5 Reasons Why Volume-Based Recruiting Doesn’t Work

In the world of HR consulting, there are generally two types of recruiters. The first type are volume-based recruiters, meaning that they fit as many candidates in as many jobs as possible. These recruiters are driven by numbers and data ,and are the most common type of recruiter. The other type are search-based recruiters, also known as headhunters. They discreetly search and approach candidates, and only present one or two ideal candidates to their clients.

In this blog we’ll discuss the perils of volume-based recruitment, and why it is far less effective than search-based recruiting.

1 Lack of industry connections

Volume-based recruiters are notoriously busy. They are frantically dealing with so many people that they forget candidates names and have only superficial understanding of the roles they are hiring for. By dealing with so many people at such a rapid pace, search-based recruiters do not have time to form the deep industry connections that are so crucial to recruitment. On the other hand, a good search-based recruiter will know many leading figures in their industry – both clients and candidates –  and be able to arrange a perfect match.

2 Failure to represent clients and candidates

Imagine a recruiter who reels off your company pitch 5 or 6 times per day. With every recital, his words lose meaning and his tone loses passion. Volume-recruiters have only a superficial understanding of your company and your role, based on the little they’ve gleaned from the brief. How can they represent your business and do your company justice? Not only do they misrepresent clients, they don’t know their candidates personally and will churn people through without even getting a chance to learn their name. Volume-recruiters are also notorious for not following up on the outcomes on a candidate’s application or interview and leaving them in the dark.

3 Recruiters lack the skills of great HR

Companies hire recruiters for their exceptional understanding of people and skills. Volume-based recruiters, working with numbers are relying on data and stats to do their job, and lack (or fail to exercise) what should be their greatest assets – their emotional and social intelligence. Volume-based recruiting defeats the purpose of recruitment services.

4 It gives the client what they want, not what they need

With so much work to do and so many people do deal with, volume-based recruiters turn into “yes men” when facing clients. They will say yes to a client’s brief without using their expertise in HR to push back on requests. A good recruiter will point out that the perfect candidate may not be the person you’ve asked for, and tell you exactly why. Clients don’t always know what their perfect candidate looks like, and they might not know much about recruitment at all.

5 It gives you the wrong person for the role

The toxic combination of time constraints, apathy and yes-yessing clients gives you a recruiter who often, sometimes willingly, puts the wrong candidate forward for the role. By contrast, a search-based recruiter takes the time to understand your role and represent your company with care and attention. They don’t waste your time with multiple or unqualified candidates, and only present one or two that are perfect for the role.

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