State of Hourly & High Volume Hiring 2024 by HR.com & Mindfield
- Mar 30
- 3 min read
Updated: Apr 15
In 2024, High Volume Hiring continues to rely on a combination of experience, intuition and insights from technology, despite operating in a data-rich age.
In partnership with HR.com, we created this report to help strengthen organization’s high-volume recruitment with best practices and technologies.
The findings in this report were gathered from 188 HR professionals in virtually every industry vertical. Respondents are located all over the world, but most of them reside in North America.
We’ve interviewed a broad cross-section of employers, ranging from small businesses with fewer than 100 employees to enterprises with 20,000+ employees. Two-thirds of the respondents represent midsize and large organizations.
Before diving in, it’s important to define precisely what High Volume Hiring is:
High-volume recruiting generally refers to filling a larger-than-average number of positions in a relatively short time-frame. In some cases, however, these are roles for which employers are continuously and consistently recruiting. High-volume recruitment can be achieved via in-house recruitment or with the help of external providers and partners.
The full report is ungated, and available to view here: Link
Here are a few key highlights and takeaways from the State of Hourly & High Volume Hiring 2024 by HR.com & Mindfield:
Over 52% of organizations outsource part of their high-volume recruitment process. Partnering with experts can significantly boost your hiring efficiency. We’ve previously discussed how outsourcing can be a game-changer for talent acquisition teams.
More than half of organizations use pre-hire assessments to ensure candidate fit and improve hiring outcomes. Implementing these assessments can elevate your recruitment strategy.
The most effective high-volume practices are aimed at improving the ease of hiring processes. 65% of high-volume hiring leaders automatTo gain further insights, including a detailed overview of technology, challenges, and findings, read the complete State of High Volume and Hourly Hiring in 2024, available at this link.e as much of the recruitment process as possible. Embrace technology to streamline and speed up your hiring.
4. Not everyone is sold on AI, even though over the next year, 3/5ths of respondents will utilize AI in high-volume hiring. 39% are not planning to use AI. We understand the hesitancy as AI on its own will not magically solve every recruitment problem. It must be used with a clear human process. The organizations who do this well will be the winners.
5. The top two challenges facing high-volume recruitment in the past 12 months are: 1) too many low-quality candidates and 2) not enough candidates. This aligns with what we’re hearing from TA leaders.
In 2024, High Volume Hiring combines experience, intuition, and technology insights, despite the data-rich environment.
In partnership with HR.com, we created this report to enhance high-volume recruitment with best practices and technologies.
Findings are based on 188 HR professionals globally, mostly from North America, covering industries from small businesses to large enterprises. Two-thirds represent midsize and large organizations.
High Volume Hiring involves filling many positions quickly, either continuously or consistently, using in-house or external recruitment.
The full report is available here: Link
Key highlights from the State of Hourly & High Volume Hiring 2024 by HR.com & Mindfield:
Over 52% of organizations outsource parts of their recruitment process, enhancing efficiency.
More than half use pre-hire assessments to improve hiring outcomes.
65% automate much of the recruitment process to streamline hiring.
3/5ths plan to use AI, but 39% are hesitant, emphasizing AI's need for a clear human process.
Top challenges: too many low-quality candidates and not enough candidates.
