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Get Good at Doing Fast

What comes from Fast is almost always more effective and useful for your recruiters and candidates than the pretty things that result from Slow.

45-second read

If you want to create things that inform candidates and unlock recruiter efficiency, then get good at doing Fast.

You’re faced with two competing content strategies:

  • Go fast.
  • Move slowly. (Often due to corporate bureaucracy.)

Let’s look at each:

Fast: (Low budget, quick implementation)

  • Landing pages
  • One-pagers
  • Explainer videos
  • Candidate FAQ
  • Candidate assets that break down the hiring process
  • Organic social

Slow: (Big budget, long implementation)

  • Careers site build-out
  • New ATS and tool setup
  • Strategic branding initiatives
  • Messaging
  • Polished video content
  • Anything that has to do with on-site creative work
  • JDs (They just take forever to get any love.)

Here’s the thing: Many people who are in charge of this stuff are really good at moving slowly, and terrible at moving fast.

Slow is safe and predictable. Fast relies heavily on execution and is often unpolished.

(FTR, to those who feel safe in the comforts of Slow, unpolished translates to “not on brand” which translates to scary. Neither is true. But that’s the psychology we’re dealing with here.)

Here’s the thing behind the thing: What comes from Fast is almost always more effective and useful for your recruiters and candidates than the pretty things that result from Slow.

If this stuff is your jam, you need to understand that both Fast and Slow exist simultaneously—and that there's a difference between the two.

If you want to be effective at your job, you need to be really good at Fast. Because if your job is dependent on Slow, good luck delivering anything of meaningful value to the recruiters and candidates who depend on you within a timeframe that’s useful to them.

Operate in Fast while you chip away at Slow.

— Nate

P.S. When you get Fast/Slow, Fast informs Slow and creates major efficiencies.

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