When businesses grow fast, they often need to hire a lot of staff. You see this all the time, even in mature organizations with decades of market presence.
Unfortunately, this process is notoriously challenging. Onboarding a dozen people in a month or less isn’t an everyday task. It is something that requires proper planning.
The good news is that this post is here to help. It runs through everything you need to know.
Use An Applicant Tracking System
Start by using an applicant tracking system (sometimes called an ATS). These pieces of software are adept at following up with candidates and filtering resumés so you can find the people you need from the countless who apply.
This software is particularly useful if you have an HR department. It can boost productivity and make staff feel less burnt out.
Build A Talent Pipeline
At the same time, you’ll want to build a talent pipeline. Networking proactively on platforms like LinkedIn and job fairs is critical if you’re to achieve a steady supply of the people you actually need.
If you can maintain a database of passive candidates, that’s even better. The more people you can have in your pool waiting for you to hire them, the better.
Use Payroll Tools
You should also invest in payroll software if you are planning on bringing multiple people into your firm quickly. These allow you to automate their salaries, vacation time, and training from a single service.
If you try to do all this manually, people on your team will feel frustrated and start making mistakes. They will also have less time to spend on onboarding, which is one of the primary ways you’ll move the needle.
Batch Interviews
When bringing a large number of people into your firm, you also want to batch interviews. Cramming candidates into blocks and providing them with consistent, structured interviews, helps you find the people who are likely to best work in your firm.
You can get agencies to do the same thing, but this approach doesn’t work in all industries. It usually only applies in entry-level jobs.
Work With Agencies
Of course, if you want to work with agencies, that can be a highly effective method. Partners can collaborate with you and source vetted candidates with the experience and skills you need for your open positions.
You can also work with them on gaining the volumes you require (as long as you give them some lead time). For example, if you require ten drivers per month, tell them.
Track Metrics
Finally, make sure you track all the relevant metrics relating to your hiring process to keep tabs on your performance. Don’t shy away from using these since they can show you which strategies work best.
For example, you could monitor time-to-hire and cost-per-hire. Reducing these cuts your expenses and makes inevitable churn less catastrophic.
You can also use this information to search for bottlenecks. For example, you might have weak sourcing or slow approvals, and you may need to adjust your processes to make them more efficient.
