Phase 2

Recruiting

By Redaktion techport.ai, HR-Beratung · Last updated on 21 August 2026

Time-to-hire is usually measured from the job advertisement. The actual loss occurs beforehand: in the three weeks the manpower request waits for approval, and afterwards, in the two weeks between offer and signed contract, during which good candidates receive a second offer.

Recruiting is a six-stage process: Need, Approval, Advertisement, Sourcing, Selection, Offer. At each stage, companies lose time or people. We examine all six, measure where bottlenecks occur, and redesign the process so that it functions without heroic efforts.

Typical Problems

Personnel requirements are submitted by email, requested by phone, and approved by chance.
Vacancies are advertised, and then nothing happens. Anyone who does not apply does not exist.
Former applicants, interns and alumni are not recorded anywhere and are never contacted again.
Interviews are conducted without a guide. The most persuasive storyteller is decisive.
The applicant tracking system contains data from seven years ago, and no one knows if this is permissible.
The offer phase takes two weeks because three signatures are missing.

What we do in this area

We map your recruitment process from demand notification to the first day of employment, measure the lead time for each stage, and restructure approval, sourcing, selection and offering so that the process runs within the system. This includes the selection or configuration of the applicant tracking system, the involvement of managers, and a data deletion concept that complies with data protection regulations without loss of information.

Topics in this field

Applicant Data and Data ProtectionHow long can applicant data be stored? Deletion concept between AGG (General Equal Treatment Act) deadlines and GDPR (General Data Protection Regulation), consent for talent pools, rights of access and the role of the applicant tracking system.Selection and Aptitude DiagnosticsWhy 'gut feeling' in interviews is costly, how structured processes increase the hit rate, what legally applies to AI-supported screening, and how the works council co-determines selection guidelines.Personnel Request and ApprovalThe requisition process as an underestimated time sink: reporting a need, reviewing, approving, advertising. How a digital workflow saves weeks and integrates workforce planning.Sourcing Channels and Talent PoolsWhich recruiting channels truly deliver, how a talent pool is built and maintained in compliance with DSGVO (General Data Protection Regulation), why employee referrals often go unused, and how recruitment agencies are managed.

Frequently asked questions

What is a good Time-to-Hire?

The question is incorrectly posed unless you know where time is being lost. We measure each stage. After this, it is possible to determine whether approval, sourcing or the decision is the problem. A value of under 40 days for skilled workers is achievable in mid-sized companies if approval takes less than five days.

Is active sourcing worthwhile for a mid-sized company?

Yes, for positions that cannot be filled via advertisements. For everything else, a well-maintained talent pool is more cost-effective. The art is to differentiate between the two and not treat everything the same.

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