Hiring is becoming more time-consuming and costly, according to a new survey by the consulting firm Robert Half.
In the survey of over 2,200 U.S. hiring managers, 93% reported the hiring process is taking more time than it did two years ago. According to survey participants, the aspects of the hiring process that take more time are:
Evaluating candidate applications (51%)
Checking references or conducting background checks (47%)
Scheduling and conducting interviews (43%)
“In today’s environment, companies need to strategically evaluate and streamline their hiring process — especially when staffing multiple roles,” Robert Half Operational President Dawn Fay said in a news release. “With more applications coming in for time-sensitive positions, hiring can feel overwhelming. A flexible staffing model that includes both permanent and contract talent can help meet immediate needs while keeping teams productive.”
Staffing Difficulties at Financial Firms
In the finance and accounting sectors, firms continue to have difficulty finding candidates with expertise in financial planning and analysis, financial reporting and technical accounting, business analytics, and tax. According to the report. 71% of finance and accounting leaders reported skills gaps within their department, and 72% of those said the negative impact of those gaps has increased in the last year.
Many firms are turning to contract professionals to address skills gaps and short-term needs, while some are implementing AI and automation capabilities to boost efficiency. The combination of digital tools and professionals with specialized expertise can help companies maintain compliance, manage evolving demands and sustain momentum on priority initiatives, according to the Robert Half report.
Many firms have so far failed to address critical succession planning needs, with 51% of company leaders reporting that have not identified a candidate to assume their role when they move on.
Firm leaders use different strategies to plan and manage talent pipelines, ensuring they have the right people for future needs and succession. Proactive building of a pool of pre-evaluated candidates includes:
Encouraging employee referrals: 43%
Working with talent solutions firms: 41%
Offering higher-paying entry-level roles: 38%
Providing mentorship programs: 35%
Mistakes Can Be Costly
U.S. companies have scaled back their hiring plans, with 57% of managers planning to grow their staffs in the second half of the 2025, a 63% decline from six months ago. But 92% say landing skilled talent remains a challenge.
And 30% of managers say they’ve made a mistake in hiring during the past two years. The most common missteps reported are failure to adequately assess technical skills (54%) and failure to evaluate a candidate’s fit with the company culture (46%). The mistake caused extra staff turnover, 57% said.
“In a market where there’s less margin for error, hiring mistakes can be detrimental to team morale and growth,” Fay added. “When existing team members need to compensate for lost productivity, it can lead to burnout, disengagement and employee turnover.”
To streamline hiring and avoid costly errors, Robert Half recommends that companies do the following:
Establish timelines: Before posting the job, set clear timelines and deadlines for the team. Employ effective communication to strategically plan and save time.
Leverage contract professionals: If hiring is too time-consuming, bring in specialized contract professionals. They can keep projects on time and help prevent overstress among your core team.
Partner with a staffing firm: A talent solutions company can streamline the hiring process and provide access to more candidates with the right skills — saving time and bringing in higher-quality.
