8 Suggestions for Fast Recruiting

By Matt Monge

My thought is that leaders and hiring managers need to hire slowly, taking their time to ensure they’re selecting team members that are not a match from a technical perspective, but also a cultural one. What that doesn’t mean, however, is that we recruit slowly. In fact, in an organization where the recruitment is slow, the result is that hiring almost can’t be, because as soon as hiring managers see candidates that look like they’re in the ballpark, they’re hiring them.

We have to embrace a mindset that might seem, at least on the surface, a bit paradoxical. We want to hire slowly, but recruit faster. But wait a minute, you might be thinking, why should we recruit fast if we’re not going to hire fast?

Somewhere along the way, some recruiters and recruitment departments got into the habit of recruiting when there’s a job opening. It’s such a normal mindset that some of you might not have thought twice about the previous sentence. The four letter word in that sentence is the word when. Instead of when there’s a job opening, it should read before there’s a job opening, or all the time regardless of whether there’s a job opening or not. We’re definitely not always going to get it right, even when we are recruiting our little hears out, but we’ve just got to keep working toward doing a better job at being proactive, roll-up-our-sleeves, pound-the-pavement recruiters so that we put our organizations in a better position to hire slowly.

With that in mind, here are some suggestions for faster recruiting.

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