Volume Hiring vs. Traditional Hiring: Key Differences and When to Choose Each Approach

The recruitment and selection process is a critical component of organizational success, but the approach taken can vary dramatically based on the company’s needs. Two main hiring methods—volume hiring and traditional hiring—offer distinct advantages and are suited to different situations. Understanding the unique differences between volume hiring and traditional hiring helps businesses optimize their recruitment strategies, ensuring the right balance between speed, quality, and efficiency. This blog delves into the key differences between the two methods and provides guidance on when to use each.

What Is Volume Hiring?

Volume hiring, also referred to as mass recruitment, involves filling a large number of positions within a short timeframe. It is frequently used by companies that need to quickly onboard many employees due to seasonal spikes, rapid growth, or significant project demands. Industries such as retail, hospitality, logistics, and customer service often rely on volume hiring to meet their staffing needs swiftly.

These roles are often entry-level or involve repetitive tasks that don’t require specialized training. For instance, volume hiring might be used to staff a new store, hire seasonal workers for the holiday rush, or bring on numerous customer service agents in a contact center.

What Is Traditional Hiring?

Traditional hiring is the more deliberate, individualized recruitment process typically used to fill specialized or higher-level positions. This approach involves a thorough assessment of each candidate's skills, qualifications, experience, and fit within the company culture. The recruitment process tends to be slower and more selective, often involving multiple interviews and assessments.

Traditional hiring is typically reserved for roles where the right fit is crucial, such as managerial, technical, or strategic positions. Examples include hiring software developers, business analysts, or executives, where the impact of the hire on the business is more significant.

Key Differences Between Volume Hiring and Traditional Hiring

1. Number of Positions

The fundamental difference between volume hiring and traditional hiring is the number of positions being filled.

• Volume Hiring: Aimed at filling a large number of roles quickly, sometimes ranging into the hundreds or thousands.

• Traditional Hiring: Usually focuses on filling one or a few key positions, with a primary focus on quality rather than quantity.

2. Speed of Recruitment

The speed at which positions need to be filled is another key distinction.

• Volume Hiring: Prioritizes speed and efficiency, often driven by the urgent need to get new hires in place as soon as possible.

• Traditional Hiring: Tends to be slower and more thorough, with extended timelines to ensure that the best possible candidate is selected.

3. Candidate Pool

The scale of the candidate pool differs significantly between the two approaches.

• Volume Hiring: Attracts a large, often less specialized pool of candidates, many of whom are looking for entry-level or short-term positions.

• Traditional Hiring: Focuses on a smaller, more specialized group of candidates with specific skill sets and experience tailored to the role.

4. Selection Process

The recruitment and selection process for volume hiring is streamlined and automated, whereas traditional hiring involves more personal interaction and in-depth evaluations.

• Volume Hiring: Uses automated tools like applicant tracking systems (ATS) and pre-employment assessments to manage the high volume of applicants. Interviews may be shorter, and decisions are made quickly to fill multiple roles.

• Traditional Hiring: Involves more personalized interaction with each candidate, including several rounds of interviews, reference checks, and sometimes detailed assessments to ensure the right fit.

5. Role Requirements

The nature of the roles being filled also influences the hiring approach.

• Volume Hiring: Focuses on basic skills that can be quickly taught or on-the-job training. The emphasis is often on attributes such as availability, work ethic, and the ability to follow instructions.

• Traditional Hiring: Prioritizes specialized skills, technical abilities, and long-term cultural fit. These positions often require a more thorough evaluation of a candidate’s experience and potential contributions.

6. Technology Use

While both hiring approaches use technology, the level of automation differs.

• Volume Hiring: Relies heavily on technology, including AI for resume screening, automated interview scheduling, and pre-screening tests, to handle the large influx of applicants efficiently.

• Traditional Hiring: Although technology is used, there is greater emphasis on human judgment and interaction. The process is more hands-on, with hiring managers closely involved in evaluating candidates.

7. Candidate Experience

The candidate experience can vary widely depending on whether volume hiring or traditional hiring is being used.

• Volume Hiring: The process is often fast-paced and more impersonal, with limited interaction between candidates and hiring managers. While efficient, this approach may not provide the individualized attention some candidates expect.

• Traditional Hiring: Candidates receive more attention and engagement throughout the process, with more communication and feedback. The experience is often more tailored, leading to a more positive overall experience for candidates.

When to Use Volume Hiring

Volume hiring is best suited for organizations facing large-scale recruitment needs in a short time period. Some common situations where volume hiring is the most appropriate approach include:

• Seasonal Recruitment: Businesses that experience peaks in demand during specific times of the year, such as retail or logistics companies hiring for the holiday season, often rely on volume hiring to bring in temporary staff quickly.

• Rapid Expansion: When a business is expanding its operations or opening new locations, volume hiring helps to rapidly onboard the required workforce.

• High-Turnover Roles: Jobs in industries with high turnover rates, such as call centers or entry-level hospitality positions, are often filled using volume hiring to ensure enough staff is always available.

• Short-Term Projects: For businesses that need a large workforce for a short-term project, such as an event or promotional campaign, volume hiring allows them to quickly meet the demand.

When to Use Traditional Hiring

Traditional hiring is more suitable for positions that require a high level of expertise, leadership, or long-term strategic impact. The following scenarios are ideal for traditional hiring:

• Executive and Leadership Roles: Hiring for senior management or C-suite positions requires a more thorough recruitment process, as these individuals will significantly impact the organization’s strategy and culture.

• Highly Specialized Roles: Positions requiring specific technical skills, such as software development, data analysis, or engineering, necessitate a more in-depth hiring process to ensure the candidate possesses the right expertise.

• Long-Term Team Building: For companies focused on building strong teams with high retention rates, traditional hiring allows for careful assessment of candidates' long-term potential and cultural alignment.

• Strategic Growth: When building a team for future growth, traditional hiring ensures that the organization attracts candidates who not only fit the current needs but can grow with the company.

Conclusion

The choice between volume hiring and traditional hiring depends on the needs of the organization and the roles being filled. Volume hiring is ideal for situations where speed and scale are the primary concerns, such as during seasonal hiring spikes or when opening new locations. Traditional hiring, on the other hand, is best suited for positions requiring specialized skills, leadership, or long-term impact.

By understanding the key differences between these two approaches and recognizing when to use each, companies can optimize their recruitment and selection process. Whether scaling up for a short-term project or strategically building a team for long-term success, choosing the right hiring strategy ensures better results for the organization.