Bulk hiring without the first-week collapse
Hiring twenty people at once fails for operational reasons, not sourcing reasons. Plan the intake before you post.
Stagger the start dates
If everyone starts on the same day, the first week is chaos and half of them leave. Start in groups of five across two weeks so supervisors can absorb each intake.
Decide the training model
- Buddy shifts — pair each new hire with an experienced worker.
- Short classroom session plus supervised floor time.
- No training at all — acceptable only for roles with no judgement involved.
Plan the paperwork
Collect documents before day one, not on it. Aadhaar, PAN, bank details and emergency contact. Missing paperwork on day one is the most common reason people do not get paid in the first cycle.
Keep the good ones
Bulk hiring has high attrition in the first month. Track who stays past week four and find out why. Retention is cheaper than a second intake.
Questions people ask
What counts as bulk hiring?
For us, ten or more roles at one location. Above that, a managed service may be the better plan.
Can you fill a team in a week?
For common roles in metro areas, sometimes. Planning a week is unrealistic for twenty people unless the market is already saturated with applicants.