Streamlining Your Hiring Process: Time to Hire vs. Time to Fill
October 9, 2023
Streamlining Your Hiring Process: Time to Hire vs. Time to Fill
In the world of HR and business leadership, one common refrain I often hear is, "We need to reduce time to hire." It's a universal goal, but when I dig a bit deeper, I find that not everyone fully understands the distinction between "time to hire" and "time to fill." More often than not, the response I receive is, "We want to reduce both."
Fair enough. Let's break down these terms and explore the different approaches required to tackle each one effectively.
Time to Hire vs. Time to Fill: Definitions
Time to Hire: This metric measures the duration it takes from the initial contact with a candidate to the moment they accept an offer or, in some cases, when they start their first day on the job (Body in Seat - BIS).
Time to Fill: This metric, on the other hand, calculates how long it takes to fill an open job requisition with a suitable candidate who has accepted the offer or started working (also BIS).
Now that we have a clear understanding of these two metrics, let's dive into the strategies needed to reduce each of them.
Reducing Time to Hire: Identifying Bottlenecks
To decrease time to hire, your organization must pinpoint the bottlenecks and bottleneck stages in your hiring process. Often, applicant tracking systems fall short in providing a comprehensive view of how long candidates linger in various stages. Is the delay due to prolonged hiring manager resume reviews, or is it a result of scheduling challenges arising from interviewer conflicts? Without the right data, you won't be able to identify the precise process points where improvements are needed.
Reducing Time to Fill: Data and Qualitative Feedback
When aiming to reduce time to fill, the data mentioned for time to hire is still crucial. However, to address this metric effectively, you also require qualitative feedback from recruiters and hiring managers about the bottlenecks they encounter. These obstacles may include vague role expectations. It's possible that the recruiter and hiring manager aren't on the same page regarding the ideal candidate profile, or the hiring manager might need additional guidance on the qualifications necessary for both short and long-term organizational needs.
Seeking Expert Guidance
In both cases, Recruiting Foundations can be instrumental in helping you identify these bottlenecks and configuring your systems to provide the necessary insights into your process. Understanding your leverage points is essential to streamlining your hiring operations effectively.
While the desire to reduce both time to hire and time to fill is understandable, it's essential to recognize that each metric requires a distinct approach. By delving into the specifics of your hiring process and seeking expert guidance, you can effectively reduce these times and achieve greater efficiency in your talent acquisition efforts.
