How to Handle 20+ Open Roles Without Expanding Recruiting Team

Managing a large volume of open job requisitions is a common challenge for recruiters today. In the U.S., recruiters typically juggle between 15 to 20 open roles simultaneously, and that number can easily grow in fast-paced industries or during periods of high turnover. With the ongoing effects of the "Great Attrition" increasing voluntary quit rates by 25% compared to pre-pandemic levels, the pressure on recruitment teams has never been greater. However, expanding the recruiting team isn’t always feasible or cost-effective. Fortunately, there are strategic approaches to managing multiple open roles efficiently without increasing headcount.

By prioritizing roles, leveraging multi-channel recruiting strategies, and optimizing workflows, recruiters can maintain momentum and improve hiring outcomes. This article explores practical methods to handle 20 or more open roles effectively, supported by current industry insights and expert advice.

Prioritize Roles Based on Urgency and Complexity

When faced with numerous open positions, the first step is to prioritize which roles demand immediate attention. Not all vacancies carry the same urgency or complexity, and understanding these differences helps allocate time and resources more effectively. Farzan Yousuf, a recruitment expert, advises recruiters to identify the most urgent roles first and then focus more on positions that require extensive research or have a larger candidate pool. This targeted approach ensures that critical hires are not delayed while less urgent roles are managed with appropriate timelines.

For example, a senior engineering role impacting a key project deadline should take precedence over an entry-level position with a longer hiring window. By segmenting roles into categories such as urgent, moderate, and low priority, recruiters can create a structured workflow that prevents burnout and improves focus.

Additionally, recruiters should regularly reassess priorities as business needs evolve. This dynamic approach helps avoid stagnation and ensures alignment with organizational goals. According to Indeed.com, managing a median of 15-20 open requisitions requires constant adjustment and smart time management to stay on top of deadlines.

Moreover, the complexity of a role can also influence the recruitment strategy employed. For instance, positions that require niche skills or specialized knowledge may necessitate a more thorough vetting process, including technical assessments or multiple rounds of interviews. This can extend the hiring timeline, making it even more crucial to prioritize such roles effectively. Recruiters may also need to engage with passive candidates or utilize advanced sourcing techniques to attract the right talent, which can further complicate the recruitment landscape.

In addition, communication plays a vital role in managing expectations with hiring managers. By providing regular updates on the status of prioritized roles, recruiters can foster a collaborative environment that encourages feedback and adjustments as needed. This transparency not only enhances trust but also allows for a more agile recruitment process, capable of adapting to sudden changes in business strategy or market conditions. As the job market continues to evolve, staying proactive and responsive to these shifts will be essential for successful talent acquisition.

Leverage Multi-Channel Recruiting to Expand Reach

Relying solely on one recruitment channel limits the talent pool and slows down the hiring process. To efficiently fill multiple roles, recruiters should adopt a multi-channel recruiting strategy. Denys Dinkevych highlights the importance of combining job boards, social media, employee referrals, networking events, and passive sourcing to access a wider and more diverse candidate base.

Integrating these channels not only increases the quantity of applicants but also improves the quality of hires by tapping into different talent segments. For instance, social media platforms can be excellent for reaching passive candidates who are not actively job hunting but might be open to new opportunities. Employee referrals often yield candidates who fit the company culture better and have higher retention rates.

Research supports that integrating job boards with other recruiting channels enhances recruitment effectiveness. A study shared by 4 Corner Resources confirms that this blended approach can accelerate the hiring process and improve candidate quality.

Moreover, utilizing diverse channels allows recruiters to tailor their messaging to different audiences, enhancing engagement. For example, a creative campaign on Instagram may attract younger candidates, while a professional post on LinkedIn could resonate more with seasoned professionals. This targeted approach not only helps in attracting the right talent but also fosters a sense of connection with potential candidates, making them more likely to apply. Additionally, attending industry-specific networking events can provide recruiters with the opportunity to meet candidates face-to-face, building relationships that can lead to successful hires.

Furthermore, leveraging data analytics can significantly enhance a multi-channel recruiting strategy. By analyzing which channels yield the best candidates and the most successful hires, recruiters can allocate their resources more effectively. This data-driven approach enables organizations to refine their recruiting tactics continuously, ensuring that they remain competitive in attracting top talent. As the job market evolves, staying adaptable and responsive to these insights becomes crucial for maintaining a robust recruitment pipeline.

