HR. Book a meeting with my team to help you.