{"id":999881691,"date":"2018-03-08T15:20:00","date_gmt":"2018-03-08T15:20:00","guid":{"rendered":"https:\/\/dice.npgdev.com\/?p=454187939"},"modified":"2018-03-08T15:20:00","modified_gmt":"2018-03-08T15:20:00","slug":"should-you-use-time-to-hire-as-a-tech-recruiting-kpi","status":"publish","type":"post","link":"https:\/\/dice.npgdev.com\/hiring\/recruitment\/should-you-use-time-to-hire-as-a-tech-recruiting-kpi","title":{"rendered":"Should You Use &#8216;Time to Hire&#8217; as a Tech Recruiting KPI?"},"content":{"rendered":"<p>\u201cTime to hire\u201d is one of the gold-standard recruiting KPIs, but in the past few years, there\u2019s been some pushback in the industry around its viability as a metric, especially in tech recruiting.<\/p>\n<h3><strong>The Main Argument<\/strong><\/h3>\n<p>The supporting argument is a logical one: If you value \u201ctime to hire\u201d above all else, does that mean you\u2019re potentially rushing hires? And if you\u2019re rushing hires, are you getting the talent you need for the specific tech projects on your road map? Wouldn\u2019t a 12-day fill who\u2019s going to knock it out of the park be better than a six-day fill who will mostly putter around and not excel? In short: if the focus is insanely on \u201ctime to hire,\u201d are we in turn sacrificing the potential to hire \u201cA\u201d stars. There\u2019s a complex picture around \u201ctime to hire.\u201d If we really want to focus on crushing this goal in recruiting, then the overall metric should be <em>decreasing<\/em>. In reality, it\u2019s <em>increasing<\/em>. For example, while data on \u201ctime to hire\u201d in Q2 2018 varies, the average vacancy duration for jobs across all U.S. industries continues to climb. It currently stands at 27.9 working days, up from 15 in 2009, according to <a href=\"http:\/\/dhihiringindicators.com\/wp-content\/uploads\/2018\/02\/2018-02-DHI-Hiring-Indicators-Report-FINAL-1.pdf\">DHI-DFH Measure of National Mean Vacancy Duration.<\/a> If the metric has declined that much, is it really the right one for us to even be tracking?<\/p>\n<h3><strong>Let\u2019s Start with Why It Still Matters<\/strong><\/h3>\n<p>Tech road maps are complex. They\u2019re a series of moving parts, and oftentimes, \u201cB\u201d (a project) can\u2019t happen until \u201cA\u201d (another project) is completed. But \u201cA\u201d requires a specific coding or database skill, such as <a href=\"https:\/\/www.dice.com\/career-advice\/dice-report-fastest-growing-tech-skills-2017\">one of the fastest-growing tech skills, for example.<\/a> If that skill isn\u2019t on board in time to get \u201cA\u201d rolling, then \u201cB\u201d is pushed back, which means cost overruns. Cost overruns are tied to delays, and delays mean the end customer\/client of the company isn\u2019t getting access to some feature or resolving some bug. That decreases customer experience, which is going to be a revenue hit. When you fail to focus on \u201ctime to hire,\u201d you can create a whole host of additional problems. It is important to fill tech roles quickly; your budgets often directly depend on it.<\/p>\n<h3><strong>No One Metric Should be Elevated Above All Others<\/strong><\/h3>\n<p>\u201cTime to hire\u201d is very important in tech recruiting, but it\u2019s not the only metric that should be considered. Ideally, what you\u2019re looking for are the best possible candidates (not rocket science, right?). So \u201cthe best possible candidate\u201d (i.e., quality of hire) is a mix of:<\/p>\n<ul>\n<li>Skill set.<\/li>\n<li>Background and past projects.<\/li>\n<li>Fit with the team.<\/li>\n<li>Fit with the manager.<\/li>\n<li>Ability to work independently.<\/li>\n<li>Adherence to deadlines.<\/li>\n<\/ul>\n<p>The list goes on. \u201cBest possible candidate\u201d is a complex intersection. It does not always mean \u201cfastest candidate acquired\u201d: if the vetting process weakens at all, that can result in someone who won\u2019t contribute in a meaningful way.<\/p>\n<h3><strong>Weird Science<\/strong><\/h3>\n<p>With data on your most successful current employees, you can define more easily what a quality hire might look like. Take gender and other diversity factors into account, as well; you don\u2019t want to be a tech company where everyone looks and thinks the same. But once you\u2019ve decided on an ideal mix of work style, experience, and \u201csoft skills\u201d such as self-awareness and ability to be managed, you know who to target. Metrics still matter, of course, but proper targeting is going to yield the talent you need to go above and beyond anyone you\u2019re competing with. Now you can marry the two ideas together:<\/p>\n<ul>\n<li>Speed<\/li>\n<li>Getting the best talent<\/li>\n<\/ul>\n<h3><strong>What are You Going to Do About It?