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Volume recruitment solutions


Discover how companies like yours have addressed their volume hiring

When it comes to buying in bulk you often feel like your compromising on quality, especially if you need it fast or cheaply. It can feel the same in recruitment, but it doesn’t have to be that way.

Here’s just one example of how we support organisations to address volume hiring better, faster, and more cost effectively:

Reducing resourcing teams while ramping up hiring rates

Following a downsize of the internal resourcing team and an increase in demand from the business, an insurance company turned to Hays to hire 70 workers for their inbound call centre. We supported them across all three role types – retention, sales and customer service, to ensure all candidates they needed started on the same fixed date (within the required 2.5 month timeframe).

100% fill rate

Tackling the employer brand threat of constant hiring

Having largely exhausted the local market prior to engaging us, their constant advertising had led to a poor perception amongst candidates. With no university and too far from any large cities to gain a fresh feed of applicants the challenge was amplified.

Unfortunately, to add to this the office was located away from the town centre so whilst there was free parking, transport links were far from ideal and other local call centres were offering greater starting salaries.

With an onerous recruitment process, including:

  • A 45 minute two part online test (very difficult to access, navigate, complete and pass)
  • A 30 minute telephone interview
  • A three hour weekday only assessment centre including face-to-face interview

Rapid response

In reply we deployed a central team of 10 of our experts from our local international sourcing centre.

The team primarily used Twitter and Facebook campaigns and referral schemes, in addition to tapping into our relevant job boards and databases.

We also provide an additional candidate care team to support applicants through the online assessment challenges, as well as evolving this to be simpler and providing experienced assessors.

The result was all 70 roles were filled within the time frame, with feedback so positive that the insurance business took on our process amends as the new standard for future intakes, and employed us to work on other areas of recruitment longer term.

Filtering through the masses to find the best talent

When it comes to early careers recruitment it’s not just attracting the right candidates that’s the problem, but also how do you screen all the candidates to identify the very best when they have the most limited experience information to go on.

So when a government funded organisation need to attract candidates with the right attitude and aptitude to succeed in for a variety of apprenticeships, they turned to us. As the problem was confined primarily to these stages rather than a complete outsource Hays took a modular approach, delivering only candidate attraction and screening.

Using a combination of both passive and active candidate engagement, from campaigns with key education partners to social media and targeted sector specific advertising, Hays delivers a suitable pipeline of candidates for the apprenticeships.

The result

Applicants are then filtered through a combination of academic, experiential and behavioural success criteria to create a talent pool of high calibre, pre-screened potential apprentices. This delivers immediate access for the client’s in-house team to the candidates with the right attitude and aptitude.

Big win requires big talent

Being a service based business we understand the importance of being able to scale up and down quickly to meet your clients needs. So when an international provider of loyalty management solutions were experiencing a strong growth phase and landed a big client it was something we could relate to.

Left with an extraordinarily high need for personnel, especially in marketing and sales, the extensive recruitment activities required could no longer be handled by internal HR staff alone. The excessive workload and resulting dissatisfaction among candidates affected not only recruitment results, but also the company’s image.

So that vacancies can be quickly filled with the right candidates and internal HR staff can be relieved of the massive workload, a recruitment process outsourcing (RPO) partner was needed to take over the handling of selected positions. The RPO was supposed to be integrated into internal HR and should assume and handle all aspects of recruitment management.

Upon consultation and appointment Hays implemented an individually-tailored recruitment solution, with the loyalty expert turning over part of its internal recruitment process to Hays, while other important elements, such as the recruitment strategy and the final selection of candidates remained in-house.

The result

This enabled them to react flexibly to increased recruitment demands and quickly acquire the most appropriate candidates, sparing their teams of the laborious tasks so they can quickly return to focusing on their core business activities.

Speaking of her experience the Head of HR Consulting & Recruiting said: "Hays saves us an enormous amount of time when it comes to pre-screening and pre-assessing incoming applications, and they ensure that the quality of the candidates coming into our departments is very high. The recruiters supplied to us by Hays are very professional and were able to quickly integrate themselves into our company structure and business needs and have since become much sought-after contacts for the members of our management team. Thanks to Hays’ RPO support we have been able to markedly shorten our candidate response times as well as the amount of time from initially advertising jobs to final recruitment. Because of Hays we can be certain that we’re not letting any of the best candidates get away.” 

To find out more about what an RPO is and how it could support your talent acquisition download our whitepaper.