Time to Hire vs. Time to Fill & How to Measure

In the world of recruitment, understanding the difference between Time to Hire (TtH) and Time to Fill (TtF) is crucial for optimizing your hiring process and achieving recruitment success. While these metrics may sound similar, they focus on different aspects of the hiring journey. In this article, we will explore the difference between Time to Hire and Time to Fill and provide practical insights on effectively measuring and improving both.

Time to Hire:

Time to Hire measures the duration from when a candidate enters the recruitment process to when they accept the job offer. It is a crucial metric that assesses the efficiency of your hiring process in attracting and securing top talent. Here’s how you can effectively measure Time to Hire:

Start from the Moment of Application: Begin measuring the Time to Hire when a candidate submits their application for a position within your organization.
Include all Stages of the Hiring Process: Capture the time for activities such as resume screening, interviews, assessments, reference checks, and background checks.
Calculate the Offer Acceptance Time: Conclude the Time to Hire calculation when the candidate accepts the job offer and commits to joining your organization.

Time to Fill:

The Time to Fill recruitment metric focuses on the duration between the time a job opening is created and the time a candidate successfully fills it. Essentially this means that from the day there is a vacancy to the day there is a new employee in the role. However, some organizations will also include the time it takes to onboard the candidate. This metric assesses your organization’s ability to swiftly replace or add new members to the workforce. To effectively measure Time to Fill, consider the following:

Start from Job Opening: Begin measuring Time to Fill from when a position becomes available, whether due to an employee’s departure or new role creation.
Account for the Entire Recruitment Process: Include all stages of the recruitment process, such as posting the job, sourcing candidates, screening applications, conducting interviews, and finalizing the hiring decision.
Conclude when the Role is Filled: Time to Fill ends when a candidate is selected, accepts the offer, and officially joins the organization. Some organizations will include the onboarding process in their Time to Fill calculation. Measuring to this point helps employers account for new employees’ need to acclimate to the organization and role.

Effective Measurement Techniques for Time to Hire and Time to Fill :

According to Wokrable, most talented people are off the job market in 10 days. By tracking time to fill and time to hire Talent Acquisition teams can identify issues in the process and optimize the recruitment ROI. To measure the Time to Hire and Time to Fill accurately, consider the following techniques:

Utilize Applicant Tracking Systems (ATS): Implement an ATS to track and record key milestones and timestamps throughout recruitment. This enables data-driven measurement and analysis and minimizes the impact of tracking for the Talent Acquisition team and Hiring Managers.
Define Clear Start and End Points: Clearly define the starting and ending points for both Time to Hire and Time to Fill calculations to ensure consistency and accuracy in measurement.
Automate Data Collection: Leverage technology to automate data collection and streamline measurement processes. This helps eliminate manual errors and ensures real-time tracking.
Analyze and Identify Bottlenecks: Review the data collected regularly to identify bottlenecks and areas for improvement in your hiring process. This analysis can help streamline processes, reduce delays, and optimize recruitment efficiency.
Benchmark Against Industry Standards: Compare your Time to Hire and Time to Fill metrics against industry benchmarks to gain insights into your recruitment performance and identify improvement areas.

Concluding Time to Fill vs. Time to Hire & Measuring

Differentiating between Time to Hire and Time to Fill is crucial for effective recruitment management. By measuring metrics accurately and leveraging data-driven insights, organizations can optimize hiring processes, attract top talent, and reduce time-consuming delays. Embrace efficient measurement techniques, leverage technology, and continuously evaluate and improve your recruitment strategies to achieve optimal results in Time to Hire and Time to Fill.