How to Improve Recruiting Success With Faster Hiring

📱 My phone’s been blowing up lately—colleagues on both sides of the hiring game are venting about the same thing. Job seekers can’t land roles, and hiring managers can’t find people who actually stay. About half of my network who were job-hunting have found something, but the other half are still stuck in the grind. Meanwhile, companies tell me that even when they do make a hire, retention is a nightmare—new employees are bouncing within six months. The disconnect is real: companies are hiring, candidates are applying, but something is clearly broken. Traditional hiring—bloated job descriptions, ATS black holes, and never-ending interview rounds—is failing everyone. So, what needs to change? 🔄 Here’s what I’ve seen work: ✅ Ditch the ATS Dependence – Get back to human recruiting instead of relying on keyword filters. ✍️ Fix Job Descriptions – Make them clear, real, and relevant—cut the jargon. 🤝 Prioritize Personal Connections – Hiring managers should actively engage instead of passively posting. 🎯 Focus on Skills, Not Just Titles – Look at what candidates can actually do, not just where they’ve been. ⏳ Speed Up the Process – The best talent won’t wait around for a four-week approval cycle. 💬 Improve the Candidate Experience – Give real feedback and make the process transparent. Here’s a real-world fix I put in place: At a previous company, the hiring pipeline was a mess—ATS filters blocked great candidates, and the process dragged on. I introduced a referral-first hiring approach, tapping employees’ networks before posting publicly. We also replaced multiple early-stage screenings with a 30-minute call with the hiring manager. 📉 Time-to-hire dropped 35% 🎯 Quality of hires improved—better fits, fewer regrets 📈 Retention rates increased—candidates knew exactly what they were signing up for 🔑 Bottom line: Hiring is broken, but it doesn’t have to be. The best hires come through real connections, not algorithms. What’s been your biggest hiring (or job search) frustration lately? Drop a comment 👇 #Hiring #Recruiting #JobSearch #TalentStrategy #HR #FutureOfWork

Last quarter, Mission Cloud came to us with a recruiting problem: their tech stack hadn't changed in nearly a decade, and they needed to make 40+ hires fast. Their Head of TA, Tony, was brutally honest about their situation. His team was stuck coordinating interviews "like playing Tetris all day" while sifting through floods of applicants to find the qualified ones. "Most ATSs have become fancy file cabinets that eventually get devalued in organizations," he told us. With just 2 recruiters, they faced a seemingly impossible task in today's volatile market. We implemented our AI-powered recruiting platform, focusing on four core components: 1. AI candidate evaluation that surfaces the best matches 2. Automated interview scheduling that eliminated manual coordination 3. Self-service hiring manager access for real-time pipeline visibility 4. Data dashboards that replaced spreadsheet exports Within 90 days, their 2-person recruiting team had made 43 hires. Their recruiters now handle 3X more open requisitions with the same effort. Time-to-fill dropped from 65 days to 57 days, and interview scheduling became 30-50% faster. But the most telling transformation came from their hiring managers. Those constant "where are we with this candidate?" questions disappeared completely. Instead, managers started proactively identifying candidates themselves: "I went into your pipeline and saw three or four people who ranked pretty high—let's get them in the mix." Tony summed it up perfectly: "I haven't seen any other platform that has enabled speed and quality like Gem has." We've packaged the entire Mission Cloud transformation framework in this carousel; exactly what they implemented to achieve these results. Swipe through to see how your recruiting team could achieve these same outcomes (even in today's crazy hiring market):

They say to hire slow. I disagree. I hire fast. In the tech world, where innovation moves at lightning speed, waiting too long to make hiring decisions can mean losing out on the best talent. I’ve found that a structured, efficient hiring process allows me to hire quickly without sacrificing quality. Here’s the process I follow to make fast hiring work: 1. Start with assessments.   ↳ For developer roles, I send technical assessments to 20-30 qualified candidates using tools like CoderPad. ↳ This step helps me quickly identify those with the technical skills we need. 2. Behavioral interviews.   ↳ I then conduct 30-minute behavioral interviews with around 8-10 candidates. ↳ This isn’t just about technical expertise—it’s about punctuality, communication skills, and how well they handle the basics, like setting up a Zoom call (amazingly, this can be an issue with some candidates).. ↳ These are critical indicators of how they’ll perform in a team setting. 3. Technical interviews.   ↳ The top 3 candidates move on to a 60-90 minute technical interview led by a team member or trusted colleague. ↳ This step ensures we’re confident in their technical abilities and cultural fit. 4. The two-week trial.   ↳ Once we hire, we’re transparent about a two-week trial period. ↳ The reality is, we often know within the first few days if someone is the right fit. ↳ If it’s not working out, we part ways respectfully and move forward. Why hire fast?  - The best candidates don’t stay on the market for long.  - A streamlined process saves time for both the company and the candidate.  - You can quickly identify who fits your team and who doesn’t. Of course, fast hiring isn’t without its challenges. It requires a clear process, strong communication, and the ability to make decisions quickly. But when done right, it’s a game-changer. What’s your take? Do you prefer to hire slow or fast? Let’s discuss.