Time-to-Hire

Time-to-Hire is the number of days between when a job candidate applies (or is sourced) and when they accept a job offer. It reflects how efficiently a company identifies, interviews, and secures top talent. A shorter time-to-hire typically suggests an effective recruitment process, while a longer timeframe may indicate bottlenecks or inefficiencies that could lead to the loss of high-quality candidates.

Key Facts

• Recruitment Efficiency: Measures the speed and effectiveness of hiring workflows.
• Candidate Experience: Shorter time-to-hire often improves the applicant's perception of the company.
• Hiring Benchmark: Used by HR to assess and optimize the talent acquisition strategy.
• Risk of Talent Loss: Longer delays can result in candidates accepting offers from competitors.
• Tracking Tools: Often measured using applicant tracking systems (ATS) and recruitment analytics.

1. Why is time-to-hire important for employers?

It impacts the ability to secure top candidates quickly and affects productivity if roles remain unfilled.

2. What is considered a good time-to-hire?

It varies by industry, but generally, 20–30 days is seen as competitive in many sectors.

3. How is time-to-hire different from time-to-fill?

Time-to-hire measures the duration from candidate application to offer acceptance, while time-to-fill measures from job posting to new hire onboarding.

4. What factors influence time-to-hire?

Job complexity, decision-making delays, interview scheduling, and inefficiencies in recruitment processes.

5. How can companies reduce time-to-hire?

By streamlining interviews, using technology like ATS, pre-screening applicants efficiently, and maintaining a talent pipeline.