Successfully Managing a Hiring Surge

Whether you need to immediately make a mass hire, or do so in the future, start planning for it now.
Nov 7, 2018
Matt Massucci
Matt Massucci
Founder and Managing Partner
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When an organization needs to hire a lot of people, fast, they need an accelerated approach to finding, interviewing and hiring a team with the right skill set and cultural fit. But how do you take the guesswork out of such an undertaking? At Hirewell, we believe there are numerous ways to successfully manage mass hires. Regardless of the solution, you need to start with a plan that allows you to quickly scale-up and execute your vision. We’ll examine how to prepare for and manage a hiring surge while offering you the means for turning the recruiting faucet on and off as see you fit. We’ll begin by exploring the following two areas of focus:

  1. Why organizations find themselves needing to hire a lot of people.

  2. Approaches to hiring a lot of people in a short period of time.

Why Organizations Find Themselves Needing to Hire A Lot of People

Companies can find themselves needing to hire a lot of people in a short amount of time for a variety of reasons:

  • Funding
  • Business Separation (one company splitting into two)
  • Expanding into a new market/territory
  • New Customer(s) Sales Growth
  • Losing a key member(s) of internal/corporate Recruiting Team

The importance of being able to identify these reasons is so you understand when your organization falls into these categories and where you’re heading once they do. You may not need to make a mass hire now, but you can start planning for one. Recognizing when that plan will need to be implemented is an outgrowth of looking forward in a thoughtful manner.

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.

In-House Recruiting

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.

Contract Recruiters

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.

Staffing/Contingent Search

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.

Additional Considerations

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.

Final Thoughts

Whether you foresee a mass hiring in the near future or just think it’s a possibility, start planning for it now.

First, learn to recognize the signs of when a mass hiring is necessary and assess where your organization stands in relation to these signs. 

Next, explore the various approaches to making mass hires, consider their respective pros and cons and determine which approach is best for you. 

Finally, implement a consistent interview process, focus on need, skills and organizational culture and be patient, trusting that smart planning and preparation will see you through.

Hirewell is Your Partner to Help You Find the Best Solution for Your Organization. We’re here to provide you with the knowledge and support you need to get your plan started.


Matt Massucci
Matt Massucci
Founder and Managing Partner

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