How did you establish and implement time-to-fill goals within your organization?

we have separate calculations for Time to Fill (start of recruiting to 'ready to hire') and Time to Hire (start of recruiting to 'start date'). the metrics help determine where, if any, process improvement opportunities arise. Although there is an average metric tracked for the team, we review goals for each subset by job type, level and even location, always using historical data and competitor benchmark to help establish those. Feel free to reach out if helpful!

Different organizations use different approaches to this metric.  One common approach is to track the number of days between the date a job posting appears in the applicant tracking system and date the candidate starts in their new position.  This is straightforward and consistent to track when you're using the workflow dates in your organization's applicant tracking system.

I recommend that organizations be open to other ways of tracking time to fill.  For example, one organization I worked for required hiring managers to complete a budget approval process before a position was even posted.  Hiring managers commented that the traditional time to fill metric did not account for the number of days (or weeks) required to obtain budgetary approval to post the position.  We developed a method to track this and include it in the time to fill metric.  It required additional tracking on the part of the HR team, but it helped the credibility of the metric.