Even with advanced tools, many TA teams find themselves firefighting, closing roles quickly but not always sustainably.

The IT Firm’s Dilemma

At a mid-sized IT firm, the TA team was praised for speed—they filled roles within weeks. But attrition was rising. Within a year, nearly half the new hires had left.

The issue wasn’t filling seats. It was hiring the right fit.

1. Pressure to Close Roles Quickly

Speed becomes the only metric, sacrificing quality.

The fix: Balance time-to-fill with success metrics—such as retention after one year.

2. Over-Reliance on Resumes

Keyword matching misses deeper qualities like adaptability or problem-solving.

The fix: Introduce structured interviews, work samples, and role-play scenarios. Ask the candidates to write a cover note – Why are they interested in joining the organisation? Why do they think they are suitable for the role? You can even ask for a 30 seconds video asking them for a brief intro. 

3. Misalignment with Hiring Managers

Many TA teams and managers aren’t aligned on what success looks like.

The fix: Define role expectations upfront. Agree on the top three must-haves before sourcing begins.Collaboratively working with hiring managers gets you closer to the need as HR.

4. Candidate Experience Overlooked

Long silences and lack of updates push good candidates away.

The fix: Build simple communication routines—status updates, feedback, and realistic timelines.

Conclusion

A TA team’s role is not just to hire—it’s to build the right workforce. By balancing speed with quality, aligning with managers, and improving candidate experience, TA teams can become true strategic partners.