Volume recruitment

Our Volume recruitment methodology is tried and tested and has proven on numerous occasions to be an extremely efficient and cost effective solution to meeting a wide variety of volume recruitment requirements including:

  • Call Centre start ups
  • Ongoing Call Centre recruitment campaigns
  • Shared Services start ups
  • Field sales
  • New ventures / teams / functions

Our approach to Volume recruitment is systematic and is broken down into 5 key stages:

1 – DESIGN: Nowhere is a failure to plan more destined to become a plan for failure than in the world of volume recruitment. Our DESIGN stage ensures that all of our efforts are focused on successful outcomes by focusing on 6 core questions:

  1. What type(s) of people are we looking for? (Person Specification)
  2. Where are they now? (Market Segmentation)
  3. How can we attract applicants from each of these segments into the recruitment process? (Attraction Strategy)
  4. How can we keep them engaged within that process? (Process & Communication Design)
  5. How do we know they have the right skills, experience and attitude for the job? (Assessment Design)
  6. What does success look like? (Setting Expectations)

2 – ATTRACT: Volume recruitment campaigns succeed or fail on the recruiters’ ability to attract a high volume of the right people into the process and then quickly filtering these people down using efficient processes. Our experience at online candidate attraction means that we can design candidate attraction campaigns that result in significant volumes of applicants in relation to the requirement at hand.

3 – ENGAGE: Attracting the right candidates is essential, but equally as important is your ability to engage them in a process that has been designed to handle hundreds if not thousands of individuals. To do this successfully it is essential to have the right technology, processes and communications in place to ensure that applicants are treated as individuals and feel engaged in the process from the outset and are regularly updated throughout.

4 – ASSESS: By designing a bespoke Standardised Assessment Framework for each campaign we ensure that each candidate is objectively assessed against the Person Specification for the positions available. Quite often we employ a multi-stage assessment process that refines applicants down through a series of telephone assessments before arriving at the optimum short list for face to face assessment.

5 – REVIEW: For every campaign we work on we seek to have a formal review with the client once it is completed. In this review process we actively encourage criticism so that we can continually improve on our processes – and we impart our learnings to our client so that they can enhance their internal processes as well.

If you are interested in working with a high quality, specialist Volume recruiter please email volume@rightclickrecruitment.co.uk