10 tips from employers who hire dozens for the same role and location

Call it high-volume hiring or hiring-at-scale, but employers who hire dozens or hundreds of candidates for the same or similar roles have processes that are incredibly different from those who hire one person here and another person there. And when those dozens or even hundreds are all hired into the same or similar role in the same location, well, that’s like recruiting on steroids.

College Recruiter sits at the intersection of early careers, high-volume hiring, programmatic, and performance-based pricing such as cost-per-click (CPC). So a lot of our employer customers face the challenge of hiring dozens or even hundreds into the same role in the same location. To help those with that issue, we’ve gathered ten insightful tips from CEOs, founders, and other industry leaders. From embracing programmatic job-ad software to organizing open-house recruitment events, these experts share their best advice for mass hiring.

Embrace Programmatic Job-Ad Software

As the founder of one of the UK’s largest four-day workweek recruitment platforms, I have one strategic tip for employers embarking on the task of hiring dozens of individuals for the same role within a singular location: embrace the potential of programmatic job-ad software.

Programmatic job-ad software, a cutting-edge solution in the realm of recruitment, grants employers a significant advantage. This technology automates the dissemination of job advertisements across multiple online job search platforms, thereby extending the reach to a broad and relevant audience. Employing data-driven algorithms, this software ensures that the right candidates are targeted, an approach that optimizes time and resources.

What sets programmatic job-ad software apart is its real-time adaptability. It possesses the capacity to make instantaneous adjustments in ad placements, including budget allocation and strategy modifications based on performance metrics.

Phil McParlane, Founder and CEO, 4DayWeek.io

Balance Technology with Personal Touch

I’ve found that efficiently hiring for multiple roles in one location requires a fine balance of technology and personal touch. Leveraging advanced applicant-tracking systems has allowed us to swiftly screen candidates, freeing up valuable time for in-depth interviews with the most promising talents. Implementing standardized interview techniques has not only brought consistency to our evaluation process but has also helped us identify the best fits for our dynamic team. 

Amid this process, we make it a point to ensure transparent and timely communication with all applicants, appreciating their time and effort throughout the hiring journey. This approach has not only fostered a positive candidate experience but has also strengthened our reputation as an employer that values each individual who walks through our doors.

Andre Oentoro, CEO Founder, Breadnbeyond

Reach Out to Local Educational Institutions

Depending on the level of professional they’re looking for, go to local colleges and universities. Reach out to the career center and ask to hold an in-person event. Request their help in promoting the event. You will probably get students who are ready and willing to take on a new job. During the event, ask attendees who they recommend and reach out to those people as well.

Kelli Anderson, Career Coach, Resume Seed

Value Diversity in Hiring Process

The advantage of hiring multiple resources is that you get to access talent from diverse walks of life with unique experiences. This is where most employers and recruiters fail to seize the opportunity. They standardize the hiring process. True, it can reduce the effort and manual labor of the hiring managers. 

On the other hand, it creates a barrier for people to show what unique qualities they can bring to the table. So, instead of creating a generic hiring form, embrace diversity and allow candidates to express themselves.

John Hughes, CEO and President, ElectricianShield

Invest in Paid Advertising

If your budget allows it, I recommend spending money on paid advertising to help fill your roles. Our agency has seen success for many of our clients who are specifically looking to increase their recruiting efforts by promoting their open positions on paid social (specifically Facebook, Instagram, and LinkedIn) and paid search channels.

Matthew Johnson, Paid Media Manager, MWI

Utilize Applicant Tracking Systems and Assessments

Leverage Applicant Tracking Systems (ATS) along with pre-employment assessments. Implementing a robust ATS streamlines the recruitment process by efficiently managing and organizing candidate applications. 

This not only saves time but also ensures that no potential hires slip through the cracks during the initial screening stages. Besides an ATS, integrating pre-employment assessments can significantly enhance the quality of candidate screening. Tailoring these assessments to the specific skills and attributes crucial for success in the role allows employers to identify the most promising candidates efficiently. 

This proactive approach ensures that the candidates selected for further consideration are not only a good fit on paper but also possess the essential qualities required for success within the company.

Kimberley Tyler-Smith, VP of Strategy and Growth, Resume Worded

Establish Effective Screening Procedure

One important piece of advice for hiring dozens of candidates for a single position at one location is to set up a clear and effective screening procedure. Establish a uniform set of requirements that cover abilities, credentials, and cultural fit. To handle applications, filter resumes, and automate preliminary evaluations, use technologies like applicant tracking systems (ATS). By streamlining the preliminary screening, your team can concentrate on interviewing the most promising applicants.

To guarantee fairness in candidate evaluations, consistency is essential. Additionally, be transparent in your communication with applicants at every stage of the process to uphold a positive employer brand. You can manage mass hiring with effectiveness and guarantee that the top candidates are chosen for the position by putting in place a methodical and effective screening process.

Martin Seeley, CEO, Mattress Next Day

Host Targeted Hiring Events

My top tip is to host a targeted hiring event or job fair. By centralizing interviews, you ensure consistent evaluation criteria and streamline the candidate experience. Prioritize efficient onboarding by preparing training in batches and leveraging peer mentoring. 

Also, harness technology: using an Applicant Tracking System (ATS) can expedite the process. Remember, clear communication and a structured, yet personable approach will optimize both efficiency and candidate satisfaction.

Eric Lam, Founder, Exploding Ideas

Evaluate Candidate Personalities

Check their personalities based on established personality tests. Since you are hiring for the same position, the levels of these new employees will all be the same. Checking their personalities and making sure they don’t clash with each other is essential in nurturing a healthy working environment. 

Though some will definitely shine brighter than others, their personalities should be able to jive and lead to a more productive team.

Ricardo Ferrer, Chief Financial Officer, Culture.org

Organize Open-House Recruitment Events

When hiring in volume, streamline the process by hosting open-house recruitment events. This allows for multiple interviews in a single day and gives candidates a feel for the company culture. 

We used this approach and combined it with real-time, collaborative candidate evaluations, which significantly expedited the hiring process and improved the candidate experience.
Einav Biri, CEO, FARUZO