Hiring many people at once needs a process your team can deliver. More applications help little when nobody has time for replies or interviews. Start with roles, start dates and available assessors.
I would establish ownership of each step and realistic interview capacity first.
One intake per role
Document core tasks, necessary qualifications, schedule, location and support. Avoid each assessor using a different interpretation. Keep different roles and sites distinct.
Use consistent assessment
Record relevant examples and open questions for each applicant. Do not automatically equate a missing keyword with a missing skill. Use a consistent record and have uncertain cases reviewed by an appropriate colleague.
Make follow-up visible
A simple overview includes status, owner and next response date. Automate acknowledgements or reminders where useful, but assign a person to questions and decisions. An automated acknowledgement is not an assessment.
Match workload to capacity
Plan interviews and new-starter support before buying more reach. If a stage fills up, examine capacity or waiting time first. Promise only achievable response dates.
Measure more than speed
Track waiting times, missed interviews, relevant conversations and withdrawal reasons. Use consistent definitions and include candidate and new-starter experiences.
The CV assessment record and onboarding plan help maintain agreements from selection to starting.
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