Rivermate | Product owner - Andrew Simon

Global Work Glossary

How is time to hire measured and why is it significant?

Time to hire is a critical metric in recruitment, measuring the duration from job opening to new employee start date. This encompasses all stages of the hiring process, reflecting efficiency and the ability to secure top talent swiftly.

Defining Time to Hire

Time to hire quantifies the days taken to fill a vacant position, starting from its identification to candidate onboarding. It serves as a key indicator of recruitment process effectiveness, reflecting both efficiency and competency in securing suitable candidates.

Benchmarking Time to Hire

Benchmarks for time to hire vary across industries and job roles. For instance, recruiting a software developer may take around 30 days in the tech sector, while the hospitality industry averages approximately 20 days, and health services extend to around 49 days. These benchmarks guide expectations and highlight areas for improvement.

Importance of Tracking Time to Hire

Recruiters track time to hire to pinpoint bottlenecks, refine processes, and minimize hiring costs. Benefits include enhanced candidate experience, regulatory compliance, improved workforce planning, and strategic resource allocation.

Factors Influencing Time to Hire

Numerous factors impact time to hire, including job complexity, application volume, candidate availability, recruitment process efficiency, employer reputation, and technology utilization. Streamlining these aspects optimizes the recruitment timeline.

Tips to Optimize Time per Hire

  • Leverage Automation: Implementing recruitment software and automating tasks like resume screening streamlines workflows and enhances accuracy, reducing manual effort.
  • Target Passive Candidates: Engage with experienced individuals not actively seeking roles, tapping into a pool of high-quality talent often overlooked.
  • Utilize Pre-employment Assessments: Assessments provide valuable insights early in the process, aiding informed decision-making and expediting candidate evaluation.
  • Maintain Talent Hub: Curate a database of pre-screened candidates for future roles, fostering a pipeline of potential hires and facilitating quicker placements.

By adopting these strategies, recruiters enhance efficiency, improve candidate quality, and expedite the hiring process, ultimately driving organizational success.

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