How to reduce time-to-hire for specialist tech roles

How to reduce time-to-hire for specialist tech roles

Hiring for specialist ERP, Cloud, or digital transformation roles? You’re not alone, and the competition is fierce.

With demand outpacing supply in some tech specialisms, time-to-hire has become a critical metric for HR and talent teams. The longer it takes to hire, the higher the risk of losing top candidates or delaying critical projects. It also drives up costs ranging from extra contractor fees to lost productivity and diverted internal resources.

Here’s how you can reduce time-to-hire without compromising on quality.

1. Know your starting point

Track your data to speed things up. To cut your time-to-hire, you need to understand it first. Start by looking at analytics including: 

  • How long it takes to fill a role
  • How long candidates stay at each stage
  • How your process compares with competitors 
  • How fast are offers made after final interviews?
  • The ratio of strong to weak applications

Once you’ve got the data, focus on the biggest delays and find ways to fix them.

2. Identify and remove bottlenecks

Many hiring processes break down due to unnecessary steps or slow internal approvals. Start by reviewing your typical hiring timeline. Take time to consider:

  • Where are delays happening?
  • Are decision-makers aligned on job specs?
  • Are job requirements evolving mid-process?
  • Are hiring managers available and committed during key stages?
  • Is feedback being shared quickly after interviews?

Creating a clear hiring roadmap, with defined timelines and responsibilities, can help cut confusion and delays. Tools like shared dashboards or applicant tracking systems (ATS) also improve visibility and coordination across teams.

3. Skills-based hiring 

Skills-based hiring has grown as employers realise that formal qualifications aren’t always the best way to assess whether someone has the skills for the job. Last year, 84% of UK companies used skills-based hiring. Many employers today adopt some form of skills-based hiring, especially as more roles include AI and automation. Many hiring managers perceive it as an effective hiring strategy, from reducing hiring bias to realising that modern tech skills have been gained in real-world experience. 

A benefit of skills-based hiring is reducing the skills gap. Skills-based hiring uncovers hidden gems and reduces time spent on irrelevant profiles. Tech employers now prioritise transferable skills due to the industry's fast evolution. Hiring for mindset over qualifications is crucial. In tech, skills become outdated, making traditional learning less significant.

4. Streamline your interview process

Specialist tech candidates often have several assessment processes running at once. Long waits between stages or too many interview rounds can result in drop-offs. Where possible, simplify your process:

  • Block out interview slots in advance to avoid delays
  • Limit interviews to two or three rounds
  • Combine stakeholders into panel interviews
  • Set aside time for prompt feedback and decision-making
  • Share clear timelines with candidates upfront to manage expectations

When tech interviews are focused, structured and well-paced, you show respect for the candidate’s time and improve your chances of securing them.

Use automated technical assessments

Tools like coding challenges or AI-based screening platforms can test candidates’ skills, saving engineering teams hours of manual review.

Streamline your interview process

Replace multi-stage interviews with a single, well-structured session that combines technical and cultural fit assessments. Same-day feedback and fast scheduling keep skilled candidates engaged.

5. Improve collaboration with recruiters

Working with a niche recruitment partner such as NU Concept Solutions can reduce time-to-hire. This is especially true for hard-to-fill roles in ERP, Cloud, or digital transformation where strong communication is required both ways.

Be clear about must-have skills, desirable experience, team culture, and project context. A good recruiter won’t only send CVs; they’ll filter, assess, and guide candidates through the process, saving your team time.

At NU Concept Solutions, we specialise in placing high-quality tech professionals across ERP, loud and other transformation projects. Our recruiters understand the talent market and the technologies involved, so we can match you with the right people faster.

6. Improve your candidate experience

A positive hiring experience makes a big difference. Regular communication, clear expectations, and constructive feedback go a long way. Even if your chosen candidate accepts another offer, a good experience means they’ll take you seriously next time and may recommend others.

Strengthen your digital presence

Ensure your careers page and social media channels give candidates a smooth experience. Most candidates visit them more than once: once when they first see your job, and again before they accept an offer.

If the page doesn’t feel clear, welcoming, or convincing, they may drop out or turn down the job. Both will slow down your hiring, as fewer applicants means fewer interviews, and rejections mean starting the process again.

Write clearer job descriptions

Be specific about skills, knowledge, and experience levels. This attracts better-fit candidates and reduces back-and-forth.

Automate communication and scheduling

Applicant tracking systems (ATS) and recruitment CRMs can handle interview invites, reminders, and follow-ups, freeing up your team’s time.

Final thoughts

Reducing time-to-hire isn’t about rushing. It’s about clarity, focus, and partnering with people who understand the roles you’re hiring for. If your digital or Cloud projects rely on the right talent at the right time, a streamlined recruitment process is one of your most powerful assets.

Looking for support? Speak to our expert consultants at NU Concept Solutions today.

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