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Volume recruitment and high-volume recruitment

Volume recruitment is typically undertaken when large numbers of customer-facing sales, service and support roles need to be filled. Frontline roles of this nature are critical for business success, as these individuals will personify your brand for customers.

A distinction in scale is often made between traditional volume recruitment where an organisation is aiming to take on around 200 staff and high-volume recruitment which can involve recruiting over 20,000 candidates worldwide.

Five key challenges in volume recruitment

From our experience most volume recruiters face one or more challenges from the list below in their volume and high-volume recruitment processes:

  1. Consistently recruit good people who meet the requirements of the role and fit the values of your organisation.
  2. Make your recruitment process highly efficient.
  3. Create an extraordinary candidate experience.
  4. Think mobile-first’ to be accessible to your candidates.
  5. Your selection process has to be acceptable to the business.

Does that sound familiar?

Volume recruitment to cover bulk recruitment needs

Volume recruitment can also be undertaken to cover bulk recruitment needs or hiring spikes caused, for example, by:

  • Seasonal surges - Employers such as retailers, hotels and hospitality companies, theme parks, leisure centres and travel & tourism organisations will often undertake seasonal recruitment, usually of temporary or part-time staff, to cover busy periods.
  • Business development needs - Some employers such as call centres, marketing groups and research agencies will ramp-up their staffing levels when they win a significant new contract. Or, in the case of pharmaceutical companies, when new product lines are created.
  • Expansion - When companies open an office or a shared service centre in a new country - or in a new location - they may recruit large volumes of new staff in permanent roles.

When faced with the avalanche of applications that stems from a high volume of candidates, recruiters have to somehow select the right people - and screen out the wrong applicants. Maintaining this consistent level of quality across your employee base, when you’re recruiting in volume, is a considerable challenge.

The ‘secret’ lies in finding the optimum person-job match - and being able to predict which candidates will be successful in the role.

How to quickly focus on the right candidates?

Know what you need - and sift out those that don’t match

What you must do to find the right hires:

  • Understand the values, characteristics and skills successful employees must have
  • Help applicants decide if they are the right fit with realistic job previews
  • Assess against critical success factors and set cut-offs in recruitment


Learn what makes for success in your business

Define what is needed, understand what leads to success, decide how to measure, and streamline and standardise the implementation:

  • Understand the role and the objectives of the organisation
  • Define the skills and characteristics that lead to role success
  • Choose from our wide range of online assessments those that will best predict success
  • Calculate the cut-off score to help rule out some applicants
  • Streamline and standardise the process
  • Implement cut-off score and design interview guides to support decision making

Real-world case Jurys Inn

With vast numbers applying, focusing in on those likely to succeed was essential

Business impact study to define what makes for success; designed an Jury’s Inn-specific online SJT; developed match score, and looked only at candidates scoring above this.


  • Able to remove 62% of applicant pool based on match score thereby focus effort on the best candidates
  • Able to also now predict those likely to leave – thereby further enhancing its success profile


Real-world case Elkjøp

Recruiting 2000 sales people per year, wanted to hire the best people for its stores and see an uplift in the sales revenue-per-person

Business Impact study identified key attributes for sales success at Elkjøp. Re-designed and streamlined recruitment process, including online ability and personality assessment –integrated with ATS

Impact of the new process shows:

  • 18% increase in sales and 23% sales margin – giving the business additional €9.775m
  • 5 hours per hire is saved in recruitment time – a saving of €390k
  • Savings of €975k by cutting spend on external recruiters of managers
  • Savings of €3.68m by reducing the number of ‘bad hires’

How to improve efficiency and consistency

Streamline your processes

  • Understand what you need, assess the applicants
  • Set a cut-off or identify a match score
  • Take forward only those who are relevant
  • Maximise HRIS, ATS, assessment integration

Successful integration with ATS and HRIS 

Successful integration requires:

  • The ATS or HRIS platform to ‘call’ into the assessment system, deliver the assessments and reports, and store the results
  • A defined assessment process that is right for your roles
  • Proven knowledge and expertise of data interface HR-XML, security and data protection
  • A final solution that does what you need it to do using the range of assessments and questionnaires for your roles


Technical integration - what your provider should offer

  • a seamless candidate experience through SSO (Single Sign-On) – so the candidate interacts only with one system, with one verified sign-on
  • expertise and experience in data interface HR-XML, security and data protection
  • a wide range of assessments
  • a track record of working with ATS and HRIS vendors

Build confidence through consistency

Examples of clients and their volume recruitment processes: how to make processes consistent and save time and money

Improve efficiencies: Focus resources

Volume recruitment examples from clients how to focus resources and save time an money

How to make sure the right applicants apply

Engage and encourage self-selection in and out of the process

  • Showcase your role to potential applicants through realistic job previews
  • Encourage self-selection to continue – or not to continue – to apply for the role
  • The result? Applicants with a better understanding of the demands of the role, your values and what leads to success

Offer a realistic insight to the role, and engage with the applicants

‘Tell it as it is’: show potential applicants what the job is like, encouraging those truly interested, but engaging with all

  • Help applicants to understand the job
  • Engage and encourage those who are a good fit to apply
  • Take forward only those who are relevant

Volume recruitment for Parks and Resorts

Anton Knopff explains how the use of cut-e custom-built SJQs supports Parks and Resorts in their seasonal volume recruitment process.

"We have about 20.000 applicants for our parks in Sweden who know our parks and enjoy our brand. We needed to find an efficient way of meeting them and finding out if they have what it takes."

Helping candidates to understand the job – Realistic Job Previews

Realistic Job Preview by cut-e

Available on

What does this assessment measure?

Realistic Job Previews (RJPs) assess the suitability of potential job applicants for an organisation or industry by providing an insight into the specific role, company or sector. The potential applicant learns about the day-to-day challenges and tasks of the role and discovers the strength of fit between the job and him or herself.

What is the task?

The potential applicant is presented with typical on-the-job scenarios and asked: What would you do in this situation?  Feedback is provided immediately, and tailored to the responses given by the individual.

Available on


White Paper Volume Recruitment: Panning for Gold

How a ‘mobile-first’ selection strategy can help you identify and engage the right candidates in volume and high-volume recruitment. Including The ‘golden rules’ of volume and high-volume recruitment: The ultimate 14-step action plan to help you achieve best practice.

Clients who trust in cut-e for volume recruitment

White Paper: Make better talent decisions through intelligent data

A talent strategy underpinned by data-driven decisions allows companies to recruit individuals who will stay longer, perform better and will be more engaged: key factors leading to higher customer satisfaction and stronger business performance.

This paper explains how to convert your employee-related 'big data' into 'smart talent data'.

Saving time-to-hire, increasing sales numbers

Luxottica/Sunglass Hut managed to reduce the time-to-hire by over 40%, while increasing their sales per hour ratio by 12.5%

“Introducing the cut-e assessments into the retail associate application has given us a way to identify the best applicants and to then appoint them quicker, saving time resource but also ensuring our retail outlets are fully staffed sooner.”
Mr Scott Schroeder, Director for Talent Acquisition at Luxottica Retail Australia

Seasonal recruitment

Additional staff needs to be recruited each year in the run-up to Christmas to cope with the increased seasonal demand in high street shops, department stores supermarkets and hotels. David Barrett, COO from cut-e explains how to make sure you’ll recruit the right people.

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