Take a situation in which 300 stones were dropped on the ground and 50 people were allowed to look at them. Out of the 300, 50 were precious stones and rest were valuable- but not as valuable as the previous ones. But they all looked identical. You were asked to choose one of the stones from the given stones. Which one would you choose?
In the above situation it doesn’t matter who picks the stone first, what matters is who has an eye for identifying the precious one and then picking it up.
Today the hiring process is the same as the situation mentioned above. For each post, we have 300 -400 candidates who are qualified and fit into the position but out of the given 50 candidates are exceptionally good. What we need is a method of identifying those 50. And at the same time, we also require that the process should go on quickly as this would give you an upper hand over your competitors. But also do remember that hiring a wrong person versus the right person can cost you a lot of money. While the right candidate will be 15 times their salary the wrong one would cost you 30 % of theirs.
Real work is to identify top talents faster than your competitor. How does one do that?

• Invite as many applicants as possible: Never hesitate in spending a few more bucks in the proper advertising and inviting as many people as possible. These few more bucks would be a sort of investment that in the future will help you earn more than you invested. More applicants you have greater are the chances that you will have the best.
• Conduct a quick Screening: The most time consuming and tedious task is to conduct the screening. It takes a lot of time to sort the candidates. For this purpose, you can have some of your employees to conduct a quick screening. Companies can also get and help from consulting companies such as Zigsaw that will help you meet the candidates who are suitable.
• Conduct Personal Interviews: As soon as you have got a list of the most suitable candidates go on and conduct a quick interview.  Great talent goes out quickly so quicker you meet with them the better.
• Be prepared to make an offer: Say you do have three candidates you want to talk to in-person, it is probably best to interview all three before making an offer. But not always. If you interview someone and your entire hiring team is confident it will be a great fit, not a good fit, but a great fit makes an offer right there. Again, top talent goes fast, and the faster you can get an offer into a person’s hand, the faster your company is zooming along again with a new, great employee helping lead the way.

The hiring process on an average takes about 47 days to conclude, but following the above steps and making sure everything works perfectly it would take about 30 days to conclude. If you have found the diamond in the pile of stones don’t hesitate to make an offer.
And in the same way, if you haven’t found a suitable candidate do not hesitate in conducting the recruitment process again. It is agreed that you want to hire a candidate quickly but at the same time you also want to hire the right person. No matter how crucial is the position hiring out of desperation is a recipe for disaster.