One of the biggest challenges for hiring managers in developing a hiring strategy is not actually knowing whether it’s working.

You may notice issues such as delayed recruitment cycles or increased hiring costs, but you don’t always know the cause. Or, worse, you're missing out on opportunities to hire top talent, all of whom go to your competitors.  

Below, we compare each metric’s nuances and discuss using time to fill vs. time to hire. We also offer guidance for selecting the most appropriate metric for more efficient recruiting strategies. Let's get started! 

Table of Contents 

1. What Is Time to Hire? 
2. What Is Time to Fill? 
3. Comparing Time to Fill vs. Time to Hire 
4. Making the Choice: Time to Fill vs. Time to Hire Considerations 
5. Improve Your Time to Hire and Time to Fill 

What Is Time to Hire? 

Time to hire measures the amount of time between when a candidate applies for a position and when they accept the job offer. It assesses the journey a candidate undergoes within the hiring process. The steps in time to hire may include: 

1. Application submission 

2. Interview rounds 

3. Background checks 

4. Negotiation phase 

Time to hire shows how efficient your hiring process is. It provides insights into how quickly you identify, assess and secure suitable candidates. It starts when a candidate formally expresses interest in a job opportunity by submitting their application. From there, it includes every stage of the recruitment life cycle. 

The metric does not consider the time taken to create a job posting or planning before a position is open. Instead, it focuses solely on the time it takes to move a candidate through the hiring pipeline.  

Time to hire is a core performance indicator that reflects the efficiency of your recruitment strategy.  

• • A shorter time to hire signifies streamlined procedures, effective sourcing and sound decision-making.  
  • A longer time to hire indicates bottlenecks, inefficiencies or gaps in communication within the recruitment process. 

How Does Time to Hire Work? 

The calculation begins when a candidate formally applies for a position and concludes when they accept the job offer. The formula for calculating time to hire can be expressed as: 

Time to Hire = Date of Candidate Acceptance − Date of Application 

For example, let’s say a candidate submits their application on January 1st and accepts the job offer on February 1st. The time to hire would be 31 days. 

Benefits of Time to Hire 

Using the time-to-hire metric benefits your recruiting process in several ways: 

• • Measures efficiency: Time to hire serves as a quantitative indicator of the efficiency of your recruitment process. 
  • Creates a better candidate experience: A shorter time to hire contributes to a positive candidate experience by reducing waiting periods and demonstrating organizational responsiveness. 
  • Reduces hiring costs: Streamlining the process helps you save money on vacancy periods, productivity loss and recruitment expenses. 
  • Gives you a competitive advantage: Rapid hiring cycles enable organizations to secure top talent before competitors do, fostering a competitive edge in the market. 
  • Helps you adapt your hiring strategy as you go: Quick turnaround times in recruitment facilitate swift response to changing business needs and market demands. 

Recommended Reading: What You Need to Know About High-Volume Hiring 

What Is Time to Fill? 

Time to fill measures the duration from the job opening to the successful placement of the candidate. It includes time spent on the following: 

• • Sourcing candidates 
  • Screening applicants 
  • Conducting interviews 
  • Evaluating candidates 
  • Extending the job offer 

Time to fill evaluates how long your entire hiring process takes, and reflects how efficient your process is. It sheds light on how quickly you identify, attract, and onboard the best candidates. 

When you initiate a job opening, a time-to-fill metric tracks how long it takes until you hire a candidate. It's a critical metric for your company to monitor as it directly impacts your ability to respond to staffing needs. 

• • A shorter time to fill demonstrates streamlined procedures, effective candidate sourcing and a competitive edge in the market. 
  • A delayed or long time to fill is a red flag for bottlenecks, complicated processes or a negative candidate experience. 

How Does Time to Fill Work? 

You start with the job posting and end when you hire the candidate. The formula determines the number of days elapsed between the job opening and when the candidate accepts the job offer.  

Time To Fill = Date of Candidate Acceptance − Date Job Requisition Opens 

For example, if a job posting opens on March 1st, and the selected candidate accepts the job offer on March 28th, the time to fill would be 27 days. 

By tracking time-to-fill metrics, you gain valuable insights into the efficiency of your recruitment processes.  

Benefits of Tracking your Time-to-Fill Metric 

Using the time-to-fill metric benefits your recruiting process in the following ways: 

• • Resource allocation: Time to fill helps in allocating resources efficiently by providing insights into staffing needs and recruitment timelines. 
  • Improved planning: Time to fill facilitates better workforce planning by allowing organizations to anticipate staffing gaps and proactively address them.  
  • Employer branding: A shorter time to fill reflects positively on your brand. It signals to candidates that your company is efficient and responsive and values their time.  
  • Smarter decision-making: Time-to-fill metrics enable data-driven decision-making by providing insights into recruitment effectiveness. 
  • Organizational efficiency: Shorter time to fill leads to increased organizational efficiency, reducing recruitment cycle times. 

Comparing Time to Fill vs. Time to Hire 

Time to fill and time to hire are both metrics that recruiters can use to effectively track and analyze their recruitment processes. There is some overlap between the two, but there are many more differences between them.  

Key Similarities Between Time to Fill and Time to Hire 

Here are the primary ways that time to fill and time to hire are similar: 

• • Both metrics measure aspects of the recruitment process. 
  • They provide insights into the efficiency of the entire hiring process. 
  • Tracking time to fill and time to hire helps organizations assess their recruitment strategies. 
  • Both metrics involve tracking the duration of specific stages within the recruitment life cycle. 
  • They enable organizations to make data-driven decisions and optimize their recruitment processes. 

Key Differences Between Time to Fill and Time to Hire 

When comparing time to fill and time to hire, it's imperative to understand the crucial differences between these two metrics: 

• • Time to fill measures the duration from job requisition opening to candidate acceptance. Time to hire tracks from candidate application to job offer acceptance. 
  • Time to fill includes all stages of the recruitment process, from job posting to candidate placement. Time to hire focuses solely on the time taken for candidate evaluation and offer acceptance. 
  • Time to fill reflects the overall efficiency of the recruitment process, including sourcing, screening, interviewing and onboarding. Time to hire provides a narrower view of the selection process. 
  • Time to fill considers external factors such as market conditions and candidate availability, which may affect recruitment timelines. Time to hire primarily evaluates internal hiring practices and decision-making processes. 
  • Time to fill is influenced by organizational factors such as workforce planning and hiring strategies. Time to hire may vary depending on the complexity and seniority of the position being filled. 

Related Article: What to Do When a Candidate Fails a Background Check 

Making the Choice: Time to Fill vs. Time to Hire Considerations 

When considering whether to prioritize time to fill or time to hire metrics, assess your unique needs and organizational priorities. Time to fill offers a comprehensive view of the entire recruitment process, including sourcing, screening and onboarding. It’s important to track if you’re aiming to improve efficiency and candidate experience.  

On the other hand, time to hire focuses specifically on the selection process. It may be more suitable if you want to streamline specific aspects of recruitment. 

Consider factors such as budget, pre-hire assessment capabilities, implementation capabilities and organizational requirements when choosing which metrics to track. Ultimately, the best choice depends on your unique circumstances and strategic objectives.  

Trust Cisive to Improve Your Time to Hire and Time to Fill 

Wherever you land on the time to fill vs. time to hire debate, Cisive can help. Our advanced background screening services provide faster candidate evaluations and reduce your company's average time to hire while ensuring a thorough vetting process. Our analytics tools provide valuable insights into recruitment efficiency and candidate sourcing strategies.  

Are you ready to streamline your recruitment process and secure top talent efficiently? Start a demo or book a consultation with our experts today.