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Recruitment Metrics: Time to Fill

Time to fill is the number of days the position is posted to the time an applicant acknowledges an offer for employment. Read on to know more:

By mayank kejriwalPublished 2 years ago 3 min read
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If you are a recruiter then you should be aware of recruiting metrics. These are various measurements or analytics which are used to track the hiring success of your recruitment team and optimize the recruitment process along with it for an organization. When correctly used, these analytics or metrics help in evaluating the recruitment process and whether or not the organization is hiring the right people for the right positions. Time to Fill is an essential recruitment metric that countless organizations use this metric to measure the exact number of days it takes from a new job requisition being created and posted to when the offer was made and accepted by the candidate. This metric is typically used to measure the effectiveness of recruiters within an organization.

In other words, time to fill is the total amount of time that you need to fill a particular position. This recruitment metric helps you in planning your recruitment better and also it serves as a warning when your recruitment process takes too much time.

In simple words, time to fill can be defined as the number of days elapsed between the publication of a new job opening and getting an offer accepted by a suitable applicant.

The Time to fill metric can help you by being:

A critical recruitment metric to create a more informed and more accurate recruitment plan.

A key indicator to show that your job advertising isn’t working out

A pre emptive warning that you’re not sourcing quick enough

First of all, time to fill ought to never be mistaken for time to hire which tracks the time elapsed between a suitable applicant’s first contact (regardless of whether they apply or whether you source them) to their possible recruit and onboarding. This may appear to be a very minute distinction; however, it’s definitely not. One measurement is a reality check for what time the entire procedure is taking, while the other disclose to you how quick you move once you’ve discovered the correct applicant.

The principal function of time to fill is to educate the management into creating sensible business and recruitment plans. A little far too often, goal-oriented organizations run into issues by disparaging the time it will take to finish the whole employing process from opening a job opportunity directly through to getting an offer acknowledged. This underestimation can show development plans and moderate organizations down. Similarly, as we center around getting precise development conjectures for our business, we need an exact read on the average time to fill a position. Organization development should inform time to fill.

Why is Time to Fill Important?

For many companies, a low Time to Fill is very important in order to minimize the loss in production. Tracking Time to Fill can give you a very detailed and important insight into where the recruitment process is missing some key pieces or needs to be repaired and can also give you an insight to what the labor market is like in the current stage.

With Evalground’s dedicated ATS C-Track, it is very easy to measure important KPI’s like Time to Fill and take a quick look at your talent pipeline as well. We understand that some organizations measure Time to Fill in different ways, so we offer custom reports for you to measure your key recruitment metrics your way.

As a part of our recruiting metrics series, we’ll dive deeper into the difference between time-to-fill and time-to-hire, draw an outline on why they are important for your business plan, and explain to you.

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