Recruiting strategy

10 ways to Reduce Time to Hire

Discover 11 effective tips to speed up your hiring process and reduce time-to-hire. Learn how to streamline recruitment, attract top talent, and enhance efficiency with actionable strategies, including leveraging AI technology from Kalent.


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The longer it takes to fill a position, the more it costs a company. Whether it is financial resources, reduced productivity, missed opportunities, or prolonged hiring processes, these delays impact your business's bottom line. The speed at which you can fill a position can make all the difference.

Understanding the Optimal Time to Hire

What is considered an optimal time to hire? This depends on the industry and specific role. Currently, the average time to hire is 44 days, yet many jobs remain vacant for months.

By tracking and optimizing time-to-hire metrics, you can overcome hiring challenges and enhance your recruitment processes. In this article, we'll explore why tracking time-to-hire is crucial and offer ten actionable tips to streamline your recruitment process.

Why Track Time-to-Hire Metrics?

Time-to-hire measures the total time it takes to fill a vacant position, from posting the job to the candidate accepting the offer. Monitoring this metric provides valuable insights that can transform your hiring strategy by:

  1. Measuring Efficiency: Assess how effective your current hiring strategies are and identify areas for improvement.
  2. Identifying Bottlenecks: Pinpoint stages where delays occur, allowing you to address underlying issues and streamline operations.
  3. Improving Candidate Experience: A quicker hiring process enhances the candidate experience, making top talent more likely to join your company.
  4. Enhancing Workforce Planning: Predict hiring needs and analyze historical data to ensure adequate staffing levels.
  5. Benchmarking Performance: Compare your recruitment process against industry benchmarks and best practices.
  6. Aligning with Business Goals: Ensure timely acquisition of skilled talent, aligning with broader business objectives.

How to Reduce Time to Hire: 10 Effective Tips

By implementing strategic tactics, you can significantly reduce your time to hire and attract top talent faster. Here are ten practical tips to help you streamline your recruitment process.

1. Use Kalent AI to Reduce Time to Interview

At Kalent, we have developed a recruitment copilot that significantly accelerates your "time to interview" with:

  • AI-Powered Matching: Instantly match your job postings with the most qualified candidates from a database of 900 million LinkedIn profiles.
  • Data Enrichment: Automatically enrich candidate profiles with detailed information including phone numbers, emails, CVs, and estimated salaries.
  • Multi-Channel Communication: Automate contact with candidates through LinkedIn, email, and WhatsApp using customizable templates and AI-generated messages.
Kalent Picture

2. Implement an Efficient ATS

An ATS automates and streamlines the recruitment process from job posting to candidate onboarding.


  • Saves Time: Automates manual tasks like resume sorting and candidate screening.
  • Improves Organization: Centralizes all candidate information for easy access.
  • Enhances Collaboration: Facilitates communication between hiring managers and teams.
  • Provides Insights: Tracks time-to-hire and identifies areas for improvement.

An ATS can help automate repetitive tasks such as resume parsing and candidate communication, aiding in the creation, management, and tracking of offer processes.

Analytic dashboards with metrics on sourcing, pipeline, historic data, and hiring plans make it easier to make informed decisions.

3. Utilize Pre-Employment Assessments

Pre-employment assessments are sets of questions or assignments included in the job application process.

They help evaluate a candidate's skills and knowledge specific to the job role, offering several benefits:


  • Identify Qualified Candidates: Assess necessary skills and competencies.
  • Focus Interviews: Spend more time with candidates who have demonstrated their capabilities.
  • Support Decisions: Provide valuable data to support hiring decisions and ensure objectivity.

How to Use Pre-Employment Assessments:

  • Choose assessments that align with the required skills and competencies outlined in the job description.
  • Communicate the purpose and format of the assessment to candidates so they can prepare.
  • Set a realistic timeframe for completing the assessment to avoid discouraging qualified applicants.
  • Keep the assessment relevant and concise.

4. Optimize Job Descriptions

Your job descriptions often give potential candidates their first impression of your company. A clear, concise, and informative description is crucial to attracting qualified talent who fit the role well.


