Essential Time To Hire Metrics

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In today’s rapidly evolving business landscape, time-to-hire metrics hold significant importance for organizations of all sizes. As competition for top talent grows increasingly fierce, the ability to efficiently find, assess, and onboard new employees can have a profound impact on a company’s productivity, innovation, and bottom line.

In this comprehensive blog post, we will delve into the crucial time-to-hire metrics that play a pivotal role in determining the effectiveness of your recruitment process, offering insights and strategies for optimizing these metrics to ensure that your organization remains competitive, agile and positioned for success in the ever-changing world of work.

Time To Hire Metrics You Should Know

1. Time to Fill

This metric measures the number of days from when a job opening is first posted until the day the offer is accepted by the candidate. It helps organizations understand the average timeframe required to recruit and hire new talent for a position.

2. Time to Accept

This metric measures the number of days between presenting a job offer to a candidate and the candidate’s acceptance. This indicates the effectiveness of the offer negotiation process and the candidate’s interest in joining the organization.

3. Time in Interview Stage

This metric tracks the number of days candidates spend in the interview phase, from the first interview to the final one. A longer duration may indicate a need to streamline the interviewing process or review the effectiveness of interviewers.

4. Sourcing Channel Time to Hire

This metric compares different sourcing channels by calculating the average number of days from the first candidate touchpoint to hire. It helps organizations identify the most effective sourcing channels.

5. Time to Productivity

This metric measures the amount of time it takes for a newly hired employee to become fully productive in their job. It is the period between the employee’s start date and the point at which they meet desired performance expectations.

6. Application Completion Time

This metric measures the average amount of time it takes candidates to complete and submit their job applications. A longer completion time may suggest a need to simplify or streamline the application process.

7. Time to First Contact

This metric tracks the number of days between a candidate’s application submission and the first contact from the recruiter or hiring manager. A shorter time ensures that top candidates don’t lose interest in the opportunity or accept a different offer.

8. Time to Offer

This metric measures the number of days between the final interview and when a job offer is presented to a candidate. A shorter timeframe can help companies secure their preferred candidates before they accept other offers.

9. Time to Onboard

This metric measures the amount of time it takes for new hires to complete their onboarding process and fully integrate into the workplace. It helps companies assess their onboarding strategies and make improvements if needed.

10. Time to Reject

This metric measures the average time it takes an organization to reject a candidate after they have applied for a position. A shorter time to reject helps keep the hiring process efficient and minimizes the time candidates await feedback.

Time To Hire Metrics Explained

Time to Hire Metrics are crucial for organizations to assess and optimize their recruitment and hiring processes. Time to Fill, for example, helps businesses understand the average time needed to find and hire suitable candidates, while Time to Accept highlights the efficacy of the negotiation process and gauges candidate interest in joining the organization. Time in Interview Stage provides insights into the interview process, prompting potential areas of improvement, whereas Sourcing Channel Time to Hire identifies the most efficient candidate sourcing methods.

Time to Productivity indicates how long it takes a new employee to reach their desired performance level, with Application Completion Time shedding light on the user-friendliness of the application process. Time to First Contact helps maintain candidate interest by tracking recruiter responsiveness, and Time to Offer ensures companies can swiftly present offers to secure their top choices. Time to Onboard measures the success of integrating new hires into the workplace, while Time to Reject helps maintain hiring process efficiency by quickly providing feedback to applicants. These Time to Hire Metrics are essential in creating a streamlined, effective, and candidate-friendly recruitment process.


In conclusion, understanding and utilizing Time to Hire metrics is crucial for businesses to optimize their recruitment processes, save costs, and secure top talent efficiently. By keeping a keen eye on these metrics, organizations can identify any bottlenecks, streamline practices, and make data-driven decisions to enhance their talent acquisition strategies.

Ultimately, embracing Time to Hire metrics and refining recruitment procedures will not only improve the quality of the workforce but also contribute to the company’s overall growth and success. So, it is indeed high-time for businesses to make these metrics a central part of their recruitment toolbox.


What are 'Time to Hire Metrics' and why are they important in the recruitment process?

Time to hire metrics are the measurements used to evaluate the efficiency and effectiveness of the hiring process in an organization. They include key performance indicators (KPIs), such as the duration between the job posting and hiring decision or the time between the receipt of application and the offer acceptance. These metrics help businesses identify areas for improvement in recruitment strategies, like optimizing hiring channels or streamlining the interview process.

What factors can impact a company's time to hire metrics?

Some common factors that impact time to hire metrics include the complexity of the job, the number of applicants, the company's brand reputation, the efficiency of the hiring process (such as the number of interviews and decision-makers), and the availability of qualified candidates. External factors like economic conditions and industry trends can also influence these metrics.

How can a company reduce its time to hire without compromising the quality of candidates?

Companies can reduce time to hire by streamlining the recruitment process, making use of online assessments and pre-screening tools, providing clear job descriptions to attract the right fit candidates, and improving collaboration among team members and decision-makers. Additionally, using data-driven recruitment methods can help ensure that qualified candidates are identified and engaged efficiently.

How can technology contribute to the improvement of time to hire metrics?

Technology plays a key role in improving time to hire metrics by providing advanced tools that automate repetitive recruitment tasks, like resume screening and application tracking. Applicant Tracking Systems (ATS) help manage and prioritize candidates effectively, while Artificial Intelligence (AI) platforms offer capabilities like smart-matching of resumes to job descriptions. Furthermore, video and social platforms can enable seamless communication between recruiters and candidates throughout the hiring process.

How does time to hire metrics differ from time to fill metrics?

Time to hire metrics focus on measuring the efficiency of the recruitment process, starting from when a job opening is created until an offer is accepted by a candidate. On the other hand, time to fill metrics measure the time it takes for an organization to fill a vacancy, from the moment the job is posted until the new employee starts working. While time to hire metrics mostly evaluate the effectiveness of recruitment strategies, time to fill metrics focus on the overall duration it takes for a position to be filled.

How we write our statistic reports:

We have not conducted any studies ourselves. Our article provides a summary of all the statistics and studies available at the time of writing. We are solely presenting a summary, not expressing our own opinion. We have collected all statistics within our internal database. In some cases, we use Artificial Intelligence for formulating the statistics. The articles are updated regularly.

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