Time to Hire

What Is Time to Hire?

Time to hire is the duration it takes to fill a job vacancy, from the moment the job requisition is opened to when the selected candidate accepts the offer and joins the organization. It's a key metric for measuring recruitment efficiency.

Why Is the Time to Hire Important?

The time to hire is more than just a number; it carries significant implications:

• Cost Savings: A shorter time to hire reduces recruitment costs, as vacancies are filled more quickly.
• Quality of Hire: Faster hiring doesn't necessarily mean better hires, but a prolonged process can lead to losing top talent to competitors.
• Candidate Experience: Lengthy hiring processes can frustrate candidates, affecting their perception of your organization.
• Business Impact: Delays in filling critical roles can hinder business operations and revenue generation.

Difference Between Time to Hire and Time to Fill

While both metrics relate to the recruitment process, they measure different aspects:

• Time to Hire: Measures the time from job requisition to candidate acceptance, focusing on the speed of candidate selection and decision-making.
• Time to Fill: Tracks the time from job requisition to the candidate's start date, encompassing the entire onboarding process.

How Do You Calculate Time to Hire?

Calculating the time to hire is straightforward:

Time to Hire = Date Candidate Accepted Offer - Date Job Requisition Opened

This calculation provides the number of days it took to fill the position.

What Is the Average Time to Hire?

The average time to hire varies by industry, role, and location. However, as of 2023, the global average time to hire typically ranges from 30 to 60 days.

How to Improve the Time to Hire

Enhancing your time to hire requires a strategic approach:

• Streamline the Hiring Process: Eliminate bottlenecks, automate administrative tasks, and optimize workflows.
• Use Technology: Leverage applicant tracking systems (ATS), interview scheduling tools, and AI-driven candidate screening to expedite the process.
• Clear Communication: Keep candidates informed at every stage, providing realistic timelines.
• Reduce Unnecessary Steps: Evaluate your recruitment process and eliminate unnecessary interviews or assessments.
• Leverage Employee Referrals: Encourage current employees to refer candidates, who tend to have shorter hiring cycles.

Can a Company Layoff and Hire at the Same Time?

Yes, companies can simultaneously lay off employees in certain departments while hiring in others. This strategic approach allows businesses to reallocate resources to areas with growth potential.

Time to Hire and Candidate Slate

A candidate slate is the pool of potential hires for a particular role. Monitoring time to hire can help ensure that the best candidates don't languish in the slate for an extended period.

5 Ways to Improve Time to Hire in 2024

• Leverage Data: Analyze past recruitment data to identify bottlenecks and streamline processes.
• Employ Predictive Analytics: Predictive hiring analytics can help identify top candidates quickly.
• Mobile Optimization: Ensure your hiring process is mobile-friendly to accommodate candidates' on-the-go schedules.
• Flexible Interviews: Offer virtual or off-hours interviews to accommodate candidates' availability.
• Continuous Feedback: Gather feedback from candidates and internal stakeholders to refine your recruitment process continually.

Why Should You Measure Time to Hire?

Measuring time to hire offers several benefits:

• Data-Driven Decision-Making: It provides insights to make informed decisions about process improvements.
• Cost Control: Reducing time to hire lowers recruitment costs and revenue losses due to unfilled roles.
• Candidate Experience: A swift and positive hiring experience improves your employer's brand.

Time to Hire Formula

The time to hire formula, as mentioned earlier, is:

Time to Hire = Date Candidate Accepted Offer - Date Job Requisition Opened

HR Metrics to Consider in Addition to Time to Hire

While time to hire is vital, other HR metrics provide a more comprehensive view of your recruitment process:

• Quality of Hire: Measures the effectiveness of your hires in contributing to organizational goals.
• Cost per Hire: Calculates the expenses incurred for each new hire, including recruitment and onboarding costs.
• Offer Acceptance Rate: Tracks the percentage of job offers accepted by candidates, indicating the appeal of your organization.
• Source of Hire: Identifies the most successful recruitment channels.