Fast, reliable hiring does not happen by chance. It takes clear planning, strong communication, and a team that keeps things moving forward. From general labor to site leadership, filling positions quickly helps keep operations running smoothly and new sites launching on schedule. Maiko Joslin, Leadpoint鈥檚 Talent Acquisition Manager, explains how strong collaboration, streamlined processes, and well crafted job descriptions enable fast hiring.聽
What role does planning or forecasting play in speeding up your hiring timeline? Planning and forecasting are key to our hiring process, whether for general labor positions or management roles. Each site we partner with and every role we hire for has unique needs that we tailor our approach to. However, one thing remains constant: we are collaborative and plan ahead.
When we launch a new site, planning is even more important. HR, Operations, and our Corporate Administrative Team work together to make sure we are fully staffed for the go-live date. This requires our internal teams to be aligned so that we have the right people in the right roles, especially for onsite leadership positions. Good planning is what keeps a start-up smooth and on schedule. It involves fund allocation, recruiting techniques, the local candidate pool, and knowing how much time we have before the first working day.
For existing sites, we track daily labor reports to stay ahead of any gaps. General labor positions tend to have higher turnover, so we watch headcounts closely and anticipate openings before they happen. The sooner we know a role is going to be open, the faster we can fill it.
Internal promotion is central to our planning strategy. We actively observe and engage with our teams to help individuals grow into new roles when the time is right.
How do you align with hiring managers or clients to keep the process moving quickly? For new sites, we work with Operations Directors, Onsite Managers, and our customers to define exactly what we are looking for in each role. The specific skills or criteria we need can vary by customer and site, so it is important to be clear and detailed upfront. We also regularly check in to make sure everyone stays on the same page. If the criteria change or there is miscommunication, things slow down fast.
For general labor positions, we have streamlined our process for interviewing, hiring, and onboarding to take one to two days. This is possible because of the upfront work in identifying the roles that need to be hired and the required qualifications, as well as an onsite team that facilitates the process. Our in-person interviews, conducted by onsite leadership, include a site tour and a skills assessment that offers an honest look at the job. We keep interviewing until the site is fully staffed. Even then, we require each site to have a backup list of 10 to 15 candidates per shift. Everyone on that list knows exactly where they stand and agrees to it, so they are ready if an opening comes up later.
Good communication is key between our team and our clients. The client has access to a dashboard that is updated with hiring stats, including open positions and fill rates. This keeps everyone aligned and helps us make decisions quickly when needed.
Are there specific positions where you see the most need for speed, and how do you adjust your process accordingly? General labor positions require the most need for speed. If we do not have a strong workforce in place, we cannot support our customers the way we are committed to doing things. When I first got into this role, our process was not as efficient as it is today. The application process was long, and we required a resume for every position, which didn鈥檛 make sense for general labor jobs. Now, our application process is short, simple, and mobile-friendly. Resumes are not required for general labor positions.
We make scheduling easy and flexible with our candidates鈥� schedules. Our goal is to help candidates move through the process quickly and get to work sooner. We use tech tools and AI to schedule interviews fast, which improves the experience for both our internal team and applicants. When candidates go to book an interview, they can see a live calendar for the next two weeks and pick a time that works for them. Once they choose a time, our system syncs it automatically with our internal schedules. This saves everyone time and helps us keep things moving.
What early-stage practices set the tone for a fast and smooth hire? Job descriptions are important. We revamped ours to be shorter, to the point, and with the details our candidates care about. For example, for general labor positions, candidates want to know three things right away: What鈥檚 the pay? What are the shift hours? And how far is my commute? We make sure that information is front and center so people can quickly decide if the job is a good fit for them.
Although we do not require a resume for general labor positions; for skilled positions and management roles, we do ask for a resume and implement a 鈥�48-hour rule.鈥� If a resume matches what we are looking for, we reach out to candidates within 48 hours after their resume submission. If there is no site leadership, there is no direction. Onsite leadership roles are crucial and a top priority for us.
Another tool we use is Olivia, our chatbot. Olivia helps us answer common candidates鈥� questions on demand 24/7, 365 days a year. This technology improves candidate engagement by offering real-time responses and even allows them to schedule interviews. Interviews are confirmed automatically via text and by phone 24 hours prior by our recruiting team. Olivia provides application updates and real-time visibility to ensure candidates show up for interviews.
Having a good team makes a difference. While we use technology to help, we have found that a hybrid approach, combining technology and real people, keeps things fast while still maintaining a personal touch. We involve our entire hiring team early on, from the corporate office to onsite leadership, to ensure everyone is aligned on what we are looking for. This shared clarity helps us move quickly when good applications come in and maintains consistency for candidates. We want the entire process, regardless of who candidates work with, to reflect the same expectations, values, and energy. That consistency builds confidence not just in us as the employer, but also in the candidate.
What is the biggest lesson you have learned about making recruiting more efficient? The biggest lesson is to 鈥渒eep going.鈥� Do not give up on pushing the process forward, especially when things slow down. Recruiting is always changing, and your team needs to stay aligned with where it is headed. Our focus is on staying steady, clear, and committed to making progress each day.
Stay proactive by following up and keeping in touch with candidates. When you keep the ball rolling and communicate well, efficiency follows. We do not give up on good candidates. We keep them engaged and ready to step in when there is an opportunity.
Attracting Talent
Hiring is not just about filling positions. It is about finding the right candidates for each specific role and building a strong team that can operate safely and efficiently. Streamlined processes and smart use of technology do not just make recruiting more efficient, they also improve the candidate鈥檚 experience and lead to better hires. Data-driven strategies help companies save time, communicate clearly, and automate repetitive tasks to attract talent. With the right mix of planning, teamwork, and persistence, a quick process can also be thoughtful. Being proactive is key for hiring reliable workers and keeping sites on track. | WA
Maiko Joslin is Leadpoint鈥檚 Talent Acquisition Manager. Maiko manages Leadpoint鈥檚 recruiting team. She works closely with corporate, field, and site staff to develop strategic recruiting plans, implement recruiting programs, and manage the candidate pipeline. Maiko joined Leadpoint in 2018 as a shift production supervisor at a MRF but was quickly promoted to several operations and recruiting positions before earning her current role in 2022.
For more information, call (602) 431-0410, e-mail s[email protected] or visit .