I'm happy to participate in this. As a recruiter who places high volume of candidates within the hospitality sector, I have experienced the "thousand-resume Monday" firsthand. I learned quickly that high volume recruiting is its own sport; it requires speed, structure, and some tools so you don't workload yourself into a burnout. I have also been advocating for more AI technology in our hiring workflow, not to replace judgement but to get rid of all the noise so we can focus on the quality candidates. But, yes, I have a few crazy hiring stories - including the time a single restaurant posting received more applicants than the owner was expecting for the whole year. If you send me the email questions, I'd be happy to respond in-depth, and I will also give you a link to my LinkedIn or site, as requested.
I remove myself from the typical resume review process and created a five-minute online screening assessment that evaluated an individual's ability to clearly communicate, maintain a consistent communication rhythm, and make sound judgements on practical matters. This significantly reduced review time for each candidate and allowed us to find top talent much quicker. This process change was successful because it immediately provided a visual representation of the results to the team. Specifically, productivity increased dramatically by 60% within our review timeframe and the new hires had greater confidence in their abilities and decision-making based upon the results of the screening assessment versus simply reviewing polished resumes.