How to Recruit Fast: 6 Practical Strategies to Hire Quickly

January 25, 2024
How to Recruit Fast: 6 Practical Strategies to Hire Quickly

The process of fast recruitment in skilled trades can be unpredictable. It could take dozens of applications throughout one hiring cycle to identify a stellar trade worker. The search for a qualified candidate may even take several months or longer. Of course, there’s always the possibility that talented new workers could depart to pursue other possibilities, forcing you to start over from scratch. Your team, yourself, and your financial line may suffer as a result of all that time, money, and other resources. According to data from the Society for Human Resource Management (SHRM) from just last year, companies typically spend $4700 on each new recruit.

Understanding fast recruitment can help you not only save money and time but also gain a significant competitive edge in the global tech industry, which is in desperate need of top people. A company that recruits efficiently and swiftly can grow rapidly, disrupt the tech status quo held by the Fortune 500 companies that dominate the tech sector, and enhance its reputation. You may utilize these inventive hiring tactics to jumpstart your recruitment efforts and assemble the top talent team you’ve been longing for. This guide will walk you through a fast recruiting process.

Say Goodbye to Hiring Challenges

6 Practical Strategies for Fast Recruitment

1. Involving hiring managers earlier

Businesses must involve hiring managers early on in the process. Hiring managers’ contact is more likely to elicit a response from candidates than from recruiters. In order to be thought leaders who engage with the communities they will be sourcing from for fast recruitment and have conversations across social media channels that aren’t just interviews of potential candidates, talent acquisition experts must work with managers to show up online.

2. Benefit from social media

Although social networks are sometimes associated with bad things, they are actually a very powerful tool for fast recruitment. Of course, tech workers feel comfortable searching on social media platforms like Facebook and LinkedIn rather than traditional online job boards for available positions, but many recruiters overlook them. There is a loss for those who do not use these resources. According to studies from LinkedIn, social networks reach significantly wider audiences than job ads that may only be seen by specific groups, expanding talent pools by a factor of ten. More specifically, LinkedIn’s built-in search filters and targeted advertising are excellent for finding top talent rapidly.

With the latter, you may filter search results based on factors like education, experience level, industry, and geography before sending direct messages to your top prospects through InMail. Additionally, social media is a fantastic tool for you to present your business in a way that increases the likelihood that potential customers will contact you. “Recruiting talent is no different than any other challenge a startup faces,” states software entrepreneur Vikvek Wadhwa. It all comes down to selling. Posing regular updates, responding positively to reviews, and maintaining an excellent corporate profile all contribute to creating a strong employer brand that draws candidates to you rather than the other way around.

According to a Glassdoor survey, 69% of participants are inclined to apply for a job if the business actively maintains its brand by releasing updates on the company’s culture and workplace dynamics and upgrading its profile. Christabelle Feeney, a recruitment professional, recently emphasized the significance of these on The Shortlist podcast, citing them as a crucial means by which a business can enhance its reputation. Your employer brand will become more well-known, which will reduce the need for active recruiting. Your organization will be in great demand and brimming with applications.

3. Time management

The majority of the time, recruiters give hiring managers extra work to accomplish since they are busy. Whenever you are able to give back time, you are winning. The Walt Disney Company recently decided that hiring managers did not have to call every applicant for any open position. What if recruiters were qualified to screen candidates and send finalists to onsite interviews? You’d be giving managers hundreds of hours back.  Cutting down on the number of participants is another method to expedite the interview process. An excessive number of interviewers hinders fast recruitment and results in poor choices.

4. Employee referral program

Time is critical when figuring out fast recruitment. Fortunately, an employee referral program can help your hiring process run more smoothly and even result in a strong talent pipeline that consistently produces excellent prospects. Under such a system, you can offer benefits like gift cards or additional vacation days to current employees in exchange for their referrals of prospective candidates. This can entail asking recent hires who made it through the selection process in the case of a consultancy.

The benefits of this are evident and even suggest a domino effect. Employees recommend great candidates, and these recommendations can lead to more top talent. The importance of referrals is demonstrated by the fact that 82% of companies consider this to be their most profitable recruitment strategy, according to Indeed. Furthermore, compared to only 25% of candidates from job boards, nearly half of those who are referred stay on for more than four years, indicating that it enhances retention.

5. Approval process

When the time-to-fill countdown begins, it is one of the worst misalignments between recruiters and the company. Talent acquisition specialists consider the approval of the requisition—or even the posting of the job—to be the start of the clock. However, the hiring supervisors had begun weeks before. Leaders in KPMG’s talent acquisition division looked into turnover and found that they could forecast job openings for specific positions ahead of time.

6. Clarify the job description

Making your brand stand out on social media is one thing, but improving the job description itself is a direct method to improve the perception of your organization. There are two perspectives on optimization. The first is by the words and manner in which you speak. Building trust starts with being explicit about the needs. A talented candidate, like a shopper, will seek for red flags, like ambiguous descriptions that give the impression that you’re hiding something. More than half of job searchers agree that the quality of a job description influences their decision to apply, according to an Indeed study.

Not only do bullet points look nice, but they also convey information in a clear, legible manner. This is a fantastic opportunity to employ language that reflects the values of your business. Uniform and passive speech is always defeated by aspirational and vibrant language. Content optimization for search engines, or SEO, is the second type of optimization. Job advertisements that include optimized language and URLs together with targeted keywords will outperform those that don’t if you want to reach the most number of candidates possible for fast recruitment.

Read more: 5 Best High-Volume Hiring Strategies You Can Use in 2024

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Full Stack Java Developer | Writer | Recruiter, bridging the gap between exceptional talent and opportunities, for some of the biggest Fortune 500 companies.

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