Time to fill and time to hire are different metrics and are routinely swapped in the same conversation. This calculates both, and shows the gap between them. Every number on this page is calculated in your browser and never leaves your device.
One requisition can run long for reasons that say nothing about your process. Four quarters of your own data will. The HRAnalyst™ Workbook is a printable tracker for every calculator on this site, with the formula, the recommended cadence and space for four quarters. Join the list and we will send it, along with new calculators and workforce analytics as they publish.
Formula used
Time to Fill = Offer Accepted Date - Requisition Approved Date
Time to Hire = Offer Accepted Date - First Candidate Sourced Date
Time to Start = Start Date - Requisition Approved Date
All three results are whole days, and every difference is computed in UTC so a daylight saving change cannot move a figure by a day. If you leave the sourced date blank, time to hire reads n/a rather than zero, because a question you did not answer is not a measured zero. Dates entered out of order return an error instead of a negative number.
Time to fill measures your process from the moment the requisition was approved. It includes the time a role sat before sourcing began, which is often the largest part and the part nobody sees.
Time to hire measures the candidate experience, from first contact to accepted offer. It is a recruiter efficiency metric.
Time to start adds notice periods, which you do not control.
A short time to hire and a long time to fill means the delay is upstream of recruiting.
That folds a notice period you do not control into a number you are being measured on. Report time to fill and time to start as two figures, not one.
One hard to fill role hides behind twenty easy ones. This is why the multiple requisition mode reports the median and the range next to the average, rather than the average on its own.
That flatters the number. The roles that were hardest to fill are exactly the ones most likely to be canceled or reopened, so dropping them removes your worst cases from the count.
New Hire Turnover is coming soon. It pairs with this one, because a role filled quickly that empties again in six months was not filled well.
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