Optimize Interview and Screening Processes

With employers in the U.S. and Canada interviewing an average of 6 to 7 candidates per job opening, streamlining the interview process is crucial when managing many roles simultaneously. Efficient screening and interviewing not only save time but also enhance candidate experience, which is vital in a competitive job market.

One effective method is to implement structured interviews with standardized questions tailored to each role. This approach ensures consistency and fairness while making it easier to compare candidates objectively. Additionally, leveraging technology such as applicant tracking systems (ATS) can automate initial resume screening and scheduling, freeing up recruiters to focus on high-value tasks. By utilizing AI-driven tools, recruiters can also gain insights into candidate fit based on skills and experience, further refining the selection process.

Another tactic is to conduct group interviews or panel interviews where appropriate, reducing the number of separate sessions required. Video interviews can also expedite the process, especially for early-stage screenings, allowing recruiters to assess candidates quickly without scheduling constraints. Furthermore, incorporating asynchronous video interviews can provide flexibility for candidates, enabling them to respond to questions at their convenience, which can lead to a more relaxed and authentic presentation of their qualifications.

According to the State of U.S. Recruiting (2024–2025) report, optimizing interview workflows is a key metric for recruiters managing multiple openings. In addition to these strategies, fostering a positive candidate experience throughout the interview process can significantly impact employer branding. Candidates who feel respected and valued are more likely to share their experiences, whether positive or negative, influencing future applicants’ perceptions of the organization.

Moreover, providing timely feedback to candidates, regardless of the outcome, can enhance their experience and maintain engagement with your brand. This can be achieved through automated follow-up emails or personalized messages from recruiters. By prioritizing communication and transparency, companies not only improve their hiring processes but also cultivate a reputation as an employer of choice, attracting top talent in the long run.

Address Talent Hoarding and Foster Internal Mobility

One often overlooked barrier to filling open roles efficiently is talent hoarding, where managers hold onto top performers rather than allowing them to move within the organization. A study found that 75% of managers engage in talent hoarding, which can deter employees from applying to new positions and inhibit career progression.

Encouraging internal mobility not only fills roles faster but also boosts employee engagement and retention. When employees see clear pathways for advancement, they are more likely to stay and grow within the company. Recruiters can partner with HR and leadership to promote transparent internal job postings and create programs that support career development.

By breaking down silos and fostering a culture of mobility, organizations can tap into an existing talent pool that is often overlooked. This strategy also helps mitigate the challenges posed by the "Great Attrition," as employees feel valued and see opportunities for growth.

Manage Time and Workload with Smart Tools and Techniques

Handling 20 or more open roles requires disciplined time management and the right technological support. Many recruiters express concern about positions they fear they’ll never be able to fill, with 56% reporting this anxiety. To combat this, implementing smart tools such as applicant tracking systems, recruitment CRM platforms, and AI-powered sourcing tools can significantly enhance productivity.

These tools automate repetitive tasks like resume parsing, candidate outreach, and interview scheduling, allowing recruiters to focus on relationship-building and strategic decision-making. Additionally, using data analytics can help identify bottlenecks in the recruitment funnel and optimize processes accordingly.

Beyond technology, adopting time-blocking techniques and setting clear daily priorities can prevent overwhelm. For example, dedicating specific hours to sourcing, interviewing, and candidate follow-up ensures balanced attention across roles. Regular check-ins with hiring managers also help keep expectations aligned and reduce last-minute urgencies.

Conclusion: Balancing Efficiency and Quality in High-Volume Recruiting

Managing 20+ open roles without expanding the recruiting team is undoubtedly challenging, especially in today’s competitive labor market shaped by the "Great Attrition." However, by prioritizing roles based on urgency, leveraging multi-channel recruiting, optimizing interview processes, addressing talent hoarding, and utilizing smart tools, recruiters can maintain efficiency without compromising on quality.

Recruitment is as much about strategy as it is about execution. Staying adaptable and continuously refining workflows will empower recruiters to meet hiring goals even under heavy workloads. For those looking to deepen their understanding of managing multiple job requisitions effectively, resources like Software Advice’s recruiting statistics provide valuable insights into common challenges and solutions.

Ultimately, success in high-volume recruiting hinges on a balanced approach that combines smart prioritization, diverse sourcing strategies, and efficient use of technology—all without the immediate need to grow the recruiting team.