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.

“Since adopting cut‑e's online assessment tools, we've been able to save significant time and resource in identifying the right people for our company.”


Dubai Duty Free

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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."

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.

Clients who trust in cut-e for volume recruitment

White paper cut-e volume recruitment

White paper: Panning for Gold

How a ‘mobile-first’ selection strategy can help you unearth 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.

Sunglass Hut / Luxottica on volume recruitment

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

Jurys Inn on volume recruitment

Focusing on the very best applicants

cut-e supported Jurys Inn to reduce the 40,000+ applications to be reviewed each year by around 62% by focussing only on those candidates with the values that fit with the organisation.  

“Managers are now spending less time screening and interviewing, and the time that they do spend is only with the best-quality candidates.”  

Sam Shepherd, Head of HR at Jurys Inn

Five key challenges in volume recruitment

Recruiters face five key challenges in volume and high-volume recruitment.

  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.
Five Steps to Sucessful Christmas Recruitment

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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