{"id":159887,"date":"2025-05-26T12:11:54","date_gmt":"2025-05-26T10:11:54","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/?p=159887"},"modified":"2026-03-24T13:37:41","modified_gmt":"2026-03-24T11:37:41","slug":"time-to-hire-definition-how-to-calculate-it","status":"publish","type":"post","link":"https:\/\/factorialhr.co.uk\/blog\/time-to-hire-definition-how-to-calculate-it\/","title":{"rendered":"Time to Hire: Definition + How to Calculate it"},"content":{"rendered":"<p>Attracting and retaining your company\u2019s best talent is essential to meeting business objectives. Measuring different elements of the <a href=\"https:\/\/factorialhr.co.uk\/blog\/recruitment-selection-hiring-process\/\" target=\"_blank\" rel=\"noopener\">recruitment process<\/a> helps organisations understand the strengths and weaknesses of their systems and provides data that can inform strategic thinking around recruitment decisions. This supports a more agile, high-quality workforce.<\/p>\n<p>In this article, we help you understand what \u2018time to hire\u2019 measures and why it\u2019s worth using this recruitment metric. We also suggest how to reduce the time to hire and recruit the best talent for your business.<\/p>\n<h2>Key Facts<\/h2>\n<ul>\n<li><strong>What is Time to Hire?<\/strong> It is the time elapsed between a candidate submitting their application and accepting a formal job offer, measuring the efficiency of the active recruitment process.<\/li>\n<li><strong>UK Benchmark:<\/strong> The average time to hire in the UK is currently 4.9 weeks (approximately 34 days) across all industries and regions.<\/li>\n<li><strong>The Cost of Delay:<\/strong> Inefficient recruitment processes and unfilled roles are projected to cost large UK organisations a combined \u00a3132.6 million in lost productivity annually.<\/li>\n<li><strong>The Tech Advantage:<\/strong> Organisations using AI-powered recruitment tools can reduce their time to hire by as much as 26%.<\/li>\n<\/ul>\n<h2><b>What is \u2018Time to Hire\u2019?<\/b><\/h2>\n<p>The expression \u2018time to hire\u2019 refers to the period between a company receiving a candidate\u2019s application and the same candidate accepting the job offer.<\/p>\n<p>Many companies measure this metric because a shorter time-to-hire period usually indicates an application process that is efficient and streamlined. Keeping the process moving along at an appropriate pace helps to keep the best candidates more engaged in the potential role and more likely to accept the position.<\/p>\n<p>The lower the \u2018time to hire\u2019, the more efficient the process.<\/p>\n<p>Delays in the hiring process can frustrate potential candidates and may encourage people to drop out, especially if a competitor is moving faster. They can also increase recruitment costs as more time is spent on one specific role than is necessary.<\/p>\n<p><img decoding=\"async\" src=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2025\/05\/26113856\/Time-to-hire-1024x683.webp\" sizes=\"(max-width: 1024px) 100vw, 1024px\" srcset=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2025\/05\/26113856\/Time-to-hire-1024x683.webp 1024w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2025\/05\/26113856\/Time-to-hire-300x200.webp 300w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2025\/05\/26113856\/Time-to-hire-768x512.webp 768w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2025\/05\/26113856\/Time-to-hire-1536x1024.webp 1536w\" alt=\"time to hire is a useful metric to understand how efficient your recruitment process is.\" width=\"1024\" height=\"683\" \/><\/p>\n<h3>How to Calculate Time to Hire<\/h3>\n<p>Calculating this metric is straightforward. The formula focuses on the period when the candidate is actively engaged in your process:<\/p>\n<p><strong>Time to Hire = (Date of Offer Acceptance) &#8211; (Date of Application Received)<\/strong><\/p>\n<p>For example, if a candidate applies on 1st April and accepts the job offer on 25th April, the time to hire is 24 days. To find your average time to hire, you sum the individual time-to-hire durations for all roles filled in a period and divide by the number of roles.<\/p>\n<h3><b>Average Time to Hire in the UK<\/b><\/h3>\n<p>Time to hire varies across industries and sectors. It can also differ regionally and according to the seniority and work arrangement of roles. More senior roles and those with more complex arrangements (such as remote or part-time) often take longer to fill.<\/p>\n<p>According to a late 2025 survey of nearly 500 UK recruitment managers, the average time to hire is 4.9 weeks (34 days). This figure varies significantly by industry; for example, the government and public sector have the longest average at 6 weeks, while the hotel and catering industry is the quickest at just 3.9 weeks. Seniority also plays a key role, with entry-level positions taking around 3.6 weeks to fill, compared to over 6 weeks for senior leadership roles.<\/p>\n<h2><b>Time to Hire vs. Time to Fill<\/b><\/h2>\n<p>Time to fill might sound like the same metric as time to hire, but the difference is meaningful when organisations review how they approach recruitment and talent development.