5 key strategies for effective volume recruitment in 2025

To carry out a volume of recruitment means to hire a Large number of employees in a short time. This process is commonly adopted by companies facing a sudden increase in business, rapid expansion, or the establishment of new subsidiaries.

It offers several significant benefits, including lower expenses, improved productivity, and talent retention. However, it also imposes major challenges such as managing a Large number of applications, the quality of Sourcing, the attraction of the employer brand and the experience of the applicants.

What techniques should be adopted to triumph over volume recruitment in 2025 in France? What are the most effective ways to attract, assess, and assimilate a large number of excellent candidates? In this article, we'll share with you 5 essential tips to improve your massive recruitment and transform this approach into a powerful driver of progress for your business.

1 - Optimization of large-scale selection processes

Effective management of a large volume of applications in a short period of time is crucial for your recruitment campaigns. To successfully meet this challenge, the optimization of selection processes on a large scale is essential. It plays a key role in reducing expenses, increasing efficiency and maintaining a high standard in recruitment.

So how can these processes be perfected? Here are three essential strategies: automating screening, using online assessment tools, and incorporating theartificial intelligence to review resumes.

1.1 - Automating the pre-selection of candidates

Automating the screening stages uses technology to filter applications more quickly and efficiently. This approach includes everything from the automatic distribution of ads to the initial selection based on established criteria.

Among its many benefits, we find:

• Reducing the time spent on repetitive manual tasks.
• Improving the quality of recruitment through a minimization of errors and objective decisions based on data.
• Enriching the candidate experience through faster responses and clear communication

Several methods can be used to automate pre-screening, such as assigning scores with the Scorecard, ranking, or syntactic analysis of CVs. It is crucial to select the technique that best fits the requirements and aspirations of the organization.

1.2 - Use of online assessment tools

The adoption of online assessment tools is essential to accurately and objectively assess the skills and abilities of applicants, using tests, questionnaires, virtual scenarios or structured interviews.

The major benefits of these tools include:

• The reduction of prejudices and subjectivities when evaluating candidates.
• The possibility of comparing applicants based on relevant and consistent criteria.
• Strengthening the reliability and transparency of recruitment procedures.

Various types of online assessments are available, such as personality tests, logical reasoning tests, specific skills tests or professional simulations. Choosing the right tools for the expected profile and the context of the company is crucial.

This is why after several years of R&D with researchers in Psychology and Neuroscience, we have imagined Yuzu : one New Generation Assessment Center, specialized insoft skills assessment (the famous soft skills).

With Yuzu, talents are immersed in scenarios developed with the latest technologies of the Video game. On the recruiter side, you have access to their results to which a basic weighting is applied but this can be adjusted according to the importance of the different soft skills you are looking for in order to specify the ranking of these different candidates.

The evaluations, on the other hand, are accessible to all profiles thanks to simplified orders and cloud technologies (all you need is a computer and an internet connection to be evaluated).

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The advantages of our solution:

• One candidate experience exceptional to boost your employer brand ;
• A solution accessible to all to ensure equal opportunities;
• A decision support tool to detect and promote interpersonal skills.

Whether it's for your recruitment process Or of internal mobility, we are transforming the assessment of Soft Skills in a strong and fun moment.

1.3 - Integrating artificial intelligence into CV filtering

The use ofartificial intelligence in CV analysis is based on advanced algorithms, capable of determining the relevance of applications in relation to the proposed post. These technologies include machine learning, predictive analytics, or natural language understanding.

The main benefits of this integration are:

• Optimized management of the volume of applications and a recruitment process faster.
• The ability to identify potential top talent in accordance with criteria specified by the company.
• Reducing the risks of discrimination and encouraging the diversity of profiles.

Various tools are available for filtering resumes, such as ATS (application tracking software), virtual assistants or CV analyzers. Selecting a solution that meets the specific needs and strategic goals of the company is imperative. Also remember to consult our article: 5 recruitment activities revolutionized by AI in 2024.

2 - Strengthening the employer brand

Attracting the best talent in a competitive market requires distinguishing yourself as an employer of choice in France. Strengthen the employer brand, i.e. the reputation of the establishment among current candidates and collaborators, is crucial for establishing a relationship of trust and loyalty.

To achieve this, focus on three main areas: developing effective communication strategies, engaging employees as ambassadors, and promoting corporate culture and the social benefits offered.

2.1 - Communication strategies to attract talent

Whether for Growth Hiring Or of theInbound Recruiting, corporate communication plays a major role in attracting talent by highlighting values, vision, projects and career opportunities.