<\/strong><\/h3>\n<p>This is the general approach to follow: <strong>Consider a headcount committee: <\/strong>This would be a committee comprised of mid-levels and executives from different departments. They meet every other week to review headcount requests. Why is this important? Because in many organizations, headcount can be granted via a political process, with hiring managers closest to the decision-makers. Headcount needs to be tied 100 percent to business need, and a multi-department committee should be evaluating that. <strong>Bolster hiring manager\/recruiter relationships: <\/strong>Hiring managers should be required to create a one-page document about what they need from the role, daily responsibilities, importance to the team, etc. This can be corollary to the job description, but isn\u2019t the job description; it\u2019s a way for the hiring manager to flesh out what they need and go over what\u2019s truly important with the recruiter. This will give the recruiter more context, and a higher-context search leads to more qualified top-of-funnel sourcing, which will reduce \u201ctime to hire.\u201d <strong>Increase proactive recruiting: <\/strong>This is more about building a pipeline as opposed to simply filling open reqs; some of the most successful corporate tech recruiters in the world use this approach as their \u201cgo-to.\u201d Shopify actually shifted to a more proactive recruiting model and <a href=\"https:\/\/hiring.workopolis.com\/article\/shopify-finds-fosters-talent\/\">went from 550 employees to 2,000 in less than three years<\/a>. <strong>Chuck FOMO out the window and do more internal recruitment\/advancement: <\/strong>An internal advancement or department switch almost always takes less time if the compensation bands can be figured out. It\u2019s much more likely an existing employee can \u201chit the ground running\u201d in a new role, as opposed to someone who needs to learn the culture and players as he\/she learns the role. <strong>Develop an employee referral program: <\/strong>You want your A- and B-tier employees recommending those they trust from previous jobs, networking groups, etc. Give them a financial incentive to do so. \u201cTime to hire\u201d will shorten because a candidate is more likely to want to jump if someone they trust (i.e., your current employee) is telling them it\u2019s a good place to work. <strong>Redo job descriptions to focus on \u201cwhere the role might evolve to\u201d: <\/strong>Too often, job descriptions are all about bullet points\/boxes to check in terms of previous experience. Obviously you want to make sure the skill sets are there, yes. We are not arguing against that. But you also need to tell the candidate where the role might evolve to: How can they grow? How can they gain new skills? How can they earn more? The top talent <em>wants <\/em>to know this, and they\u2019re going to ask it in the interview anyway; get in front of those discussions. <strong>Implement group or flexible interviewing: <\/strong>This can get more people in front of you faster. Oftentimes what jams things up is simply the scheduling side of getting people in for a specific type of interview. Use technology more. That means not only video interviews (Hangouts, Skype, Zoom, etc.) but also automation suites for scheduling interviews; this will free up recruiter time for activities such as the proactive recruiting mentioned above.<\/p>\n<h3><strong>How Dice Helps You with Time to Hire<\/strong><\/h3>\n<p>You can <a href=\"https:\/\/www.dice.com\/hiring\">find the top tech talent faster and easier<\/a> with Dice. It requires you to understand what you need\u2014and make sure <a href=\"https:\/\/www.dice.com\/career-advice\/how-recruiters-impact-your-2018-job-search\">the hiring manager and the recruiter are on<\/a> the same page, as always. <em><strong>Ryan Leary<\/strong>  helps create the processes, ideas and innovation that drives RecruitingDaily. He\u2019s RecruitingDaily\u2019s in-house expert for anything related to sourcing, tools or technology. A lead generation and brand buzz building machine, he has built superior funnel systems for some of the industry\u2019s top HR Tech and Recruitment brands. He is a veteran of the online community and a partner at RecruitingDaily.