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Time to Hire

Written by

Tiffany Clark

Reviewed by

VidCruiter Editorial Team

Last Modified

Jun 27, 2024
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Time to hire is a human resources and recruiting term that refers to the amount of time that passes between the company’s initial contact with a candidate and the candidate’s acceptance of an employment offer. 


If a company experiences significant lag times between the initial contact and offer acceptance, it can indicate that improvements are needed in the hiring process. Carefully monitoring the time-to-hire metric will help identify inefficiencies. Then, teams can implement needed measures to boost productivity and eliminate hiring barriers. 


In some organizations, time to hire refers to the time that elapses between when a job is posted and a candidate has accepted an offer. 




For an example, it helps to examine the difference between the time-to-hire and time-to-fill metrics. The time-to-fill process begins as soon as a company’s HR or finance department approves the job (this is Day 1 of the time-to-fill process). Alternatively, the time-to-hire process begins with the first contact between the company and a qualified applicant (this is Day 1 of the time-to-hire process) and ends when the candidate accepts an offer of employment. 


Related Terms

Time to Fill

is a term that is frequently confused with time to hire, but these two metrics measure different things. Time to fill refers to the entire recruitment process, from the time the position is vacant, through job opening creation via HR, to hiring a qualified candidate. Time to hire refers to how many days it takes to hire someone once a qualified candidate is sourced and contacted. While time to fill is a long process, time to hire is typically measured in days rather than in weeks or months.
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