  • Attracts Qualified Candidates: Clearly outlines responsibilities and required skills.
  • Simplifies Screening: Accurate descriptions make it easier to identify qualified candidates.
  • Showcases Company Culture: Highlights unique selling points to attract top talent.

How to Optimize Job Descriptions:

  • Avoid technical jargon and industry-specific acronyms.
  • Proofread, format, and style descriptions for readability.
  • Keep descriptions relevant and specific to the role.

Optimized job descriptions help build localized and branded career pages, advertise jobs across multiple job boards, and sync internal and external ads directly to your career site or webpage.

We made a full ressource to help you write the perfect job offer so you don’t have to !

5. Leverage Employee Referrals

Employee referrals are a valuable source of qualified candidates. Here’s why:


  • Better Fit: Employees understand your company culture and ideal candidate profile, leading to better fit and higher quality hires.
  • Higher Quality: Referred candidates tend to perform better on the job.
  • Faster Decisions: Existing relationships can expedite the interview process.

How to Use Employee Referrals:

  • Offer rewards for successful referrals, such as bonuses or recognition programs.
  • Streamline the referral process, making it easy for employees to submit and track referrals.

6. Conduct Structured Interviews

Structured interviews ensure consistency and objectivity throughout the hiring process.


  • Minimizes Bias: Evaluates all candidates based on the same criteria.
  • Efficient Evaluation: Standardized formats allow for easy comparison.
  • Clear Process: Provides a clear understanding of the interview process for candidates.

How to Conduct Structured Interviews:

  • Create a set of pre-determined questions aligned with the job description and required skills.
  • Establish a rating scale to objectively evaluate candidate responses.
  • Use structured candidate evaluations via customized interview scorecards.

7. Offer Competitive Compensation Packages

An attractive compensation package is crucial for attracting and retaining top talent. This includes a great salary, benefits, and incentives.


  • Reduces Attrition: Competitive packages reduce the risk of losing employees to competitors.
  • Increases Satisfaction: Enhances employee satisfaction and loyalty.
  • Boosts Employer Brand: A reputation for offering competitive compensation enhances your brand.

How to Offer the Best Packages:

  • Conduct market research to determine competitive salary ranges and benefits.
  • Tailor packages to meet the unique needs of your target candidates.

8. Build a Future-Proof Talent Pipeline

A talent pipeline involves proactively sourcing and engaging with potential candidates who may be suitable for future job openings.


  • Quick Fills: Tap into pre-qualified candidates to fill positions faster.
  • Relationship Building: Engage with candidates to keep them interested in future opportunities.

How to Implement:

  • Track and manage candidates interested in working for your organization.
  • Proactively source candidates through networking events, social media, and other channels.
  • Regularly communicate with pipeline candidates about job opportunities.

9. Implement a Collaborative Hiring Process

A collaborative hiring process involves multiple stakeholders in decision-making, bringing diverse perspectives and insights.


  • Diverse Perspectives: Multiple stakeholders provide varied insights.
  • Faster Decisions: Distributes tasks and responsibilities among team members.
  • Better Assessments: Allows for comprehensive evaluations from different angles.

How to Collaborate:

  • Use collaborative features like interview scheduling and candidate feedback tools to facilitate seamless communication among team members.

10. Provide Timely Feedback to Candidates

Prompt feedback keeps candidates engaged and informed, speeding up the hiring process and securing top talent.


  • Shows Respect: Demonstrates respect for candidates' time and effort.
  • Informs Decisions: Helps candidates make informed decisions about next steps.
  • Enhances Brand: Improves your employer's brand and reputation.

How to Provide Feedback:

  • Establish clear timelines for providing feedback at each recruitment stage.
  • Streamline the feedback process with features like automated interview review notifications reminding stakeholders to submit feedback.

Key Takeaway

Time-to-hire is one of the most important metrics to measure for improving your hiring process and attracting top talent.

Implementing these strategies can help you streamline your hiring process, enhance efficiency, and secure top talent faster.

Ready to transform your hiring process?

Schedule a demo of Kalent to start your free trial today and see how we can help you achieve faster and more efficient hiring.

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