Recruitment 101: the key factors of the volume recruitment process: best practices for recruiting applications

Written by Danielle Desko, Marketing Manager
Previously published by PSI Talent Management or Cubiks, prior to becoming Talogy.

When tasked with the responsibility of recruiting and recruiting in large numbers, the task can be overwhelming. In fact, you may not even know where to start!

Regardless of the volume, it all begins with having an effective and efficient recruitment process. Whether you’re recruiting a few or a few hundred, a robust recruitment system helps you sort through candidates with ease and identify those that are most qualified for the position at-hand.

The first step in an efficient recruitment process always starts with an automated, online job application system.

An interactive job application system engages candidates and allows applicants the opportunity to apply for open positions via an internet cafe, at home, or most computers and devices with internet access at their convenience. If designed correctly, your entire application process should only take minimal time for candidates to complete and should automatically be able to identify and determine if a candidate is qualified for the next step in your recruitment process.

In order to properly aid and enhance your decision-making to screen out candidates that are not qualified to perform the positions you are recruitment for, your web-based recruitment application process should include the following features: 

Convenience and Accessibility:

Your online job applications receive more submissions if the system is available to applicants 24/7 and offers a variety of delivery options, such as in-person, through a kiosk, personal computers, tablets, or mobile devices over the internet. 


You should be able to tailor your questions and scripts to your company, allowing candidates to receive an accurate description of the job and your organisation as a whole.

Objective and Consistent Screening Criteria:

Your job application system should include standard withdrawal questions, “knock-out” questions based on the basic and minimum qualifications of the job, and voluntary Equal Employment Opportunity Commission (EEOC) and Office of Federal Contract Compliance Programs (OFCCP) (or national equivalent) questions, along with recruitment source questions.  Informational-only questions can also be included to gather additional data from candidates that may be useful to examine in your recruitment needs. When these question types are used in combination with one another, these questions screen out unqualified candidates, quickly classify qualified candidates to bring the best people on-board faster;  furthermore, and more importantly, the questions do so in a fair and consistent manner that ensures legal compliance. 

Job Fit Measurement:

As a recruitment tool, your application should also assess each candidate’s “job fit” by asking simple questions about his or her likes, dislikes, and preferences.  Much more, you can measure motivational fit with questions regarding specific characteristics of the job, such as willingness to travel, work schedule, and pay.


With an ideal job application system, you should be able to turn the system on and off whenever needed. You should be able to limit the number of total applications by total number of applications received or also have the option to turn off after a designated number of applicants successfully pass the screening criteria.  Additionally, you should be able to implement reapply policies in the system consistent with your company’s reapply policy to prevent the same candidates from submitting multiple applications.

Candidate Data Trackability:

Your recruitment system should track where each candidate stands, their status at each step of the process, which recruiting sources are the most effective, and which points of the recruitment application have the highest pass or fail rates.

While there are a number of recruitment solutions available for high-volume recruiting and hiring scenarios, you should never compromise the robustness and efficiency of your recruitment application system. After all, the application frequently serves as the initial (and most time-effective) screen of every applicant. Once you’ve conducted a preliminary screening of candidates with an effective, fair and consistent online job application system, you’re now ready to take the next step in identifying the top talent to fulfil your high-volume recruitment needs: in-depth recruitment assessments.

Tackling volume recruitment with intelligent blended assessment

How can intelligent blended assessment improve your candidate journey and save you time?

Traditionally, when organisations want to assess potential employees across a variety of areas, they have had to subject candidates to a lengthy assessment process, often with long gaps between each type of assessment and several instances of potentially inconsistent feedback.

Today, organisations have the option to deliver a single assessment to their candidates, providing a far more streamlined, valid, and inclusive process.

Advances in assessment technology now allow blended assessments to become more easily utilised, while helping to underpin a positive candidate experience through a massive reduction in time between initial testing and final decision, supported by a clear and concise feedback process.

This advice guide will discuss these areas in further detail, alongside some practical examples of how Talogy has helped organisations to adopt these new processes.

Use intelligent blended assessments to improve your hiring process.

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