Data, insight and performance

The relationship between data, insight, and performance is crucial in recruitment. Data provides the raw information needed to analyze the hiring process. Visualizing this data with charts, and dashboards… makes it easier to spot trends, identify bottlenecks, and track metrics. This helps HR professionals assess recruitment efficiency and make informed adjustments, leading to streamlined workflows and better hiring results.

Why Time-to-Hire is important

Time-to-hire refers to the total duration from when a prospective candidate applies for a job until they accept the job offer. Below is the calculation formula:

Time to Hire = Day of Hire - Day of Applicant's First Contact

Example:

• The candidate applied on June 1st.

• The candidate accepted the offer on June 20th.

• Time to hire = 20 - 1 = 19 days

This metric is vital in gauging the efficiency of your recruitment process. Essentially, time-to-hire is measured by subtracting the day a candidate entered your recruitment pipeline from the day they accepted the offer.

Understanding the industry benchmarks for time-to-hire is crucial. According to a recent study, it takes employers an average of 44 days to make a hire. This extended duration can significantly impact your ability to secure top talent.

Some statistics:

• 44 days: Average time-to-hire across various industries.

• 30% of companies: Successfully fill a role within 30 days.

• 70% of companies: Take between one to four months to recruit.

In the fierce war for talent, a prolonged time-to-hire can mean the difference between landing your ideal candidate and losing them to competitors. As Alva Labs reports, only 30 percent of companies manage to fill a role within 30 days, while the rest may take anywhere from one to four months.

Hireforce analytics features

Hireforce's intuitive pipeline management system provides a clear visual representation of your hiring journey, allowing you to track candidate progress through each of your own customized hiring stages, for example: inbox, screening, interview, offer, and hired.

Understanding your Time to Hire

The Time to Hire tab in Hireforce provides a comprehensive analysis of your hiring efficiency, focusing on the time it takes to fill open positions and the candidate journey through your pipeline. Key metrics are presented as numeric values, providing actionable insights to optimize your hiring process.

Numeric metrics:

• Time to Fill: This metric represents the average number of days (rounded to one decimal place) it takes to fill an open job. It is calculated from the day the job is first published (including both Published and Internal statuses) to the day the candidate is moved to the Final stage).

• Time to Hire: This metric focuses on the candidate's journey. It reflects the average number of days (rounded to one decimal place) it takes for a candidate to enter your hiring pipeline and get hired (date of moving to the Hired stage).

• Time to disqualify: This metric reflects the average number of days (rounded to one decimal place) it takes to disqualify a candidate from the hiring process after they enter your pipeline. Analyzing this metric can help identify potential issues in the early stages of your process, such as unclear job descriptions or overly complex application steps.

Applicant details:

The Applicants section provides a table summarizing candidate details, offering a clear overview of all applicants for the specific report period.

Note on Open Date:

The Open Date reflects the very first time the job was published (either Published or Internal status) within your company account. Even if the job was closed and reopened later, the original Open Date remains unchanged. This ensures the Time to Fill metric accurately captures the total time it takes to fill a position from its initial launch.

Using data to inform your hiring team

By analyzing these metrics, you can:

• Identify bottlenecks: Pinpoint stages where candidates are spending excessive time, allowing you to improve efficiency and reduce delays.

• Optimize your process: Use the data to make informed decisions about improving candidate communication, streamlining interview schedules, and simplifying application processes.

• Track progress: Monitor changes in time-to-hire over time, assessing the effectiveness of your process improvements and ensuring ongoing optimization.

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