High Volume Recruiter Job Description Template

[Company name] is searching for a skilled and experienced High Volume Recruiter to identify large volumes of qualified candidates to fill a variety of open positions. Your primary responsibilities will include sourcing candidates, screening and shortlisting qualified candidates for interviews, interviewing them, and managing communications with all applicants. 

You will develop and execute effective recruitment strategies that will help streamline our mass hiring process and ensure that open positions are filled with top-performers within the proposed deadlines. 

You will also work with Hiring Managers to identify position requirements, create job postings, and onboard new employees. We expect you to track recruitment metrics, such as time-to-hire, cost-per-hire, and new higher turnover rate, and put together weekly/monthly reports for Hiring Managers.

Responsibilities

• Assist in the mass hiring process by sourcing, screening and shortlisting, and interviewing candidates
• Perform background checks, investigate references, and assess candidates’ competencies to determine whether they are a good fit for the role
• Handle communications with a wide variety of candidates
• Develop and implement effective recruitment strategies to draw in a large number of qualified candidates
• Collaborate with our Hiring Managers to determine position requirements for open vacancies 
• Create and post job ads on various job boards, hiring platforms, and forums
• Help with the onboarding of new hires

Requirements

• Bachelor’s degree in Human Resources or [preferred field]
• Minimum of 2 years of experience as a High Volume Recruiter or a similar role
• Excellent written and verbal communication skills
• Proficiency in sourcing software like [preferred software]
• Working knowledge of Microsoft Office suite
• Thorough understanding of the best talent acquisition tools, processes, and practices
• [Preferred certification]

Salary Ranges for High Volume Recruiters

High Volume Recruiters’ salary ranges depend on various factors, such as their experience, location, education, and skills. If you want to know how the average annual salary of a High Volume Recruiter varies across the U.S. according to Glassdoor, check out the table below:

Similar Roles to a High Volume Recruiter

Making sure you’re being super specific, clear, and to the point when writing your job ad is the only way to attract skilled and qualified candidates. The majority of underqualified candidates will be discouraged from applying once they understand they don’t possess the required skills and knowledge necessary to succeed in the role. As a result, you won’t have to struggle to screen dozens or hundreds of resumes from sub-par candidates.

Consult the list below to see what you should specify in your job ad to attract qualified High Volume Recruiters:

• Past experience with high volume hiring software
• Day-to-day tasks the employee is expected to perform
• Required education
• Skills necessary to be successful in the role
• Tools and programs the employee should be proficient with
• Certifications you want the employee to possess

If a High Volume Recruiter isn’t exactly what you’re looking for, take a look at the table below to find job description templates for similar roles:

• Recruiting Account Manager
• Internal Recruiter
• Recruiting Supervisor
• Full Cycle Recruiter
• HR Recruiter
• Diversity Recruiter
• Executive Recruiter
• International Recruiter
• Contract Recruiter
• Virtual Recruiter

Get More High Volume Recruiter Job Description Inspiration

Need more inspiration to draft a job description that encompasses everything you and your company offer? Visit the websites listed below to find a few job description examples you can draw inspiration from:

1. Glassdoor
2. LinkedIn
3. SimplyHired
4. Indeed

Hire Better, More Affordable High Volume Recruiters Faster

Trying to keep up with applications coming in from a dozen different job boards can quickly get overwhelming. Manually tracking where each candidate is in your hiring funnel costs precious time, and a perfect candidate might slip through your fingers because you weren’t fast enough with your follow-up.

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