How do you balance speed and quality in your hiring decisions?

1-Set clear criteria upfront 2-Use technology to your advantage 3-Take your time with interviews. 4-Follow up after an offer is made 5-Be prepared to negotiate 6-Trust your gut 7-Get feedback from your team. 8-Make a decision and move on. 9-Learn from your mistakes.

To measure the speed of hiring decisions, track the time-to-fill metric, which is the number of days from when a job requisition is opened until an offer is accepted. For quality, assess the new hire's performance and retention over time, and gather feedback from hiring managers on the candidate's fit with job requirements and company culture.

Balancing speed and quality in hiring decisions is a fine art. We know that time-to-fill is critical, but we also understand that finding the right fit is a must. My approach is to streamline the process without cutting corners. We need to define criteria and have a robust pre-screening process to ensure we're only considering the most qualified people. This not only accelerates the initial phase but also sets a high-quality bar. Once we're in the interview and evaluation phase, we're meticulous in our assessment, looking beyond skills to cultural fit. It's all about striking that balance between speed and quality, I've found that investing time on the frontend pays off in the long run. Hiring the right person is an investment in the future

I have disagreed with hiring managers who think they will "know it when they see it." I like to use job postings that list the top 5 responsibilities and top 5 competencies. When you focus on the top 5, you can reduce the clutter and focus on the really important. It's too easy to discard candidates that don't meet every qualification. Often times, those hiring managers are chasing a purple squirrel. I see too many job postings that are just an internal job description. Recruiting requires you to put your marketing hat on. Candidates are opening job postings that catch their eye.

In my experience, hiring a staffing agency that specializes in the industry from which you are seeking talent can save you a lot of time and effort as well. This route may make sense for highly paid roles for which you need a pool of pre-vetted candidates to interview. The agency should also provide feedback to the candidates and give them timelines for hiring decisions.

Balancing speed and quality in hiring is an ongoing effort that requires a combination of process optimization, technology utilization, and a commitment to providing a positive candidate experience. Regularly reviewing and adapting your recruitment methods can help you strike the right balance for your organization's specific needs.

Invest more in workforce planing. Hiring speed has more to do with the proactive planning that has taken place to cultivate relationships that will help you to fill your talent pipeline based on future needs. I share with audiences often that if you feel that there is a delay in hiring because you are focused on Diversity recruiting, for example, it is important to understand that the issue is not in the population for which you are recruiting. The issue is in the investment in workforce planning to build relationships around said populations. The reason why you are able to fill some positions so quickly is because you already have the right relationships cultivated that will support talent pipeline development.