To strike the right balance between hiring quickly and vetting thoroughly, I would prioritize creating a streamlined recruitment process that still emphasizes quality. This involves defining key criteria and competencies to focus on during initial screenings. Leveraging technology for pre-screening assessments can save time while ensuring candidates meet essential qualifications. Additionally, maintaining open communication with hiring managers helps align urgency with quality, allowing for efficient decision-making without compromising standards.

Why choose between hiring quickly and vetting thoroughly when you can do both? Start small with a few positions identified as either most difficult or urgent to fill. Determine how job descriptions can be restructured to be more focused on the skills needed for the role. This will help to pull in talent with the specific skills that your business needs. This skills-based hiring strategy widens your talent pool by allowing you to pull from a broader range of qualified candidates.

As far as quality is concerned - you are like a sandwich in b/w vetting for the right resource and also hiring the candidate quickly. To maintain quality, my vote always goes to speed and accuracy. The key is to understand the need and time we have and then deliver the best. The one who always needs the best can wait for some time but not for longer. He/she is ready to do it rather than waste his/her time feeding the person a lot. So I start with investing time by gazing at the needs, identifying the right resource, and then setting the expectations on what is supposed to be delivered. This keeps the momentum on for a long run!!

Consider implementing pre-employment assessment tools that gauge candidates' skills and cultural fit early in the process. This method not only expedites the selection of qualified candidates but also ensures thorough vetting. For example, a financial services firm adopted an online skills assessment, which enabled hiring managers to focus on candidates who demonstrated the required competencies, leading to a 25% reduction in interview times.

Set a time limit on each interview, whether it be 30 min for an initial screen to 1 hour for a more formal interview. Ask the right questions and make sure you are prepared before you go into the interview. Time your questions to keep within the allotted time frame. Make sure to also add in some buffer time in case you have follow up questions to an answer a candidate provides during an interview. This will also allow for the conversation to flow more naturally throughout.