Recently, WellsGray Recruitment consultant Eleanor managed a recruitment campaign that attracted 690 applicants in just five days for a temporary role in the retail sector.

We sat down with Eleanor, one of our lead temporary and contract recruiters, to discuss what high-volume recruitment actually looks like behind the scenes, as well as what candidates consistently get right (and wrong), and why the screening and shortlisting process can provide significant value for businesses under pressure to hire quickly.

Can you giveme some context about this job?

Therole was within the retail industry and based in Brisbane. The client washiring Wage Compliance Analysts for a seven-month temporary assignment, andthey needed to hire seven people within a very short timeframe.

According to Eleanor, high-volume recruitment campaigns like this are not unusual in the temporary recruitment space. “For temp roles, it’s not uncommon to receive anywhere between 200 and 800 applications depending on how long the role is advertised for,” she explained.

Inthis case, the role was only live for five days before more than 690applications had been submitted.

How usual is it to get this number of applicants for a role like this?

While 690 applications may sound extreme, Eleanor explained that temporary and contract roles – particularly those offering flexibility or longer-term assignments – often generate very high levels of interest. One of the factors contributing to the strong response was the length of the assignment.

“We made it clear that it was a seven-month opportunity, and long-term temp assignments tend to attract attention,” she said.

Remote work was another significant driver. “Because the role was based remotely in Brisbane, Queensland, including remote work as part of the advertisement definitely helped broaden the candidate pool.”

Eleanor also explained that recruiters often carefully consider the wording and structure of job advertisements to attract the right calibre of candidate. For some roles, this may include broadening job titles or incorporating related keywords to improve visibility across candidate searches.

Were many of the applications you received quality leads?        

Surprisingly, yes. Because the role was highly specialised, many applicants already had relevant payroll and compliance experience, along with familiarity with the required systems and software.

Tohelp manage the large volume of applications, Eleanor used mandatory screeningquestions during the application process. These questions helped quicklyidentify whether candidates met key requirements, including:

·       relevant industry experience;

·       notice periods and availability;

·       residency and visa considerations;

·       and, suitability forthe assignment length.

“For this role, because it was over six months, certain visa limitations became an important consideration,” Eleanor explained. “We needed to ensure we were putting forward candidates who could commit to the assignment and minimise disruption for the client.”

Thisearly screening process allowed Eleanor to quickly identify strong candidates and prioritise those most suitable for immediate progression.

Were there any patterns in the applications that you noticed?  

Because the role was highly specific, many of the stronger applications looked relatively similar on paper. Eleanor explained: “A lot of the good applicants had the right experience, the right software exposure and the right background.”

At that point, the recruitment process became less about technical capability and more about assessing communication skills, confidence and overall suitability during interviews and phone screenings.

However, Eleanor did notice one consistent factor that influenced candidate suitability: local experience.

“When working within payroll and awards systems, Australian experience becomes really important because our regulations are quite different from other countries,” she said. While many skills are transferable across industries and countries, some technical functions require candidates to understand local compliance frameworks immediately, particularly in fast-moving temporary assignments where extensive training time may not be available.

What were the most common ‘mistakes’ or ‘no-nos’ that applicants made?                                                                              

According to Eleanor, the biggest issues were rarely dramatic mistakes. More often, it came down to clarity, relevance and presentation.

One of the most common problems was overly complicated CV formatting. Eleanor said, “If a CV is too dense or difficult to follow, it becomes harder to quickly identify whether the candidate has the right experience.”

Recruiters are often scanning resumes quickly for key information, systems knowledge and relevant experience.

“Dot points make a huge difference,” she said. “If it’s just large blocks of text, it becomes much harder to scan and identify the important information.”

International phone numbers or visa limitations could also immediately affect suitability for certain roles, particularly where fast turnaround times or assignment length requirements applied.

What made certain applicants stand out immediately to you?  

Clear, concise and well-structured resumes consistently stood out.

“The candidates who stood out made it very easy to understand their experience quickly,” she explained.

Strong applicants clearly highlighted:

·       relevant systems andsoftware

·       specificresponsibilities

·       industry experience

·       employment timelines

Formatting also played a role. “A clean layout makes it much easier to follow someone’s experience and pick up the keywords clients are looking for.”

In high-volume recruitment, where recruiters may review hundreds of applications within tight timeframes, clarity becomes a major advantage.

When you receive hundreds of applications like this, what does it actually look like behind the scenes for you?                        

For Eleanor, the process begins immediately with screening and categorisation.

Applications are first reviewed against mandatory requirements and screening questions before being grouped into categories such as shortlisted, possible future fit or unsuitable for the role.

Fromthere, candidates progressing forward are screen via phone call to assess:

·       communication skills

·       availability

·       suitability for the assignment

·       overall fit for the client environment

Those who progress through the screening stage are then booked for interviews before final shortlists are presented to the client.

Interestingly, Eleanor explained that even strong candidates who are not suitable for a specific role are rarely discarded entirely. “If someone isn’t right for that particular role but still has strong experience, we’ll often keep them in mind for future opportunities,” she said.

This allows recruiters to build ongoing talent pools that can support future temporary and contract hiring needs.

From your perspective as a recruiter, what makes the screening and shortlisting process so valuable in high-volume hiring?  

For businesses hiring at scale or under tight deadlines, Eleanor believes the biggest value is time.

“It saves clients a huge amount of labour and pressure,” she explained. Rather than internal teams manually reviewing hundreds of resumes, recruiters can manage the screening, interviewing and shortlisting process while focusing on the criteria most relevant to the role and team environment.

Recruiters also provide an additional layer of assessment beyond what appears on paper. “We’re asking the right questions throughout the process to understand whether someone will actually fit the role and the team,” Eleanor said.

In high-volume hiring, this level of filtering can significantly reduce pressure on internal HR teams while helping businesses move faster and more confidently through the recruitment process.

Is there any advice you’d give candidates applying for high-volume roles like this?                                                                          

Eleanor’s advice is simple: make it easy for recruiters to quickly understand your experience and suitability.

Clear formatting, concise dot points and relevant keywords can all improve the chances of progressing through initial screening stages. “Candidates don’t need to overcomplicate their resumes,” she said. “The clearer and more targeted the information is, the easier it is for recruiters to identify the right fit.”

And while high-volume recruitment can feel competitive, Eleanor encourages candidates not to be discouraged if they are unsuccessful for one role.

“Often, strong candidates who aren’t suitable for one position may still be considered for future opportunities,” she said. For recruiters managing large talent pools, a good application rarely goes unnoticed.

Get in touch with our Melbourne-based temporary and contract recruitment specialists

For businesses, managing hundreds of applications internally can place significant pressure on already stretched teams. At WellsGray Recruitment, we work closely with both clients and candidates to make high-volume recruitment more targeted and successful, all with efficiency.

If your business is preparing for a large-scale recruitment campaign or urgent temporary hire, our team would be happy to hear from you. Reach them at reception@wellsgray.com.au or on +61 432 277 696

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