Time to Fill
Time to Fill measures the length of time that your entire recruitment process takes to fill a role, which can be used as a benchmark for planning purposes.
Time-based metrics are vital in the modern recruitment process...
...since they provide valuable insights into the time you will likely need to fill vacant positions. They can also be used to spot issues and bottlenecks in your process. Time to Fill should cover the entire time between creating a new vacancy through to the selected candidate’s first day on the job. It’s important to be consistent in how you measure time-based metrics, so standardise your start and end points for Time to Fill and then stick to it.
How do you calculate Time to Fill?
Ideally, you will be able to track when a Job Requisition (Request to Recruit) was first raised and use this as your starting point. If you have a manual or off-line requisitions process, this may not be practical in which case choose the next earliest date that you can consistently track, perhaps the date the job was entered into your ATS or first advertised. For your endpoint - you may prefer to end your calculations at the date the successful candidate accepted the offer.
Once you have tracked Time to Fill against a suitable number of jobs you can start calculating averages. To do this add up all your Time to Fills and divide by the number of positions filled
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Having full insight into all aspects of your recruitment process is vital in the quest for hiring perfection. Download the full Recruitment Metrics Cookbook today and get access to an extensive list of metrics and how to calculate them.
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