Approaches to Hiring A Lot of People in A Short Period of Time
Companies can handle a hiring surge in a variety of ways:
- Expand your in-house recruiting team (hire one to two plus new recruiters)
- Bring on contract recruiters/On Demand Recruiting
- Utilize contingency recruiting/staffing firms to fill the roles
- Go with an outsourced solution
There are pros and cons to each of these approaches and understanding them will allow you to better plan for when you need to make mass hires.
The pros include a high level of accountability, while the cons are knowing what to do when the project is done (fully staffed), potentially lacking support if the resource becomes preoccupied with other project, and the reality that you dealing with a single resource.
The pros with contract recruiters include accountability, no price variability and flexibility (they can wrap up when project is over), while the cons are that the undertaking typically needs to be managed, you’re dealing with a single resource, your may still need external help, you will need access to recruiting tools/tech and the focus is more about execution than process or strategy.
The pros are that you only need to pay for success, the speed/time to hire and you can scale up and down quickly, while the cons are low accountability, high cost (typically 20-25% of first year salary) and limited strategic insights.
Outsourced Recruiting (depends on the model)
In most cases, the pros with this approach are more than one resource (team dynamic), as well as the ability to ramp up quickly. If done exceptionally well, the outsourced team can identify strategic solutions that may have gone previously undiscovered. The cons involve the challenge of choosing the right partner in a sea of options, when the process can be cumbersome, and downright scary at times.
Beyond understanding when you need to make a mass hire and assessing the proper approach for your organization, we encourage you to consider the following:
Focus on Skills and Need
In identifying masses of hires, the chances that some candidates will slip through that aren’t what you’re looking for in terms of skills or connection to the work are likely. This likelihood is minimized however when you remain focused on identifying your needs and the skills that will help you meet those needs.
Recognize Organizational Culture
Similarly, we caution you to recognize that even during a hiring surge, candidates that fit in with your office culture are necessary, and you want to factor that into the hiring process, including identifying ways to assess this, such as off-site lunches and Happy Hours.
Implement a Consistent Interview Process
Any hiring effort is enhanced by creating a consistent interview process, where not only the right people, but the same people, are involved throughout. Doing so is crucial when your organization is making a number of hires, and the candidates, who will become team members, need to learn your product and hit the ground running quickly.