Quality candidates stay and get promoted. If you just need a body in the seat, it will guarantee turnover. Set weekly meetings and over communicate with the hiring managers. Send the resumes that you screened out , if they really push you for results. Some managers just need to see resumes even if you have screened them out.

As an HR Manager, I address the balance between speed and quality in recruitment by first gathering team input to understand role requirements and differing opinions. I establish clear benchmarks to align everyone on candidate expectations. Depending on the urgency, I prioritize speed for immediate needs or quality for specialized roles. Open communication is key, ensuring realistic timelines and a balance between efficiency and thoroughness. By explaining the rationale behind decisions, I foster team consensus. This approach ensures we meet both business demands and maintain talent quality.

Manage expectations. You need to lay out different recruiting strategies knowing most people have no idea what’s involved in recruiting, much less proper recruiting (not posting). You need to underpromise and overdeliver and map out a timeline for your different approaches and the pros and cons. Does your hiring manager have a streamlined process with really good feedback loops? Are you paying market average or great? Are you looking for someone from a direct competitor or anywhere? If you have target companies, that means you have to take action and headhunt all former and current employees there and identify all other relevant related companies. Will you ask for time to line up and interview 100 people or 10? Map the options.

𝐉𝐮𝐬𝐭 𝐚 𝐬𝐜𝐞𝐧𝐚𝐫𝐢𝐨 𝐇𝐑 𝐏𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐚𝐥: "I see we're torn between speed and quality in recruiting. What do you think?" 𝐓𝐞𝐚𝐦 𝐌𝐞𝐦𝐛𝐞𝐫: "We need to prioritize speed—positions need filling ASAP!" 𝐇𝐑 𝐏𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐚𝐥: "I get that, but rushing can lead to bad hires. How about we set a timeline with quality checkpoints?" 𝐓𝐞𝐚𝐦 𝐌𝐞𝐦𝐛𝐞𝐫: "That could work! We could streamline our process to save time without sacrificing quality." 𝐇𝐑 𝐏𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐚𝐥: "Exactly! Let’s gather data on past hires to guide our decisions and find that balance." 𝐓𝐞𝐚𝐦 𝐌𝐞𝐦𝐛𝐞𝐫: "Sounds good! A win-win approach!"