We’ve all been there. Someone resigns unexpectedly, a project lands that needs extra resource immediately, or your team is stretched and you needed another pair of hands yesterday.
Whatever the reason, you need to hire fast. Fast hiring doesn’t have to mean bad hiring. With the right approach, you can move quickly without compromising on quality.
Here’s exactly what to do.
First: Don’t Panic
Panic usually leads to poor decisions. Rushing to hire the wrong person is significantly more expensive and time-consuming than taking a few extra days to do it properly. A bad hire costs on average between 1-3x their annual salary when you factor in recruitment costs, training time, lost productivity and the impact on team morale. So before you do anything else: take a breath. Fast hiring is absolutely possible. But it requires a clear head and a structured approach.
Step 1: Get Clear on What You Need
Before you write a job ad or speak to a recruiter, answer these questions:
- What does this person need to do? What are the specific tasks, responsibilities and outcomes you need from them in the first 90 days?
- What are the non-negotiables? Identify 3-5 absolute must-haves.
- What can you train? Be honest about what can be taught versus what needs to come pre-loaded. This opens your talent pool significantly.
- What’s the salary? Know your number before you start. Vague salary ranges waste yours and the candidates time.
The clearer you are upfront, the faster everything moves later on down the line.
Step 2: Write a Specific Job Description
Vague job descriptions slow everything down. “Looking for a team player with excellent communication skills” tells candidates nothing and attracts everyone, which means you’ll spend hours sorting through unsuitable applications.
Instead, be specific:
❌ “Manage social media”
✅ “Create and schedule content across LinkedIn and Instagram, respond to comments daily, report on monthly analytics”
❌ “Support the team with admin tasks”
✅ “Process invoices, manage diaries for 3 directors, coordinate travel arrangements”
When someone reads your ad and can clearly picture themselves doing the job (and doing it well) they apply. When they can’t, they don’t. That’s exactly what you want.
Step 3: Get Your Internal Process Aligned
One of the biggest causes of slow hiring isn’t the external process, it’s the internal one.
Before you advertise, make sure:
- Decision makers are aligned. Who has final sign-off? What criteria are they using? Are they available to interview quickly?
- Interviews are pre-planned. Know who will interview, what format it will take and what you’re assessing for.
Step 4: Use Every Channel Available
Don’t rely on one source. When you need to hire quickly, you need maximum visibility across multiple channels simultaneously:
- Recruitment agencies: A good agency already has a pool of pre-screened, available candidates. We don’t start from scratch, we start from relationships we’ve already built. This is where speed comes from.
- LinkedIn: Post the role on your company page and encourage your team to share it. Your employees’ networks are often your best source of quality referrals.
- Job boards: Reed, Indeed, Totaljobs – post everywhere relevant. Don’t limit yourself to one platform.
- Internal referrals: Ask your team. “Do you know anyone who’d be great for this?” is one of the most underused hiring tools available. Referred candidates often onboard faster and stay longer.
- Social media: Share the role on your company’s social channels. Your followers already know and trust your brand, they’re a warm audience.
The more channels you activate simultaneously, the faster you’ll find the right person.
Step 5: Streamline Your Interview Process
The best candidates are interviewing with multiple companies at the same time. Every additional stage you add is another opportunity for them to accept someone else’s offer first.
For most roles, this is all you need:
Stage 1: Screening call (20-30 minutes) A brief conversation to assess basic suitability, check availability, confirm salary expectations and get a feel for the person.
Stage 2: Interview (45-60 minutes) A structured conversation covering experience, skills and cultural fit.
That’s it. For senior roles or specialist positions, a practical assessment or second interview might be appropriate, but keep it short wherever possible. The goal is to gather enough information to make a confident decision. Not to create unnecessary hurdles.
Step 6: Move Fast at Offer Stage
This is where so many businesses lose candidates, after all the hard work of finding them.
Common mistakes at offer stage:
❌ Waiting until the end of the week to call
❌ Taking days to prepare the offer paperwork
❌ Going quiet without explanation
❌ Coming in significantly below market rate
❌ Adding unexpected conditions to the offer
What to do instead:
✅ Call to make the offer verbally within 24-48 hours of the final interview
✅ Follow up with written confirmation quickly
✅ Be clear and transparent about everything – salary, start date, benefits
✅ Ask if they have any questions or concerns and address them honestly
✅ Give them reasonable time to consider without pressure
A warm, enthusiastic offer call goes a long way. Candidates remember how they felt when they received an offer. Make it a positive experience.
Step 8: Nail the Onboarding
One of the most common reasons new hires leave quickly is poor onboarding. They arrive, feel lost, receive no structure and start questioning their decision within weeks.
Before they start:
- Send a welcome message
- Confirm all practical details (parking, dress code, who to ask for)
- Prepare their desk/equipment/systems access
In their first week:
- Introduce them properly to the team
- Give them a structured first week plan
- Assign a buddy or point of contact for questions
- Check in daily to see how they’re settling in
In their first 90 days:
- Set clear goals and expectations
- Schedule regular check-ins
- Celebrate early wins
- Ask for feedback on their experience
A great onboarding experience turns a fast hire into a long-term hire.
Where Journey Recruitment Comes In
When you need to hire fast, we can help.
After 12 years recruiting in Wokingham and beyond, we have:
✅ An established network of pre-screened, available candidates
✅ Deep understanding of local salary benchmarks
✅ A proven process that moves at pace without compromising quality
✅ The expertise to help you write compelling job descriptions
✅ Honest advice on what’s realistic in your timeframe
✅ The relationships to make fast introductions that stick
Need to hire now?
Get in touch with the Journey Recruitment team today.
We’ll have an honest conversation about what you need, what’s realistic and how we can help you find the right person.
📞 0118 977 5737
