Hiring quickly doesn’t mean lowering the bar. From my personal experience, the best way I’ve found to move fast without sacrificing quality is for hiring managers to take direct ownership of sourcing. Don't just rely on recruiters to bring in candidates! When I was scaling my org to 60+ people in 2021-22, I got myself LinkedIn Recruiter access and started looking for the best talent myself. I personally identified top talent, reached out directly, and had informal coffee chats to talk about the opportunity. Some of the best talent I hired were people I directly convinced through those initial calls. By targeting the right candidates from the start, I was able to hire top-tier talent efficiently, even in a highly competitive market!

Here are a few points to add Proceess 1. Prioritising must have skills in the JD clearly & having an ATS to shortlist resumes 2. Designing interview questions that effectively access the key competencies with optimal rounds along with complementing/strategic panel Evaluation 1. Check for "Skill" as well as for "Will" - attitude, work ethic , work fit are a few to quote - matters to check. So, both skill based and behavioural interviews are key Decision making 1. Have key team members in the interview who will be working with this person. So that decision will be well rounded 2. Having clear evaluation - having alignment with everyone in hiring process on what qualities/skills you're looking for 3. Reference check - gives added value!

Hiring fast doesn’t mean compromising quality. A clear job description attracts the right talent, structured interviews ensure fairness, and pre-employment tests speed up screening. Strong employer branding and data-driven decisions also help. How do you balance speed and quality in hiring?

We can ensure a quality hiring in a fast phased hiring scenarios through the following steps : 1) Create a detailed job description: Clearly outline the skills, qualifications, and experience required for the role. 2) Maintain a Talent Pipeline - Build a pool of pre-vetted candidates: Keep in touch with past applicants or passive candidates who meet your criteria. Evaluate candidates in real-world scenarios before making a full-time offer 3) Structured Interviews - Standardize questions: Use the same set of questions for all candidates to ensure fairness and consistency. 4) Stakeholder Management - Engage hiring managers early: Ensure they are aligned on the role requirements and evaluation process.

Utilize AI software to take thorough notes during your interview, so that you can stay focused on the conversation and the questions that need to be addressed vs focusing on taking notes thru the interview.