How to Build a Scalable Hiring Model For Your Company

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Any organization targeting growth needs to be able to scale up quickly.

However, research has shown that more than 70% of fast-growing startupsfail early on. This mostly happens because their efforts at scaling don’t resonate with their preparedness toward achieving growth. 

One of the most fundamental aspects of the scaling equation is your recruiting strategy.

Get it right, and you’ll have employees aligned with your company’s vision and culture. Fail to consider it, and you could be hiring people who are not only uninformed and unprepared but also the wrong fit for your company and will increase your cost-to-hire.

Below, we discuss how a recruiter, hiring manager, and your hiring team can craft a sustainable, scalable hiring process that will grow as the organization does. 

Step 1. Define the Communication Process

When it comes to building a sustainable hiring model, the first and foremost thing you’d want to do is define the communication process. A well-defined, thorough recruiting process is vital when targeting growth, especially as the headcount increases.

As a talent acquisition leader, your goal should be to do what you can to make communication as concise as possible. However, it is also important to remember that you don’t compromise on conveying any essential information about your company to the best candidates in the process of doing that.

One best practice would be to keep your Careers page updated. This practice will be especially beneficial when you scale your team because, according to findings of one survey, careers pages now account for nearly94.1% more hires than they did four years ago. 

Try creating elements or focal points on your website that reflect your company culture from the outset. This is an excellent way of giving appropriate candidates a firsthand experience of what it is like being part of the organization and what sort of work ethic they can expect to witness on joining.

Additionally, communicating the following steps after you have hired a candidate can play a massive role in significantly augmenting their overall onboarding experience. Candidate experience can be improved simply by communicating with them openly and transparently.

It will feel like an uphill climb to attract a good talent pool if you don’t have good communication practices at the forefront of your recruitment process.

Step 2. Automate Wherever Possible

It is essential to look at technologies and tools you can include within your tech stack to streamline workflows, especially since we all know that hiring demands a lot of a recruiter’s effort, time, and attention. 

Automation is one state-of-the-art innovation that is taking the talent acquisition landscape by storm at present.

Hubspot’s Recruiting Automation Trends report had estimated that in 2019, close to 22% of talent organizations would be increasing their spending in recruiting automation tools, depending more heavily on analytics to furnish actionable insights for workforce mapping and planning and talent acquisition. To do this, you might want to invest in an applicant tracking system (ATS) or an AI sourcing tool.

Automating repetitive recruiting tasks that don’t require immediate human intervention is an excellent way in which hiring managers can save their team’s effort and concentrate it on more important tasks that directly contribute toward increasing the company’s bottom line.

Automating onboarding checklists using project management software can help a recruiter load information instantly and work through it in a step-by-step manner. The same list can be used each time you onboard a new employee.

Another excellent way of leveraging automation to streamline recruitment workflows as your company scales is automating timesheet management. All you need to do is set new hires up on an app that provides this functionality so that everybody on the recruitment team can see who’s working on what and at what time.

Using such intuitive, straightforward applications that automate less important tasks means that you can focus on interviewing more qualified candidates. At the same time, new hires are integrated as quickly as possible with programs that are easy to use. Also, these apps come with the ability to scale alongside your team, enabling you to add new users and control more job descriptions when needed.

Step 3. Spend Time on Building a Strong Company Culture

Lastly, talent acquisition managers need to emphasize building a strong company culture if they wish to attract and retain the best talent and scale their organization quickly.

One recent survey found that more than 50% of the millennial workforce considered a sense of purpose as one of the most critical factors contributing to choosing their present jobs.

Another research studyfound that employees who fit well with their coworkers, organization, and supervisor had a greater likelihood of remaining with their organization, had higher job satisfaction, and exhibited superior job performance. But that’s not all.

Strong company culture also has a significant impact on employee retention. Only when you have engaged employees will you scale quickly and effectively.

Brent Gleeson, Founder, and CEO of TakingPoint Leadership, in one of his recent articles for Forbes, explains how company culture has a significant impact on attrition rates.

“Employee turnover is costly. Hiring based on shared values and cultural beliefs leads to winning results. And I’d argue that culture fit is the most important aspect of retaining great employees above anything else, especially when the company is facing significant changes. But employee retention starts with first being able to clearly articulate what the organizational culture is.

“What are the aligned values, beliefs, behaviors, and experiences that make up the organization’s environment?” writes Gleeson.

Once you’ve defined your organization’s culture, every action, decision, strategy, and communication that follows should then resonate with the cultural beliefs.

Build a Scalable Hiring Process Today

If you haven’t had much experience building a good hiring process, don’t worry. has plenty of experience and tools to help you build the perfect scalable hiring process.

Whether it’s helping with posting job openings on job boards, defining your hiring strategy, or handling other recruiting efforts, we’ve got you covered.

To know more about what you can do to build a scalable and sustainable hiring model, contact us at


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