A guide to mass hiring
For the majority of businesses, growth is the goal. Going from a garage to an entire office building is the dream of many founders. When a team goes from two to a hundred or even a thousand, it’s a reason to celebrate and a sign that things are moving in the right direction.
“Mass hiring can be necessary when you’re a frontrunner in the startup space and want to make sure no other competitor can get ahead of you,” said Charmien Fugelsang, the company’s chief human resources officer. engineering software based in New York. nTopology. “It may also be necessary if your business has secured a huge client or gigantic deal and needed headcount to support the new revenue.”
What is Mass Hiring?
Mass hiring occurs when companies hire a large number of new candidates in a short period of time. Massive hiring may be necessary when companies secure a large financial investment, need a larger team to launch a product, or otherwise need to scale quickly to stay competitive.
But making that growth happen is much easier said than done. There’s a fine line between scaling up quickly and staying true to your vision, and walking that line takes a lot of effort and planning.
“Most companies that grow from 150 to 1,000 people don’t have processes or policies to manage that growth,” said Sean Mitchell, head of global talent acquisition at the New York-based compensation software company. York. Daily Pay. “You have to make sure that you don’t sacrifice things like quality of hire or culture, and that you don’t go broke hiring.”
Mass hiring is demanding, but it doesn’t have to be chaotic. Working with what you have and being strategic for your growth can ensure you grow fast recruitment decisions don’t become ones you regret. If scaling is something you want, here’s the inside scoop from tech HR leaders on how to successfully hire for growth.
Pay attention to your budget
Hiring is expensive, even if it is only one person. The average cost per rental is approx. $4,000, according to research by Glassdoor. Multiply that number by 100 or 200 and you’ll understand how costly a mass hiring initiative can be. Plus, making the wrong hiring choice can cost businesses even more. When a company has to replace an employee who has resigned, it may end up sacrificing 1.5 to 2 times the employee’s salary.
Some costs, such as paying for job offers and background checks, cannot be ignored. But there are creative ways to stick to a tight budget when hiring. One of them is to avoid local competition and focus on more affordable products. remote hiringMitchell said.
“If you’re a startup in New York and you’re competing against 2,000 companies within a 10-block radius, you’re going to spend more,” he said. “But remote work has allowed small businesses to attract and retain top talent.”
Expand your recruiting channels
For those going on a hiring spree, a single job posting on a career website alone won’t be enough to achieve your goal. There must be a passive candidate outreach plan that includes posting on social media and career search platforms. Companies looking to grow their teams will need to seek out and take advantage of all available channels. Campus recruiting events, career fairs and conferences are all great places to find talent, though Fugelsang points out that they can be too expensive for companies on tight budgets. She suggests that smaller startups be more strategic in their hiring channels.
“I think your number one resource when hiring is your own employees.”
“Small businesses can hire in droves without paying for recruiting or offsite advertising, but they need to invest in a team of sourcing professionals,” Fugelsang said. “This will focus your recruiters’ time on talking to candidates, not on finding them.”
When it comes to recruiting, it may be a good idea to look internally. There may be an employee who is now ready to move into a role that requires more experience, and if they already work for the company, that means they can level up faster than a brand new hire. exterior.
“I think your number one resource when hiring is your own employees,” Mitchell said. “Employee referral networks are extremely important.”
Streamline candidate selection
If you have a vacancy, take the time to review resumes and conduct interviews. But if you have 50 vacancies to fill, hiring quickly becomes an urgent priority. Companies that need to hire in droves don’t have the luxury of spending a month or two scouting for candidates for every position. They must make their candidate selection procedure more concise. The tightening of the interview and selection process does not mean that companies need to be less rigorous.
“The rigor of interviews and selections doesn’t need to be sacrificed,” said Austin Fox, CEO of the Chicago-based staffing technology platform. PeopleCaddy. “Sloppy vetting at interviews only wastes time with rehires due to hiccups, performance issues, and misunderstanding of expectations.”
While working at Vimeo as VP of Talent, Fugelsang helped build the company’s enterprise solutions. This meant accelerating recruitment and building a full enterprise sales team under tight deadlines. Even though there was added pressure to hire quickly, she said her team was able to streamline their candidate screening process without taking shortcuts.
“The first step to making the interview process more efficient was to follow structured behavioral interviewing techniques to limit bias and create a repeatable process to hire the best candidates,” she said. “We created fixed interview questions focused on the essential skills needed to be successful and when we hired excellent and lesser candidates, we revised the process to be better in the next round.”
Keep track of your candidates
Mass hiring can be a very complicated process, open communication is key to making it work. Otherwise, recruiters may drop candidates or accidentally skip important screening steps, such as clarifying salary expectations. A transparent line of communication between HR managers, recruiters, and managers will ensure that everyone involved in mass hiring projects achieves their goals.
“Being in good touch with their recruiter is essential for leaders to ensure their candidates don’t get lost in the massive hiring shuffle,” Fugelsang said. “Managers should meet with recruiters at least once a week and receive weekly hiring update reports to ensure hiring transparency.”
“If you develop and document your team onboarding process early, you can repeat and improve it with each new team member.”
Successful mass hiring also means onboarding must also be successful. Fugelsand adds that, on the integration side, communication and documentation help leaders hone their talent strategy.
“Often, new hiring managers forget to document their department’s onboarding process early on, which means they have to reinvent the wheel with every new hire,” she said. “If you develop and document your team onboarding process early, you can repeat and improve it with each new team member.”
Do not rush
Time is crucial. Companies may need to build a new team to launch a new product, fill a number of positions before the end of a quarter, or hire a hundred sales reps for the holiday season. Time-constrained and overwhelmed by numbers, leaders may be tempted to rush their process and onboard people as quickly as possible. When things are rushed, errors are made.
“A lot of people emphasize doing it as quickly as possible, so they bypass structured interviews and take risks,” Mitchell said. “Then you end up replacing [candidates] in six months because you made the wrong hire.
Rushing or procrastinating can make mass hiring messy. At nTopology, Fugelsang plans mass hiring plans every year, so she has plenty of time to think about which channels to focus on, what resources she’ll need, and when she should expect to fill all of her positions. vacant.
“With annual planning, there can be some thinking around hiring pace and hiring resources, which is critical for effective execution,” she said.
Scaling your teams quickly doesn’t necessarily mean you have to make sloppy choices or sacrifice the value of your business. Company culture remains an important factor in successful mass hiring. Everyone you hire should be able to contribute positively to your culture and help it evolve and grow alongside your business. That should always be on the minds of recruiters, Mitchell said.
“Make sure you hire people who want to buy into your culture,” he said. “It can evolve, but you also have to keep it intact.”