Time to Hire

What is Time to Hire?

Time to Hire is a recruitment metric that measures the number of days it takes from the moment a candidate enters the recruitment pipeline (e.g., applies for a job or is sourced by a recruiter) until they accept the job offer. It provides insights into the speed and efficiency of the hiring process from the candidate's perspective.

Key Aspects of Time to Hire:

  • Start and End Points:

    • Start: The date a candidate enters the recruitment pipeline (e.g., submits an application or is sourced by a recruiter).

    • End: The date the candidate accepts the job offer.

  • Purpose:

    • To measure how quickly an organization can identify and secure the right talent.

    • To analyze the efficiency of the decision-making and recruitment stages.

    • To improve the candidate experience by reducing unnecessary delays.

  • Factors Affecting Time to Hire:

    • Candidate Engagement: How quickly candidates respond to communications.

    • Interview Process: The number of interview rounds and scheduling delays.

    • Decision-Making: The time taken by hiring managers to finalize candidates.

    • Recruiter Efficiency: The effectiveness of recruiters in managing the hiring process.

Formula for Time to Hire:

Time to Hire = Date of Offer Acceptance−Date Candidate Entered the Pipeline

Benefits of Measuring Time to Hire:

  • Improved Candidate Experience: Faster hiring processes enhance the perception of the organization.

  • Increased Competitiveness: Speedy hiring helps secure top talent before competitors.

  • Process Efficiency: Identifies delays and inefficiencies in the recruitment stages.

  • Strategic Insights: Provides data to refine recruitment strategies and align with organizational goals.

How to Reduce Time to Hire:

  • Streamline Sourcing: Use advanced tools like AI-driven sourcing platforms to find candidates quickly.

  • Efficient Screening: Leverage automated screening tools to filter resumes and identify qualified candidates faster.

  • Flexible Interview Scheduling: Use scheduling tools to reduce delays in setting up interviews.

  • Improve Decision-Making: Empower hiring managers with data and frameworks for quicker decisions.

  • Build a Talent Pipeline: Maintain a pool of pre-qualified candidates for critical roles.

Time to Hire vs. Time to Fill:

While related, Time to Hire and Time to Fill measure different aspects of the recruitment process:

  • Time to Hire: Focuses on the candidate’s journey, starting when they enter the pipeline.

  • Time to Fill: Measures the overall recruitment timeline, starting from the job requisition approval.

Both metrics are crucial for understanding and optimizing recruitment efficiency, but Time to Hire emphasizes the speed of engaging and securing candidates.

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