Time-to-hire is a recruitment metric that measures the number of days between when a candidate first applies (or is sourced by a recruiter) and when they accept a job offer. It reflects how efficiently an organization moves applicants through the hiring process.
Why Is Time-to-Hire Important?
- Efficiency indicator: A long time-to-hire may signal bottlenecks in recruiting, while a short one shows a streamlined process.
- Competitive edge: Faster hiring helps companies secure top talent before competitors.
- Candidate experience: Quick and transparent timelines create a positive impression of the employer brand.
Average Time-to-Hire
According to The Josh Bersin Company, the average time-to-hire reached 44 days in 2023. Industries with highly specialized roles, like energy and defense, can take more than 67 days to fill positions. While benchmarks vary, companies with shorter hiring cycles often gain an advantage in competitive labor markets.
Time-to-Hire vs. Time-to-Fill
- Time-to-hire: Days between a candidate’s application and their acceptance of the job offer.
- Time-to-fill: Total time a position remains open, starting from when the job is approved or posted until it’s filled.
Both metrics are used together to measure hiring effectiveness but provide different insights.
How to Calculate Time-to-Hire
Formula:
(Date of offer acceptance) – (Date candidate applied) = Time-to-hire
Example:
- Job posted: Day 1
- Candidate applied: Day 15
- Candidate accepted offer: Day 30
- Time-to-hire = 30 – 15 = 15 days
To calculate the average time-to-hire, add the results for all hires in a given period and divide by the number of positions filled.
Bottom line: Monitoring time-to-hire helps HR teams identify inefficiencies, improve candidate experience, and strengthen their ability to recruit top talent quickly.