Among the actions to be prioritized:

• Create a career site attractive, which highlights jobs, job offers and employee experiences.
• Use the social networks professionals like LinkedIn to share engaging content that enhances the company's image.
• Participate in a variety of recruitment events to establish direct contact with talent.
• Develop academic and professional partnerships to reach young graduates and competent profiles.

It is essential to select channels adapted to your target audience and to regularly assess the effectiveness of your communication actions.

2.2 - Engaging employees as brand ambassadors

Making your employees ambassadors for your brand means encouraging them to share their positive experience and their pride in belonging to your company.

They can:

• Promote the recommendation of your business via word-of-mouth or online.
• Take part in recruitment events to share their professional experience.
• Express their opinion on evaluation platforms to promote company culture.

Employee ambassadors reinforce the authenticity of your brand, expanding its reach and reducing recruitment costs through methods like sponsorship. Creating the right environment for their engagement is crucial, including training, support, and recognition of their contribution.

2.3 - Valorization of corporate culture and social benefits

The authentic and attractive presentation of your company's culture and benefits can make all the difference for candidates.

How to value them? With an emphasis on:

• Mission, vision, values and goals, which reinforce the meaning of work and belonging.
• Projects, innovations and opportunities that generate motivation and the desire to join your team.
• Management practices and work climate, which reflect the unique culture of your organization.
• Employee benefits and career opportunities that demonstrate your commitment to employee well-being.

It is essential to promote these aspects in a coherent and personalized way, in line with the expectations of potential candidates.

Regarding this subject, we (in addition to this article) consulted 69 experts of the employer brand to achieve a comprehensive white paper in order to obtain the keys to a attractive employer brand.

By downloading this free guide you will get:

• Feedback from 69 employer brand specialists
• The 4 main attractiveness factors
• Recommendations by type of business

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3 - Adopting a multi-channel approach to recruitment

The large-scale recruitment requires a diversification of the sources of applications in order to reach a broad spectrum of competent profiles. This requires the adoption of a multi-channel strategy, which combines various means of communication and interaction with candidates. Opting for a multi-channel approach increases the visibility of the company, extends its talent pool and consolidates the loyalty of candidates. How do you get there? Here are three key methods: Leveraging social networks and specialized employment platforms, collaborate with the academic community, and organize targeted recruitment events.

3.1 - Exploitation of social networks and specialized employment platforms

Use the social networks and employment platforms are an effective method for posting job offers, promoting the employer brand and engaging candidates.

The advantages are multiple:

• Reach a broad audience, including young people, atypical profiles, and those who are not actively looking.
• Target candidates according to their interests, skills and geographic location.
• Create a close and trusting relationship through tailor-made, interactive and engaging content.

These digital tools, such as LinkedIn, Facebook, Twitter, Twitter, Twitter, Instagram, Instagram, TikTok, and platforms like Glassdoor, Indeed, and Monster, should be chosen based on the industry, target audience, and hiring goals.

3.2 - Collaboration with schools and universities

Establishing partnerships with the academic sector promotes the attraction of students and recent graduates through various initiatives:

• Participation in career forums and practical workshops offered by educational institutions.
• Offer of internships and work-study programs to integrate students.
• Development of specialized academic programs and support for student projects.

Collaborations of this type have advantages such as the early identification of talent, the improvement of the company's reputation among future graduates, and access to academic expertise and resources. It is essential to choose the right partners according to the specificity of the sector and the recruitment needs.

3.3 - Organization of targeted recruitment events

Organizing targeted recruitment events creates opportunities for the company and candidates to meet directly around specific themes or sectors. These events can take the form of open houses, trade shows, or online or in-person networking sessions.

The benefits are significant:

• Distinguish yourself from competitors and generate interest.
• Highlight the identity of the company, its projects and its employees.
• Meet candidates face to face to better understand their motivation and their suitability with the company.

For these events, it is wise to opt for innovative concepts adapted to the culture of the company and the expectations of the candidates, such as escape games, thematic workshops or competitions.

4 - Improving the candidate experience

THEcandidate experience encompasses all the perceptions and emotions experienced by an applicant from the beginning to the end of recruitment process, from the moment the announcement is read until the end of the trial period. One candidate experience Positive is essential to attract and retain the best people, especially when recruiting Large number. To improve this experience, consider a simplified and mobile-friendly application process, rapid feedback and transparent communication, and the adoption of the best onboarding methods.

