Understanding Recruitment Metrics: Time

time metrics
Views 333 views
How does a recruiter know that their work is really efficient? How can they tell that they’re not wasting time, energy, and resources? They have to measure their results; it is as simple as that. When used properly, metrics offer recruiters an accurate view of their work from an empiric and precise point of view.

This is the first of a series of three articles where we will cover the three main types of measurements that all recruiters must keep in mind when reviewing their results. The three articles will focus on measuring Time, Quality, and Costs. We’ll be starting with the easiest element to track: Time.

The most common metric used in this matter is Time to Hire (TTH), which in broad terms refers to the amount of time it takes the recruitment team to incorporate a new member into the company’s staff. This type of measurement also comprises the time it takes to complete any part of the process. This element can also referred to as “Speed Metric.” The most common unit to measure time for recruiters is business days.

Measuring time can help recruiters evaluate the success rate of their strategies by evaluating how time-effective they are. When a particular step of the recruitment process takes longer than it should by average standards, it means that there’s a problem that requires evaluation in order to alleviate that jam.

In many cases, companies reward recruiters based solely on the time it takes them to fill a position, in spite of the repercussions it might imply.

Some sub-categories in Time Metrics include:

• Time to Fill (TTF): It refers to the overall time it takes to fill a vacancy in a company. In most cases, the clock starts the moment a position becomes available and stops when a candidate is formally hired to fill it. However, some recruiters measure TTF from the moment the position is first advertised while others do it from the moment it is requisitioned.

• Time to Accept (TTA): When it comes to this type of measurement, due to it being a more specific aspect of the recruitment process, it is easier to determine, since the clock stops the moment the candidate accepts the job, whether they reached an oral or a written contract.

• Time to Start (TTS): In this case, the clock doesn’t stop when the candidate has accepted the job offer (when the position has been technically filled), but rather when the candidate actually starts working. Some factors that may come into play for this metric are the time it takes to train a new employee or other scheduling issues.

• Time in Workflow Steps (TWS): This aspect refers to the time a candidate spends in each of the steps of the hiring process. Although the steps can vary from one company to the next, the most common are application, screening, interviewing, and hiring. This measurement helps recruiters see which step is taking the most time to complete and evaluate how it can be improved in terms of speed and time.

Keep in mind that when you measure the time it takes to complete any step of the recruitment process, you’re only seeing how fast it is. Measuring only time or speed does not give you a clear image of the whole process. Think of each type of metric like a piece of a puzzle, you need all three to see the entire picture.

In the next article we’ll be going over Quality Metrics, so stay tuned!

Edu Rojas
Content Marketing Editor / NEUVOO