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What Is High Volume Recruiting?

Thomas Alexander
Jul 21
5 min read

Key Takeaways

65% of the businesses engage in high-volume hiring and 73% of the large firms do the same thing.
78% say that they are good at hiring a large sum of people that too efficiently.
68% still rely on manual methods and 32% on mature automation.
83% of the hires come with job boards. These are followed by the referrals of 64% and paid social ads of 57%.

Imagine you are trying to fill a lot of jobs at once - thousands of people are applying, you have a lot of positions open, and you are racing against the clock. That’s known as high-volume recruiting.

It’s a fast-paced hiring race designed to fill roles quickly, usually for the customer service teams, seasonal workers, warehouse staff, and frontline roles.

It is not just about a lot of hiring - it dozens, sometimes hundreds of hires in a limited time. According to Phenom, 65% of the businesses now operate with high-volume requirements, and 73% of large organizations engage in it regularly.

How Many Hires Are Known As “High Volume”?

No set of numbers define it - but benchmarks give us the clues -

Talroo said that while most of the roles mean only 20 requirements in a week, others, such as warehouses, may demand hundreds weekly.

On Reddit as well, HR pros relate “high volume” with dozens of open reqs simultaneously.

HiringBranch reports about 78% of the respondents have a belief that they are effective at high-volume hiring.

What Are The Top Challenges In High-Volume Recruiting?

Here’s what the 2025 Talent Report shows -

1. Too many low-quality candidates

60% of the hiring managers report that it is their biggest hurdle.

2. Candidate Shortages

53% can’t complain that they can’t find enough applicants.

3. High-Turnover

46% of employers say that people leave their jobs too quickly and it is a big problem.

4. Ghosting

Nearly 29% say candidates don’t show up during onboarding and it is a “considerable problem.”

Organizations have boosted wages, benefits, and flexibility to counteract shortages.

The Power Of Metrics And KPIs

High-volume hiring demands reliable data tracking. There are “Big Three” metrics -

Source Of Hire - It reveals which channels bring the quality talent.

Time-to-fill - It measures how long it takes to hire someone - it is from the moment the job is posted to when the candidate accepts the offer.

Cost-per-hire - It tracks investment per successful candidate.

So, it is important to go further and the recruiters should try to monitor -

The qualified candidates per hires.
It provides an acceptance rate.
The ratio of interview-to-hire.

Why Does It Matters?

A healthy qualified-candidates-per-hire ratio highlights efficient sourcing.
Time-to-fill is not less than a mission. Every vacant role can cost a lot of money daily.
Offer acceptance highlights the alignment of the package and candidate experience.

Tech Is A Real Rescue: Automation And AI

In 2025, recruiters are not swimming alone - they have kept tech as the sidekicks.

52% of the companies plan to get outside with high-volume hiring by using staffing agencies, job boards, or recruiting partners.
60% of the recruiters plan to use AI tools next year to write job descriptions, schedule interviews, and find different candidates.
The screening tools can greatly increase the number of good candidates you hire - even if you are hiring on a large scale.

However, Phenom’s 2025 report also highlighted a gap -

68% of the companies rely on manual processes. It slows down the scale efforts.
Only 32% use mature AI/ Automation.

On the brighter side, people are moving fast -

Retail and hospitality firms are leading in automation maturity.
40% of the companies now use chatbots on their career sites.
20% enable real-time interview scheduling.

Those who use automation schedule interviews within minutes and thousands and thousands of interviews in a week are processed systematically.

What About the Candidate Experience?

You can now hire about 500 people that too fastly and treat them well -

Put more stress on candidate nurturing with ongoing communication. Make sure it remains active even if you are not hiring. It builds pipelines and speeds up time-to-hire people.

It is also important to keep the communication personalized. It can improve the cultural fit and brand perception. As a result, referrals feel encouraged.

Only 15% of the leaders feel total confidence in their hiring decisions, but 60% of them express some sort of doubt. So, there is a need for consistency in the communication and the process.

The Blueprint For Strategy

There should be clear hiring goals with SMART targets. For example, set a target to hire 200 candidates by September.

Define your cost per hire and then allocate it to the sourcing channels.

Do assessments, phone screens, videos interviews to look for any mismatch.

Build some engaged candidates by nurturing.

Do some post-hire analysis for continuous improvement. Look for any feedback looks and review metrics.

2025 Trends For High-Volume Recruiting in Action

AI and The Use Of Automation

68% rely on manual processes and only 32% focus on automation.

Chatbots are 40% and on-demand scheduling is 20% - it is still rising.

Strategic Investment

Automation of 65% and applicant-flow removal of 65% are still the top priorities in the high-volume hiring.

Mobile-first tools of 44% and SMS/chat communication of 31% are also important.

Sourcing Channels

Job brands provided about 83% of the recruitment volume.
Referrals of 64% and paid social of 57% are rising rapidly.

Finally

High volume recruiting does not mean hiring in bulk, but hiring with speed, scale, and with precision. You need to define your goals and align well with those metrics. Make a reliable use of AI/Automation for scheduling or hiring.

Track any key KPIs and personalize everything for better candidate experience that actually makes you stand out.

With the right strategy, structure, and the tools like uRecruits, your hiring process becomes even easier. It becomes effective, efficient, and human-prone.