Measures the number of days between the job ad is posted on internal or external recruitment channels and the date the candidate accepts the offer.

Calculation steps:

1. choose a time frame
2. for each position identify the date the job ad is posted
3. for each position identify the date the candidate accepted the offer
4. identify the number of days between the two dates
5. average the number of days

Time to recruit = candidate offer acceptance date – job ad posting date

Depending on the recruitment process you can have some additional steps in this stage which require measuring:

• time to screen - the time dedicated to screen candidates
• time to phone screening - this step can include a phone interview and it is defined as the time dedicated to schedule the next step with the candidates that passed the initial screening
• time to test - depending on the level of the position this may be missing, may be present multiple times and can take different forms: psychometric testing, cognitive/numerical/logical abilities assessment, assessment center. It is advised to measure the time to set up testing (platforms, scheduling of consultants, etc.) the time to obtain testing reports/results, the average time for candidates to take the test.

Usually this type of granularity is obtained when using an Application Tracking System (ATS) and/or other platforms: recruitment managers, testing platforms, visualization platforms, etc.

Relevant dimensions: overall company, company levels, managerial and individual contributors, functional area, key jobs, department, job profile.