Three Tips to Improve Your Time-to-Hire

Reduce Time-to-Hire for Better Candidates, Lower Costs, and Quicker Impact


A faster recruitment cycle puts an institution ahead of its competitors to hire the best available talent, keeps recruiting costs down, and lowers the impact of vacancies.

Time-to-hire, or the number of days from first contact with an applicant until you hire them, is a tool that can reveal inefficiencies within the recruitment process and help you identify areas to improve.

While the average time-to-hire varies by industry, HigherEd is currently on a slower recovery track in terms of hiring compared to other sectors. According to a 2020 report, the past year has seen a decrease in job openings and hires and an increase in layoffs and discharges across state and local education in the US, which means the fight for the best candidates has grown even more challenging.

That’s why is vital that your institution is agile enough to engage, evaluate, and onboard top candidates once they are identified. Delaying candidate engagement and taking too long to fill a role not only increases the risk of losing high-quality candidates, but also increases the cost-per-hire.

Here are three ways you can reduce time-to-hire.

Use an Application Tracking System

Moving away from a paper process or siloed processes to an Applicant Tracking System (ATS) should be the first step in improving time-to-hire. You might have digital records and various procedures for advertising job postings, receiving, tracking, and evaluating candidate applications, but if they are disparate systems, the time lost in translating information from one system to another can hurt your recruiting success.

An intelligent ATS can:

  • Seamlessly post a job, track applicants, and create a hiring proposal – without re-entering the same information into multiple systems or documents
  • Identify candidates that best suit the job requirement and automatically screen out unqualified applicants
  • Send out standardized communications to applicants to provide a better candidate experience
  • And provide data-backed insights to evaluate your recruitment process.

Use AI Interview Schedulers and Online Interview Managers

An ATS can help reduce the time applicants spend at the top half of the recruitment funnel, and an automated interview scheduler and online interview manager can get the candidates through the bottom half of the funnel much faster.

An AI-based interview scheduler can bring down the average time between outreach and interview confirmation to just a few minutes, which otherwise might take even days of follow-up. The scheduler can work over text messages or online chatbots, integrate with various calendar apps, and provide crucial timely updates and reminders. Having an automated scheduler can drastically improve your candidate show rates.

An online interview manager enables candidates to give video interviews at their own time and convenience. These can be one-way interviews, where the employers provide pre-determined questions and time limits within which the candidate can respond, or live two-way interviews between the candidate and the employer. One significant advantage of using such interview managers is that the employer can compare and evaluate candidates’ interviews at ease and have them reviewed by multiple people at their convenience, minimizing waiting periods between approvals.


Employ an Online Onboarding Solution

The recruitment process does not stop at the interviews but continues until the employee is onboarded and begins contributing meaningfully to the organization. Remember that the position’s vacancy costs keep accumulating till the employee settles into the role. So, the faster the candidate gets through the compliances, documentation, and training, the faster he or she can contribute to the institution’s revenue generation. An onboarding solution is made to address just that.

An intuitive onboarding solution eases employees’ first steps integrating into the organization by giving them direction and assistance for completing compliances and understanding their new workplace. It removes paper processes and helps reduce completion times for various processes through configurable workflows, checklists, and quick feedback mechanisms, all the while providing the HR team with oversight to monitor status. This helps free up hiring managers and HR teams from dispensing the same, templated information to multiple people and focus more on personalized, meaningful, development-driven activities.

Recruit Smarter, Not Harder

When you reduce your time to hire, you save money. You prevent top talent from going elsewhere, and you ensure a more engaging hiring process. The right tools can help you find the right candidates, faster.

PeopleAdmin offers these tools, build specifically for HigherEd needs and workflows. From an ATS for recruiting efficiency, to integrations with AI schedulers and interview tools, through to onboarding on beyond.

Schedule a demo today and let us show you how PeopleAdmin can ease your remote hiring process, help reduce your time to hire, and much more.