Time-to-hire measures the number of days from the point when a candidate enters your pipeline to the moment when the applicant receives the offer letter.
It is easy to confuse it with time to fill, and some people may even tend to use the terms interchangeably. However, the two are quite distinct and refer to different aspects of the hiring process.
Time to fill defines the time between the time when a recruiter posts a job opening and the time when a candidate accepts the offer.
Due to this fundamental difference, both these terms have separate and distinct uses. For instance, time to hire indicates the efficiency of the recruitment process and how fast the recruiters move when they see a qualified resume. On the other hand, time to fill is a metric that is most useful in business planning. Business leaders can look at the past data to determine realistic and reasonable timelines for their new plans.
The most obvious answer is yes, but it is not as simplistic. Especially if you work in an environment where speed is of utmost importance. For instance, technology businesses cannot jeopardize their projects because of the insufficiency of talent.
A lengthy screening or interview process may also cause disengagement with the applicants. They may lose interest in the position if they do not hear from the company for a long time.
However, recruiters and organizations should be looking at the bigger picture instead of one particular metric alone. Instead of looking at the time to hire in isolation, they should be asking if they are overlooking quality at any moment. Similarly, they should evaluate the possibilities of rushed decision-making in hiring.
Thus, we suggest taking a multi-pronged approach while evaluating time-to-hire.
Here is a simple formula that you can use to calculate this metric.
For greater efficiencies, it is advisable to break this formula into multiple stages. The time taken in each step will help in diagnosing the specific gaps and problems in your hiring process. For instance, the offer approval process may be taking too long, or the organization may have too many interview rounds.
For better judgment, it is advisable to represent the time taken in each stage as percentages. It will help you in determining the gaps and taking the necessary actions for strengthening your recruitment process.
Furthermore, a few positions in your organization may be more challenging to crack. For better understanding, you can filter out the data for different roles and departments. It will help in knowing the jobs that are hard to fill. The recruitment function can then devise appropriate strategies to tackle the problem at hand.
Ensuring the swiftness of response and a reasonable time to hire depends a lot upon the recruiter’s actions. Unfortunately, recruiters have a lot of logistical and manual tasks that slow down their productive outputs. They are deluged with operational tasks such as generating offer letters, scheduling interviews, and screening the applications. Then where does the answer lie, you ask?
Well, the real solution lies in using technology to speed up your recruitment process. It will also allow the recruiters to contribute more to the qualitative aspects of their job.
Here is how you can automate the application process and reduce your time to hire.
Time-to-hire is a crucial index to assess the performance of your recruitment function. It can tell you what is right and what is not. As important as it is to measure time to hire, it is equally vital to get a complete picture by understanding where the other metrics stand.
To sum it up, automation can effectively improve this metric and fill the gaps in your hiring process. The best practices stated in this article are useful for measuring the metric correctly. They will also help in reducing it to optimize your hiring process.
By following them, you can ensure that the hiring function responds to the business needs with precision and the right controls.