Despite leaps and bounds made in technology, hiring today is harder than ever. According to research from the Josh Bersin Company, the average time-to-hire across industries has stretched to 44 days, and many roles may take even longer than that to fill.
In a market where speed and experience are everything, organizations need tools that not only track candidates’ progress, but also actively improve the process, for both prospective employees and those responsible for onboarding them.
Infor Talent Acquisition (Infor TA), a critical component of the Talent Management module is built to do exactly that. From streamlining recruiting operations to supporting strategic sourcing and improving the experience for both candidates and hiring teams, Infor TA offers a wide range of capabilities.
But with a tool that can do so much, it can be difficult to know how to begin using it.
Whether you’re implementing it for the first time or trying to get more from what’s already live, we’ve outlined five initiatives below to help you get more value from Infor TA, while laying the groundwork for long-term success.
1. Customize Job Applications to Fit Candidate & Role
One-size-fits-all job applications often create friction and slow down the hiring process, especially in environments with a wide variety of roles and hiring needs. With Infor TA, organizations can configure applications by job type and/or candidate type.
For example, presenting a short, mobile-friendly application for hourly or seasonal roles, and a more detailed internal application for more experienced, strategic positions.
This flexibility makes the application experience more relevant and accessible, helping to reduce candidate drop-off and improve early-stage data quality. It’s a quick win that has a measurable impact on your applicant funnel.
2. Build Workflows That Reflect How You Hire
While many organizations follow similar hiring patterns, no two workflows are identical. Infor TA supports your unique processes with fully configurable hiring workflows that reflect how your teams actually operate.
With Infor TA, your teams can create unlimited step types, tailor actions by requisition, department, or job type, and dynamically change application steps as candidates progress through the funnel.
Workflows for job fairs or evergreen sourcing can look entirely different from those for executive searches, with permissions, visibility, and disposition reasons customized at the manager level. You can even move candidates between requisitions and manage steps via an intuitive drag-and-drop interface.
For teams previously constrained by rigid processes, Infor TA’s workflow capabilities can streamline the hiring process.
3. Standardize Approvals with Requisition, Offer, & Hire Templates
Delays in approvals can stall even the most efficient hiring process. Infor TA offers configurable templates for requisition approvals, offer letters, and hiring decisions—each designed to align with your organization’s structure and internal policies.
Automating these steps helps eliminate reliance on email threads, ad-hoc follow-ups, and inconsistent review practices.
With standardized templates in place, you improve governance, remove bottlenecks, and give talent acquisition teams the clarity and confidence to move forward quickly and compliantly.
4. Let Candidates Take Control of Interview Scheduling
Coordinating interviews can be one of the most time-consuming tasks for recruiters, especially when multiple stakeholders or time zones are involved. Infor TA solves this with self-scheduling functionality that allows candidates to book interview times based on predefined availability that they choose from through an intuitive calendar interface.
This flexibility helps move candidates through the hiring process faster, accelerates time-to-interview, and cuts down on administrative workload for recruiters and hiring managers alike.
For high-volume hiring environments, it’s a significant efficiency gain that also helps you compete for talent more effectively.
5. Save Candidate Searches for Strategic Sourcing
Hiring teams often have a set of qualifications they’re looking to find when sourcing candidates. To save them time while searching for the right talent, Infor TA allows recruiters to save search parameters. That means filters, job families, descriptions, and time-based criteria can be logged, giving time back to teams by allowing them to quickly revisit and refine candidate pools over time. This turns a one-time search into a long-term sourcing asset.
For organizations with recurring hiring needs or a focus on talent pipelining, saved searches reduce manual effort and help recruiters maintain continuity. It’s a simple but powerful way to make sourcing more proactive, repeatable, and data driven.
Get More Out of Infor Talent Acquisition with RPI
Infor Talent Acquisition is designed to support both hiring teams and candidates. When used effectively, it empowers teams to do their jobs more confidently while helping your organization compete for top talent. It lays the foundation for building hiring processes that truly work for your unique needs.
But knowing what to turn on, what to change, and when to do it can feel like a project all on its own. That’s where RPI comes in.
Our team of HCM consultants helps clients make smart decisions about where to focus first and how to build a roadmap for Talent Acquisition that scales with your Infor CloudSuite system.
Whether you’re implementing for the first time or optimizing after go-live, we can help you unlock more value with less guesswork. Contact us below to learn more.
