Time to fill

Time to Fill is a key recruiting metric that measures the number of calendar days it takes to fill an open position. It is calculated from the date a job is posted or approved until the day a new employee signs their contract.

Importance & Benefits

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This metric shows how efficient and responsive a company's recruiting process is.

• HR teams and recruiters use it to identify bottlenecks in the hiring process.
• Hiring managers can see which positions are harder to fill.
• Executives gain transparency on the predictability of new hires.

A low value indicates a fast hiring process, while a high value signals potential areas for improvement.

Note: “Always-open positions” (e.g., student assistants or call center roles) are usually excluded, as they can skew the metric.

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Formula:

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Time to Fill = Date of Hire – Job Posting Date

Example:

• Job posted: May 1
• Candidate signs contract: May 20
  ➡️ Time to Fill = 19 days

Benchmarks & Influencing Factors

• Average values: In Germany, the average Time to Fill is often between 30 and 40 days, depending on industry and level of the position.
• Factors affecting the metric:
  • Seniority of the position (specialist vs. executive)
  • Location and labor market conditions
  • Employer attractiveness
  • Efficiency of the internal recruiting process

Practical Tips for Optimization

• Build a talent pool: Pre-qualified candidates reduce time-to-fill.
• Automate processes: Applicant tracking systems speed up hiring steps.
• Clear job description: The more precise the role, the faster suitable candidates are found.
• Close collaboration with hiring managers: Clear communication shortens decision time
  
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Learn how CHROs leverage metrics like Time to Fill to optimize recruiting processes and make strategic HR decisions. here

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