Quality or efficiency? Never compromise when recruiting!

The debate between quality and efficiency is no longer relevant. Why?
Efficiency can not only increase speed, but also improve quality – if implemented correctly. Companies that still choose between ‘fast’ and ‘careful’ are playing an outdated game – and losing twice: in terms of top talent and innovative strength.

A look at data-driven HR teams shows that the most successful companies have long relied on automation and AI to increase both speed and precision. According to the Boston Consulting Group, companies that use AI-supported matching achieve a 25% higher match rate for new hires (BCG 2025). This means that efficiency and quality are not opposites, but two sides of the same coin.

In this article, you will learn how a modern recruiting strategy combines and harmonises these two goals. An approach that improves both the candidate experience and company performance in the long term.

‍

Recruiting under pressure: the new demands on HR

Recruiting has long been a strategic success factor. In view of the shortage of skilled workers and the declining quality of applications, HR departments are under enormous pressure. According to the StepStone Hiring Trends Index 2025, 81% of recruiters report a noticeable decline in the quality of applications over the last two years. This not only leads to slower hiring processes, but also to rising costs.

At the same time, HR departments have to achieve more with less. Budget restrictions are forcing them to optimise both the efficiency and quality of their processes. Companies that are successful in this area rely on structured, data-driven processes. This not only reduces time-to-hire by up to 30%, but also improves the quality of hires (StepStone 2025).

In short, HR must now more than ever think strategically, establish systems and have the courage (and expertise) to automate in order to meet the increased demands.

‍

Systematic process optimisation: where efficiency begins without compromising quality

Efficient recruiting is the result of well-designed processes. But this is precisely what many organisations lack. Instead of a consistent workflow, we encounter fragmented tools, media breaks and inconsistent responsibilities.

Efficiency does not begin with speed, but with structure. A well-orchestrated recruiting process makes everyone involved part of the whole – from the specialist department to HR operations.

A critical component here is a clearly defined job profile that includes not only professional qualifications but also cultural criteria. Working precisely here saves twice later on – through fewer misfits and more seamless transitions into the corporate culture and workforce.

Time can also be saved by involving hiring managers. Clear service level agreements (SLAs), transparent feedback cycles and predefined decision points avoid the classic ping-pong game that can cost weeks, especially when several decision-makers are involved.

Last but not least, onboarding is also part of the efficiency concept: those who plan in a structured manner during the selection process save induction time and improve retention. Good processes do not end with the signature.

In fast-growing companies with high recruitment volumes in particular, it is clear that process quality is not a question of company size, but of awareness. According to StepStone Hiring Trends 2025, companies with structured processes report up to 30% shorter time-to-hire times – with consistently high applicant quality (StepStone 2025).

Efficiency therefore does not start with the tool, but with thinking in terms of systems.

‍

Technology as an enabler: using automation and AI smartly in recruiting

The number of HR tech solutions available has exploded in recent years. But tools alone do not make for efficiency. What matters is how technology is used – and where it creates real added value.

Automation is particularly worthwhile for recurring and time-consuming tasks such as scheduling appointments, CV screening and reminder emails. When implemented correctly, these systems significantly reduce time-to-hire and noticeably reduce the workload for teams (Soben/Accenture 2023).

AI-supported pre-selection processes account for a growing share of this. Systems such as semantic matching algorithms recognise contexts, development potential and relevant skills that traditional filters cannot identify. According to BCG, AI-supported matching not only improves process speed but also increases the quality of the shortlist – especially in digitally dominated markets.

What many people underestimate is that automation can also improve the candidate journey. Intelligent chatbots answer typical questions directly. Automated appointment booking reduces friction. Dynamic interview guides help recruiters work in a more focused manner – without sacrificing the personal touch. And this is important, because the candidate experience is corporate culture in real time.

At the same time, according to an Accenture analysis, up to 85% of the companies surveyed have achieved noticeable efficiency gains through automation – with consistently high team satisfaction (Soben/Accenture 2023).

Market data also confirms this: almost half of HR managers plan to invest in new technologies in 2025 to increase both quality and efficiency (Gartner 2023). According to Bullhorn, 65% of personnel service providers in Germany already rely on modern recruiting technologies because they have a greater impact on success than company size or region (Bullhorn 2023).

Used correctly, technology is not a substitute for quality – it is an enabler. It creates space for what humans do better than machines: building connections, having conversations and shaping a vibrant corporate culture.

‍

Ensuring quality: How to improve the candidate experience despite scaling

Speaking of corporate culture: speed is good – as long as it doesn't come across as cold. The more digital the recruitment process becomes, the more important the human touch becomes. Candidates don't want assembly line communication. They want guidance, appreciation and clarity.

What defines quality in the candidate experience today? Clear communication. Quick responses. A transparent process. And contact persons who feel responsible. Smart tools such as chatbots with escalation logic or automated feedback loops can help make proximity scalable. But they cannot replace it entirely.

Timing is also part of the experience: if you don't get in touch for two weeks, you lose not only talent but also trust. Automated reminders and regular status updates help here.

According to LinkedIn Talent Solutions, a good candidate experience is one of the decisive selection criteria for 78% of candidates – even ahead of salary or location (LinkedIn 2025).

‍

Conclusion: The future belongs to those who can scale quality

Recruiting is at a turning point. Companies that understand that efficiency and quality are not opposites but reinforce each other will attract the best talent in the future. The combination of strategic process optimisation, targeted use of technology and an outstanding candidate experience makes the difference.

Those who manage to combine the human component with the advantages of automation will not only recruit faster, but also better. Ultimately, it is not about seeing efficiency as an end in itself, but as a means of getting the right people to the right place at the right time. One thing is clear: the future of recruiting belongs to those who scale quality without losing sight of the human factor.

Would you like to improve your recruiting processes and the candidate journey from the first touchpoint to successful onboarding? CareerTeam supports you with strategic expertise, digital solutions and a trained eye for finding the right talent. Together, we develop an approach that is not only more efficient, but also more personal, inclusive and future-proof. Get in touch with us – we look forward to hearing from you.

‍