Key figures & process
Time-to-Hire
Also: Time to Hire · Time to Fill
Time-to-Hire measures the time from first contact with a candidate to signing the contract. It indicates the efficiency of the selection process; the related metric Time-to-Fill measures from the release of the vacancy.
Key Points
- Time-to-Hire counts from the first contact with the eventually hired person to the agreement/signature.
- Time-to-Fill counts from the release of the open position until it is filled—the two metrics are not identical.
- Long filling times cost twice: an unfilled position plus losing candidates to faster competitors.
- A swift, clear process is itself a competitive advantage in a labor shortage.
What does Time-to-Hire measure?
Time-to-Hire is the number of days between first contact with a candidate and the moment they accept (or sign) the offer. This metric evaluates how quickly and smoothly a company moves from an interesting profile to an offer. It is a direct indicator of the quality of the selection process and candidate experience.
Time-to-Hire or Time-to-Fill?
The two terms are often confused but measure different things. Time-to-Fill is from the perspective of the open position, Time-to-Hire from the perspective of the hired person.
Time-to-Fill
Period from the release of the vacancy until it is filled. Includes the time until suitable candidates are in the process.
Time-to-Hire
Period from first contact with the eventually hired person until their agreement. Evaluates the speed of the selection process itself.
How can Time-to-Hire be reduced?
Identify bottlenecks in the funnel
Make it visible in the recruiting funnel where the most time is lost (often: scheduling interviews, late feedback).
Agree on fixed response times
Clear service promises within the team, such as feedback within five working days, instead of informal processes.
Streamline decision paths
Fewer interview rounds, clear responsibility for the offer, structured evaluation instead of endless coordination loops.
Use pre-qualification
Active Sourcing and a maintained talent pool shorten the search because suitable people are quickly in the process.
Quick yes, but not hasty
Time-to-hire is only meaningful when combined with quality and retention. Speed records are of little use if the position is vacated shortly after.
Frequently Asked Questions
- What is a good time-to-hire value?
- There is no universal target value – it depends heavily on the industry, seniority level, and market conditions. Rather than a benchmark, it is more useful to compare with your own trends and competitors for the same candidates.
- Why is a short time-to-hire so important?
- Good candidates quickly leave the market. Those who take too long lose them to faster employers and incur the costs of unfilled positions. Speed is therefore a genuine competitive factor.