Time to Fill

What Is Time to Fill?

Time to fill is often mentioned alongside time to hire – but there’s a difference.

Time to fill measures the number of days it takes you (or your HR team) to fill a job position. This is calculated from the day the job was posted until the day that the candidate accepts the offer.

Time to hire, on the other hand, is measured from when a new candidate is introduced into the pipeline right up until the point at which the job offer is accepted.

Time to fill is crucial for minimizing productivity loss.

How Do You Calculate Time to Fill?

There are a few ways that you can measure or calculate time to fill, but this one from geckoboard is simple to use.

( time to fill position 1 + time to fill position 2 + … + time to fill position n ) / # of roles recruited for in that time period = time to fill

Using the formula above, the average time it took to fill multiple roles.

Here’s how that would work:

Let’s say you had three roles to fill, and they took 25, 35, and 45 days to fill. The formula would be: (25+35+45)/3 = 35 days.

How Can You Reduce Time to Fill?

There are many ways you can reduce your time to fill – each time you bring the number down, you’re making your business and recruitment process more efficient and productive.

Here are a few ideas to help you reduce that time:

Keep your data up to date – if there are any candidates that you’ve flagged in the past as unqualified, make sure your data reflects this to keep your outreach more efficient.

Improve communication – this may sound obvious, but the more communication touchpoints you create, the quicker you’ll make hires. Don’t just stick to email, engage with candidates over social media, text message – or their preferred method.

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See our full list of over 50 Small Business Terms here. 

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