To identify the efficiency of the recruitment process you need to measure the amount of time needed to complete every step.

In our vision from a headcount need to having an employee there are some crucial events that can delay the process:

The time between every event is measured by a different metric:

1. Time to decide - the time between the manager identifies the need to recruit and the moment the manager submits a request. This metric is usually very difficult to measure. It is important to know the action time for every manager in cases when the employee informs firstly his direct manager about the intention to leave and only days apart informs the HR. The effort to measure this metric is so high so it is not advised to formally try to track it.
2. Time to approval - the time it takes for a hiring request to be approved.
3. Time to publish - the time it takes to post a job ad after the hiring request was approved.
4. Time to recruit - the time between the job ad is published and the moment the candidate accepts the offer. In this time frame usually happen a series of activities like: screening, multiple layer interviews, testing and assessment, etc. It is advised to measure also the time between this events.
5. Time to start - the time between the moment the offers is accepted and the moment the candidate starts as an employee.
6. Time to fill - the time between the hiring request approval and the moment the candidate accepts the offer.
7. Time to hire - the time between the hiring request approval the moment the candidates starts as an employee.