Time-to-fill states could be a great way to see where there are issues unnecessarily adding to the time it takes to fill positions.

Unfortunately, the traditional way to calculate time-to-fill usually fails to identify those issues. So you may be evaluated on a statistic that does not tell the whole story.

Typically, time-to-fill usually consists of only two data points only–when the requisition was approved (or something equivalent) and when the position was filled (offer made, or some equivalent).

There are many reasons this time-to-fill calculation most likely reflects an inaccurate picture of your recruiting success. For example,

• The requisition was approved yet it took several weeks for the recruiter to get critical information from the hiring manager.
• The job posting was basically the dry clinical job description, slowing down candidate flow and certainly not exciting the best candidates.
• Qualified candidates were presented, but for whatever reasons, the hiring manager wanted to see more before making a decision.
• There was significant lag time while recruiters were attempting to get feedback and/or decisions from hiring managers.

In the meantime, time-to-fill is rolling along, getting longer and longer and harder and harder to fix.

If you have experienced any of the above, you know adding more sourcing resources or new sourcing techniques will never make up for the delays caused by these situations.

There are 5 strategies (hacks to shorten your time-to-fill) in my new video master training for consultative recruiters. Check it out HERE

One bonus in the course is the Consultative Recruiter Handbook with word-for-word solutions to the 24 most time-wasting challenges you may be experiencing with your hiring managers. You’ll love having more influence with your hiring managers!