This metric is also called ‘Time to Accept’. In other words, rather than start the metric calculation at the time of job publishing (time to fill), it measures the time it takes for someone to move through the hiring process after they’ve submitted their application. Time to hire refers to the number of days between the moment a candidate applies for an open position the moment the candidate accepts the job. This way, as companies assess the performance of a recruiter, TTF data will provide a baseline of evaluation and strategy.įor example, recruiters whose TTF number is better than the company average is outpacing their colleagues and adding value to the organization. TTF offers companies a realistic view of the amount of time it takes to bring in a new employee. TTF is typically calculated by the number of days between the initial publishing a job opening and the date of hire of the respective candidate. Time to fill (TTF) refers to the time required to identify and hire a new candidate.
Now, let’s take a more in-depth look at each: In terms of the most popular metrics, those include: Regarding the most common recruiting metrics, find an extensive list from Analytics in HR here. List of the most popular recruiting metrics
List of the most popular recruiting metrics.
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