Time-to-fill refers to the number of days the process of filling a position in an enterprise took from the date when a job was posted initially to the date of the position’s acceptance by a new hire. This crucial HR metric is usually calculated as the average days when divided by the gross number of positions filled. The time to Fill metric is considered by organizations for externally hired jobs, as different procedures with various performance ranges entail the process of internal recruitment.
Measuring Time to Fill poses several benefits, such as:
When calculating Time to FIll, one must regard various metrics and organization’s and job position’s requirements. FOr instance, the process of hiring a senior data analyst will take longer than it takes to recruit a salesperson. Hence, the average time needed for hiring looks different for different departments and positions. The best practice suggests estimating this metric against similar departments and jobs, as it represents more precisely how long it takes to fill a vacancy in the organization.
The time to fill can be calculated:
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