The Difference Between High Volume and High Complexity Recruiting

by Coley Perry on August 18th, 2010
High Volume People

As your job hunt intensifies and you are getting ready for your next interview, it sometimes helps to understand the motivation of the person on the other side of the desk. If you are working with a recruiter, it helps to know if you are in a high complexity recruitment cycle or a high volume recruitment cycle.

In high volume recruitment, the employer needs X number of people with Y skills by Z date.  The process is numbers driven: X candidates into the top of the funnel equals Y offers out the bottom of the funnel.  Interview to hire rates are king and the entire process is driven by highly repeatable technology work-flow. The easiest way to figure out if you are in a high volume recruitment cycle is the experience of the recruiter. Generally, lower level recruiters are running the show.  You can tell if you are dealing with a lower level recruiter by their use of buzz words and vacant stares when you talk about your complete skill set.

In high complexity recruitment, the process is still numbers driven but because of the important nature of the hire, recruiters with more experience are necessary. If you search the recruiter on LinkedIn, you’ll see they have a strong network, understand the industry and ask the right questions.

In each case, how you play the game matters.

In high volume, focus your interview questions on the buzz words, map your skills to specific requirements and don’t deviate from the scripted interview. High volume recruiters don’t have time to deal with or escalate exceptions. The squeaky wheel, in this case, does not get the oil.

In high complexity interviews, give the recruiter insight into your personality and work to make a genuine connection. The recruiter wants to know if you are a cultural fit. Feel free to deviate from the scripted interview and ask the questions that are important to you.

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From → Recruiting

  1. andrea grexpermalink

    Great info for job seekers. If more candidates understood this and were able to recognize the difference the hiring process would become so much easier for all.

  2. Well written. I couldn’t have said it better.

  3. Cathy Rojekpermalink

    Coley- Interesting perspective. Never thought about it this way before.

  4. I agree with Coley. The recruiter’s focus should be on the success of the client and the job seeker – should not be focused on # of calls, resumes sourced and etc. Basically they should be treated as heroes!

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