4.1 - Simplified and mobile-friendly application process

A simplified and mobile-friendly application process allows candidates to submit applications easily and quickly. This means minimizing the steps, the information to be provided, and the documents to be attached, while ensuring compatibility on mobile devices.

Among the benefits:

• It grabs the attention of candidates and encourages them to apply through an intuitive user experience.
• It broadens the pool of potential candidates, including young talent, unconventional profiles, and those who are not actively looking.
• It decreases the number of application dropouts and increases the conversion rate of applicants into candidates.

To implement such a process, you can use techniques such as applying via a single click, by SMS or through social networks, choosing the most relevant strategy for its sector, its audience and its recruitment objectives. Use a recruitment software is also a very good practice.

4.2 - Fast feedback and transparent communication with candidates

Ensuring quick feedback and maintaining transparent communication with candidates means establishing regular and quality contact throughout the selection process. This includes informing candidates about the progress of their applications, providing them with constructive feedback, and answering their questions.

The advantages are multiple:

• It values and Retain candidates, thus showing respect and consideration.
• This builds trust and improves the company's image, positioning it as professional and reliable.
• This prevents the loss of qualified candidates who could turn to the competition if the wait is too long.

4.3 - Application of best onboarding practices

The adoption of best onboarding practices aims to support new hires in their integration. Providing them with the necessary information, tools, and resources is critical to making them feel good and up and running quickly.

The main benefits include the following:

• It helps to reduce turnover and increase employee retention, ensuring a positive and engaging initial experience.
• It improves the performance and productivity of newcomers, equipping them for success.
• It supports the culture and identity of the company by sharing its values, vision and goals.

Various ways to implement these practices exist, such as welcome manuals, mentoring programs, training, or integration events. The important thing is to choose the strategy that is most appropriate to the professional context, audience and aspirations in recruitment material.

5 - Using data and analytics to refine strategies

Faced with the challenge of bulk recruitment, i.e. the management of a high mass of applications to quickly fill high-demand positions, the judicious use of data and analyses is crucial. The accurate assessment of recruitment strategies using these tools makes it possible to intelligently refine current processes and effectively predict future talent needs, this is a significant point in predictive recruitment. Let's look at how data and analytics can be used to perfect recruitment in three key approaches: collecting and analyzing recruiting data, adjusting strategies based on performance metrics, and forecasting talent needs using predictive analytics.

5.1 - Recruitment data collection and analysis

Collect and analyze data on candidates, the labour market and the performance of recruiters offers a multitude of advantages:

• Improvement of the knowledge of the profiles, expectations and behaviors of candidates in order to offer a tailor-made and adapted experience.
• Identifying trends and adjusting to market dynamics to remain competitive and attractive.
• Assessing the effectiveness of recruitment process, in order to constantly refine them for greater quality and profitability.

When it comes to data, it's critical to focus on the data that's most relevant to your goals, such as demographic, behavioral, satisfaction, or performance data.

5.2 - Adaptation of strategies according to performance metrics

Performance metrics are vital indicators for evaluating and adjusting recruitment strategies, with the following benefits:

• Definition of quantified and achievable objectives in line with the resources available and the expected results.
• Monitoring progress and evaluating the achievement of goals against forecasts.
• Detection and correction of discrepancies or weaknesses in the strategies in place based on the strengths and weaknesses observed.

It is imperative to choose metrics that are appropriate for your sector and target audience, such as the number of applications, conversion rate, cost per hire, length of recruitment, or retention rate.

5.3 - Forecasting future talent needs based on predictive analytics

Anticipating recruitment needs using predictive analytics can offer significant benefits:

• Preparing for changes in labour market by considering internal and external factors impacting personnel needs.
• Mitigating talent shortages through the prior identification of the skills and profiles that are most in demand and the most difficult to recruit.
• Optimal adjustment of workforce planning by aligning human and financial resources with forecasts.

Whether by analyzing trends, scenarios, or gaps, choose the method that best fits your industry to predict future talent needs and meet your recruitment goals.

To remember

Volume recruitment involves the rapid filling of a Large number of posts. This process offers multiple benefits as well as significant challenges. To optimize your volume of recruitment in 2024, it is crucial to implement specific and effective strategies.

This article has highlighted 5 essential strategies for refining your large-scale recruitment : improve your selection processes, improve your image as an employer, diversify your recruitment channels, enrich your candidate experience and rely on data analysis to refine your methods.

These strategies are designed to help you effectively attract, assess, and integrate top talent, transforming your volume of recruitment into a driver of business success.