In a call centre there is a need of volume recruitment at many times in a financial year
. High attrition is usually one of the reasons for momentarily volume recruitment. Other important reasons could be launch of new programs and sudden increase in volume of transactions. Volume recruitment is usually considered to be the answer for hiring problems by many contact centres. Consultants even promote volume recruitment model for all of their clients. Goal is to do it once every quarter, hiring team goes for volume recruitment. Preliminary assessment of every resource is done at the sight. Selected ones are called for further rounds of interviews. Hiring team has to make best use of available resources for various vacancies in the organisation. Volume Recruitment is done to save a lot of cost involved in recruitment otherwise.
Online recruitment agencies have come up with better solutions for recruiting large number of people within short span of time. Resumes are shortlisted to receive the invitation from the organisation. Online video conferencing helps conduct interviews from their home. Within a short span of time we have a large pool of resources for further elimination process. All these solutions are offered in varied packages for different organisations. Volume recruitment or mass hiring efforts could be put in either by the organisation itself or by the hiring partner referred as HR consultants.
Everything has advantages and disadvantages, so has volume recruitment. What has been observed that where it saves a lot of cost, it could be reason for higher attrition hence loss of revenue. Volume recruitment should only be done if the team is sure that it will not turn out to be the poor hiring quality. Focus should continuously be put on quality while we try and deliver the quantity. If you give up on either the purpose is lost. Hiring team has to strike a balance while they go out for volume recruitment. Online solutions may take a little longer than volume recruitment but gets you better quality than volume recruitment. All solutions are available, one has to choose what luxury has the hiring team got every time they go out for head hunting. The ultimate results are to be borne by the department that new incumbent will be joining. It is better that final decisions are taken by the department heads. It gives them a chance as well to see what they have got for themselves before final yes is given.