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>\u201cTime to hire\u201d is one of the gold-standard recruiting KPIs, but in the past few years, there\u2019s been some pushback in the industry around its viability as a metric, especially in tech recruiting. The Main Argument The supporting argument is a logical one: If you value \u201ctime to hire\u201d above all else, does that mean [&hellip;]<\/p>\n","protected":false},"author":132,"featured_media":454187939,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[2155],"class_list":["post-999881691","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hiring-candidates"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v23.2 (Yoast SEO v27.5) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Should You Use &#039;Time to Hire&#039; as a Tech Recruiting KPI? - Dice Hiring<\/title>\n<meta name=\"description\" content=\"\u201cTime to hire\u201d is one of the gold-standard recruiting KPIs, but in the past few years, there\u2019s been some pushback in the industry around its viability as\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/dice.npgdev.com\/hiring\/recruitment\/should-you-use-time-to-hire-as-a-tech-recruiting-kpi\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Should You Use &#039;Time to Hire&#039; as a Tech Recruiting KPI?\" \/>\n<meta property=\"og:description\" content=\"\u201cTime to hire\u201d is one of the gold-standard recruiting KPIs, but in the past few years, there\u2019s been some pushback in the industry around its viability as\" \/>\n<meta property=\"og:url\" content=\"https:\/\/dice.npgdev.com\/hiring\/recruitment\/should-you-use-time-to-hire-as-a-tech-recruiting-kpi\" \/>\n<meta property=\"og:site_name\" content=\"Dice Hiring\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/dice\" \/>\n<meta property=\"article:author\" content=\"https:\/\/www.facebook.com\/dice\/\" \/>\n<meta property=\"article:published_time\" content=\"2018-03-08T15:20:00+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/dice.npgdev.com\/hiring\/wp-content\/uploads\/2025\/03\/shutterstock_692770030-2.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"2048\" \/>\n\t<meta property=\"og:image:height\" content=\"1462\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Dice Staff\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@Dicedotcom\" \/>\n<meta name=\"twitter:site\" content=\"@Dicedotcom\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Dice Staff\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"6 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/dice.npgdev.com\\\/hiring\\\/recruitment\\\/should-you-use-time-to-hire-as-a-tech-recruiting-kpi#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/dice.npgdev.com\\\/hiring\\\/recruitment\\\/should-you-use-time-to-hire-as-a-tech-recruiting-kpi\"},\"author\":{\"@type\":\"Person\",\"name\":\"Dice Guest\",\"url\":\"https:\\\/\\\/dice.npgdev.com\\\/hiring\\\/authors\\\/dice-guest\"},\"headline\":\"Should You Use &#8216;Time to Hire&#8217; as a Tech Recruiting KPI?\",\"datePublished\":\"2018-03-08T15:20:00+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/dice.npgdev.com\\\/hiring\\\/recruitment\\\/should-you-use-time-to-hire-as-a-tech-recruiting-kpi\"},\"wordCount\":1253,\"commentCount\":0,\"publisher\":{\"@id\":\"https:\\\/\\\/dice.npgdev.com\\\/hiring\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/dice.npgdev.com\\\/hiring\\\/recruitment\\\/should-you-use-time-to-hire-as-a-tech-recruiting-kpi#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/dice.npgdev.com\\\/hiring\\\/wp-content\\\/uploads\\\/2025\\\/03\\\/shutterstock_692770030-2.jpg\",\"articleSection\":[\"Hiring Candidates\"],\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\\\/\\\/dice.npgdev.com\\\/hiring\\\/recruitment\\\/should-you-use-time-to-hire-as-a-tech-recruiting-kpi#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/dice.npgdev.com\\\/hiring\\\/recruitment\\\/should-you-use-time-to-hire-as-a-tech-recruiting-kpi\",\"url\":\"https:\\\/\\\/dice.npgdev.com\\\/hiring\\\/recruitment\\\/should-you-use-time-to-hire-as-a-tech-recruiting-kpi\",\"name\":\"Should You Use 'Time to Hire' as a Tech Recruiting KPI? 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