"You can walk into our office from 10 AM to 6 PM on any day, except Sundays. Our recruitment team will be available."
- this kind of flexibility is typical of volume hiring, though it would be unnaturally generous in other contexts.
Volume hiring involves frequent/sustained hiring of a large number of people, often with similar profiles and at the entry level. It is a convenient application of social networks (if you have the right audience), and for certain kinds of companies it is the most cost effective channel for hiring. But it comes with its own specific challenges.
To set some context, say we have a decent social media presence and a good audience that is familiar with the kind of work we do. However, it is not uncommon to see the same person persistently applying for everything from entry level roles aimed at freshers to the infrequent senior leadership position (that demands well over a decade of experience) which we may experiment with on the same platform.
Presumably, the ease of applying for a job through social media plus the desperation of some candidates compels them to apply for anything and everything that comes their way. Unlike sending an email or filling in a long form, the brevity of a social media job application - especially for an entry level position under volume hiring - doesn't allow a candidate much time to think about whether he/she is a good fit. Rather, the distant possibility of a benefit (getting hired even for a role where you're not a great fit) seems to outweigh the effort it demands to just "give it a shot".
Questions like "What does your company do?", "What vacancies do you have now?" or "Is there any job suitable for my profile?" when coming from a candidate seem to be harmless. But virtually every company today has a website that can answer those questions for you, if you put in some effort. Also, leaving your phone number as a comment (on a job post published on a social network) would be much more effective if accompanied by some explanation on why you are relevant as a candidate. The absence of effort is a great negative in any hiring process, and in volume it is amplified because the base is rather broad.
To be clear, the sheer volume of candidates does not make you "just another applicant" amongst the others. Every candidate is indeed important. Just because we have a significant inflow, that doesn't mean any resume on its own is expendable! That means we're happy to spend time with each candidate who has the potential to be a good fit for the position prima facie. But it helps greatly to know that a candidate has actually paid attention to the job description and has a rationale for applying!
- this kind of flexibility is typical of volume hiring, though it would be unnaturally generous in other contexts.
Volume hiring involves frequent/sustained hiring of a large number of people, often with similar profiles and at the entry level. It is a convenient application of social networks (if you have the right audience), and for certain kinds of companies it is the most cost effective channel for hiring. But it comes with its own specific challenges.
To set some context, say we have a decent social media presence and a good audience that is familiar with the kind of work we do. However, it is not uncommon to see the same person persistently applying for everything from entry level roles aimed at freshers to the infrequent senior leadership position (that demands well over a decade of experience) which we may experiment with on the same platform.
Presumably, the ease of applying for a job through social media plus the desperation of some candidates compels them to apply for anything and everything that comes their way. Unlike sending an email or filling in a long form, the brevity of a social media job application - especially for an entry level position under volume hiring - doesn't allow a candidate much time to think about whether he/she is a good fit. Rather, the distant possibility of a benefit (getting hired even for a role where you're not a great fit) seems to outweigh the effort it demands to just "give it a shot".
Questions like "What does your company do?", "What vacancies do you have now?" or "Is there any job suitable for my profile?" when coming from a candidate seem to be harmless. But virtually every company today has a website that can answer those questions for you, if you put in some effort. Also, leaving your phone number as a comment (on a job post published on a social network) would be much more effective if accompanied by some explanation on why you are relevant as a candidate. The absence of effort is a great negative in any hiring process, and in volume it is amplified because the base is rather broad.
To be clear, the sheer volume of candidates does not make you "just another applicant" amongst the others. Every candidate is indeed important. Just because we have a significant inflow, that doesn't mean any resume on its own is expendable! That means we're happy to spend time with each candidate who has the potential to be a good fit for the position prima facie. But it helps greatly to know that a candidate has actually paid attention to the job description and has a rationale for applying!
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