Let’s just be brutally honest – hiring these days is a headache.
I’ve been in HR for years, and if there’s one thing that hasn’t changed (despite all the tools and ATS upgrades), it’s this: we’re always being told to “hire faster” while also being expected to find “top-tier, culture-fit, future-proof unicorns.” Cool. No pressure.
The thing is … You actually can move faster without hiring wrong.
But it takes a little courage to ditch old habits, and a bit of honesty with yourself and your team.
Here’s what’s worked for me (and what still trips people up) :
Stop Waiting Until You’re Desperate
One of the biggest mistakes I see companies make?
They only start recruiting when someone quits or they suddenly land a new client. By then, the clock is ticking, and panic hiring starts. And guess what? Panic = poor decisions.
Good hiring starts before the need shows up.
Build your pipeline when you’re not in crisis mode. Connect with people on LinkedIn. Keep warm relationships. Bookmark great profiles. Just be a human.
Get Over the “5-Round Interview” Obsession
Let’s talk about this. Why are we still putting candidates through 4-5 rounds of interviews for mid-level roles?
If you need that many conversations to make a call, the issue might not be the candidate. It might be internal indecision.
Fast doesn’t mean careless. But it does mean trusting your process.
Two solid interviews + a practical task should be enough for 90% of roles. Seriously.
Use Tools – But Don’t Lose the Human
Yes, there are amazing tools that help with resume parsing, scheduling, and screening. Use them.
But don’t become a robot in the process. The number of “Hello Applicant” messages I’ve seen in candidate inboxes? Embarrassing.
Automate the boring, not the connection.
People remember how you made them feel – not your shiny HR tech stack.
Kill the Job Descriptions That Say Nothing
“Team player.” “Go-getter.” “Motivated self-starter.”
Cool. But what does the job actually require? What are they expected to do?
If your JD reads like it was written by ChatGPT on autopilot, you’re going to get autopilot applicants.
Want better quality faster? Write better job posts.
Make it human. Make it honest. Let your culture show. Use your voice.
Interview Like You’re a Real Person
This one’s simple. Drop the script.
Talk to candidates like you’re getting to know someone you might actually work with. Ask real questions. Listen. Share stories. Be authentic – it invites authenticity back.
And by the way, great candidates aren’t just evaluating you on salary – they’re clocking how awkward or robotic your process feels. Don’t lose people because your vibe is off.
Fast Hiring Comes From Decisive Teams
Here’s an unpopular truth : Hiring isn’t slow because of the candidates. It’s usually slow because of internal drama.
Hiring managers who can’t decide what they want. Too many people weighing in. No one sure who owns the final call.
Solve that first. Have one decision-maker. Set timelines. Stick to them. Move.
No “let’s circle back next week” nonsense.
Give Offers Fast (Like, Really Fast)
If you like a candidate, TELL THEM.
Don’t ghost them for five days while you “align internally.” You’ll lose them. Probably to your competitor.
I’ve seen candidates get 2 offers in 48 hours. You’re not just competing on pay – you’re competing on energy.
Make your offer process part of your hiring pitch. Keep it human. Keep it fast. Keep it clear.
Real Talk: Quality Isn’t in the Process – It’s in the Culture
You know what actually makes you hire well?
A culture where people are trained to interview thoughtfully.
Where values are real, not words on a poster.
Where hiring is treated like a priority, not a side gig.
Fast hiring works when you’ve built trust in your team.
When people know what kind of person thrives in your company, you don’t need 10 interviews to decide.
You Can Hire Fast and Smart, But You’ve Gotta Want It
If you’re serious about hiring better and faster:
Prep early
Cut the fluff
Use tools smartly
Trust your gut (and your team)
Make decisions, don’t delay them
That’s it.
No magic. No hacks. Just a willingness to stop overcomplicating things.
Final thought?
Hiring is human. Don’t let process kill momentum.
The best talent is moving fast. If you want them, you’ll need to keep up.
