Time to Fill and Time to Hire
When it comes to hiring, time is of the essence. That's why we provide you with two important metrics to help you track your hiring process: time to fill and time to hire.
What is Time to Fill?
Time to fill is the number of calendar days between the job being opened and a candidate being hired. This figure is rounded to 1 decimal place. It is an important metric to track as it gives you an idea of how long it takes for a job to be filled.
What is Time to Hire?
Time to hire is the number of calendar days between the application being created and being moved to hired. This metric is also rounded to 1 decimal place. It helps you understand how long it takes for a candidate to go through your hiring process and be hired.
Will putting a job "On Hold" affect the Time to Fill/Hire?
Putting a job "on hold" will not change the Time to Fill or Hire metric. These metrics are calculated from the date the job is opened and when it it considered filled/hired.
How do we define a job's "opened at" time? Will closing and reopening a job affect these metrics?
Both Time to Fill and Time to Hire will always relate to the first time that a job was opened. If it was opened, closed, and then opened again, we'll ignore the second time it was opened. This ensures that the time to fill metric accurately reflects the time it takes to fill a job. If you want to reset these metrics, we recommend duplicating the job and opening the copy instead of the original.
How do we define when a candidate is hired?
We save when a candidate is marked as moved to the hired stage. We will always relate to the first time a candidate was moved to the hired stage. This ensures that the time to hire metric accurately reflects the time it takes for a candidate to be hired. If no hire is recorded, the days_to_hire value will be null.
What happens when reporting on a job with multiple headcounts?
If a job has multiple headcounts, the time-to-fill metric is an average of each of the individual hired candidates' time-to-fill values. For example, if the headcount is 2 and one person is hired a week after the job is opened and the other person is hired after 3 weeks, then the time to fill will be 14 days. If only one person has been hired so far, the time to fill will be 7 days.
What happens if I cancel my job? Will you still report on this?
We understand that sometimes things change and a job may need to be cancelled. However, we still report on any candidates who have been marked as hired, even if the job has been cancelled. This ensures that our metrics accurately reflect the time it takes for a candidate to be hired, regardless of any changes to the job status.
How can I retrieve Time to Hire metrics via the API?
For more advanced reporting or integration needs, you can retrieve time-to-hire metrics using the Pinpoint API. Here’s how:
Single Job Metrics: Use the job metrics endpoint to fetch the
days_to_hirevalue. This represents the number of days (rounded to one decimal) it took to hire for a specific job. If no hire is recorded, this value will be null.Aggregate Metrics Across Jobs: Call the aggregate metrics endpoint to retrieve the average
days_to_hire. This value is included in themeta.statssection of the response.Filter by Date Range: Apply the
application_hired_atfilter to scope the aggregate metrics to a specific time period. These API endpoints provide flexibility for analyzing hiring performance across different dimensions.
How can I access Time to Hire metrics in reports?
Time-to-hire metrics are not available in the interviewing templates. Instead, they are accessible through job-related base templates. To view these metrics:
Switch to a job-related base template in your reporting section.
Build your report using this template to include time-to-hire metrics. This approach ensures you can analyze hiring efficiency directly within the application’s reporting tools.