Key takeaways
- Split the campaign into waves by role family and level.
- Use one scorecard so every interviewer assesses the same things.
- Report weekly on pipeline numbers so bottlenecks surface early.
Why volume campaigns go wrong
Hiring 50 people isn't 50 times one hire. Interviewers burn out, standards drift between panels, and offers stall in approvals. A volume hiring campaign needs a plan that treats the process as a pipeline.
Plan in waves
Group roles by family and level — for example L1, L2 and L3 service desk — and stagger start dates. Early waves get capacity working sooner and teach you what to tweak for later ones.
One scorecard, every interview
Agree three to five criteria per role family — technical skill, communication, shift readiness and so on — and score every candidate against them. It keeps quality consistent across panels and makes decisions quicker.
Run the numbers weekly
- Candidates sourced, screened and shortlisted
- Interviews held and feedback turnaround
- Offers made, accepted and declined (and why)
- Starts against plan
A weekly view makes it obvious when a stage is slowing down — usually interview scheduling or offer approval — so it can be fixed before the timeline slips.
What good looks like
Using this approach we filled 60 permanent service desk roles in 8–10 weeks for a global technology services provider. If you have a campaign coming up, let's plan it together.
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