The Golden Rules of Volume Recruitment

Whether the volume is driven by ongoing needs or hiring spikes caused by seasonal surges, business-development needs or expansion, processing these applications, assessing the individuals, conducting interviews and undertaking reference checks can be hugely time-consuming and expensive.

At the same time, you can’t focus on efficiency at the expense of the candidate experience. Most volume and high-volume recruiters focus their attention and effort on the candidates they want to accept. However, what about those that you will reject?

If you receive 240,000 applications for 800 roles, you will turn down 239,200 people.

Combine that with the fact that 64 percent of candidates share information about their recruitment experience on social media, and it becomes clear how a bad candidate experience can severely damage your brand. This paper outlines how to create an extraordinary, candidate-centric experience for volume and high-volume recruitment.

This paper outlines how to create an extraordinary, candidate-centric experience for volume and high-volume recruitment.

Read more about candidate experience and volume recruitment on our website.

About the Author

Aon creates smart measurement solutions with valid and innovative online assessment products. Aon is globally the preferred partner for organisations who demand the best.

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