<\/p>\n<p>Whereas time to hire measures the period from a candidate putting in their application to accepting the offer, time to fill starts when the organisation identifies that it has a vacant position. Time to fill focuses on the beginning of the recruitment process and includes everything, such as establishing there is an open position, creating a job description and agreeing on the process for recruitment and getting sign-off.<\/p>\n<h3><b>Which Is The Most Important Metric: Time to Hire or Time to Fill?<\/b><\/h3>\n<p>Both metrics help to understand recruitment efficiency, but they measure different stages of the process. The key distinctions are:<\/p>\n<table style=\"width: 100%; border-collapse: collapse;\">\n<tbody>\n<tr style=\"background-color: #f2f2f2;\">\n<th style=\"padding: 8px; border: 1px solid #ddd; text-align: left;\">Metric<\/th>\n<th style=\"padding: 8px; border: 1px solid #ddd; text-align: left;\">Time to Fill<\/th>\n<th style=\"padding: 8px; border: 1px solid #ddd; text-align: left;\">Time to Hire<\/th>\n<\/tr>\n<tr>\n<td style=\"padding: 8px; border: 1px solid #ddd;\"><strong>Definition<\/strong><\/td>\n<td style=\"padding: 8px; border: 1px solid #ddd;\">The period from a job requisition being opened to a candidate accepting the offer.<\/td>\n<td style=\"padding: 8px; border: 1px solid #ddd;\">The period from a candidate applying for a role to them accepting the offer.<\/td>\n<\/tr>\n<tr>\n<td style=\"padding: 8px; border: 1px solid #ddd;\"><strong>What it Measures<\/strong><\/td>\n<td style=\"padding: 8px; border: 1px solid #ddd;\">The efficiency of the entire recruitment lifecycle, including internal approvals and sourcing.<\/td>\n<td style=\"padding: 8px; border: 1px solid #ddd;\">The efficiency of the active selection process and its impact on the candidate experience.<\/td>\n<\/tr>\n<tr>\n<td style=\"padding: 8px; border: 1px solid #ddd;\"><strong>Primary Audience<\/strong><\/td>\n<td style=\"padding: 8px; border: 1px solid #ddd;\">Senior leaders, operations teams, and HR strategists focused on workforce planning.<\/td>\n<td style=\"padding: 8px; border: 1px solid #ddd;\">Talent acquisition teams focused on candidate engagement and process optimisation.<\/td>\n<\/tr>\n<tr>\n<td style=\"padding: 8px; border: 1px solid #ddd;\"><strong>Key Benefit<\/strong><\/td>\n<td style=\"padding: 8px; border: 1px solid #ddd;\">Highlights delays in internal processes that impact overall business productivity.<\/td>\n<td style=\"padding: 8px; border: 1px solid #ddd;\">Helps reduce the risk of losing top candidates to faster-moving competitors.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>To fully understand the effectiveness of your recruitment process, best practice suggests tracking both metrics alongside each other. For example, if you have an extended period for \u2018time to fill\u2019 but a relatively short \u2018time to hire\u2019, this can indicate a problem with deciding to recruit rather than an issue with getting the right candidate. A shorter \u2018time to fill\u2019 period with a longer \u2018time to hire\u2019 could illustrate issues with the candidates available, the systems used for assessment or the company\u2019s reputation.<\/p>\n<h2><a href=\"https:\/\/factorialhr.co.uk\/get-started\" target=\"_self\" rel=\"noopener\"><img decoding=\"async\" src=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2021\/02\/05140847\/ATS-Factorial-AI-blog-banner-1024x484.png\" alt=\"Find top talent with Factorial&lt;del data-change-id=\" \/><\/a><\/h2>\n<h2><b>Common Factors that Affect Time to Hire<\/b><\/h2>\n<p>There are many factors that impact \u2018time to hire\u2019, including both internal and external reasons:<\/p>\n<h3><b>Internal Factors<\/b><\/h3>\n<p>Time to hire can be impacted by the following factors that are related to internal processes:<\/p>\n<ol>\n<li><b>Structure of the recruitment process:<\/b> the number of interviews or assessments, plus issues such as scheduling or approvals, can increase time to hire<\/li>\n<li><b>Nature of the role: <\/b>more senior or specialised positions can require more time to ensure that it is the right candidate<\/li>\n<li><b>Clarity of job description:<\/b> poorly worded or vague job descriptions can attract a larger and less relevant field of candidates, again slowing down the process by increasing the time taken to select a candidate to interview<\/li>\n<li><b>Approvals process:<\/b> delays in feedback or approvals from senior leaders can cause delays in the interview process and the negotiation stage (for example, salary approvals, background checks)<\/li>\n<li><b>Technology: <\/b>applicant tracking systems (ATS) can help reduce time to hire by automating screening, scheduling and communication with candidates<\/li>\n<\/ol>\n<h3><b>External Factors<\/b><\/h3>\n<p>The following external factors can impact time to hire<\/p>\n<ol>\n<li><b>Market Conditions:<\/b> in very competitive markets, a lengthy time to hire can mean candidates choose another company which has moved more quickly to secure the candidate<\/li>\n<li><b>Candidate pool: <\/b>where the pool of candidates is more limited, for example, if a specific skill is required or the location of the role is less appealing, time to hire can be higher due to there being fewer candidates to choose from<\/li>\n<li><b>Reputation and brand:<\/b> a company which is less well known or has a poor reputation as an employer may find their time to hire is longer than those with a strong brand and good reputation.<\/li>\n<li><b>Location:<\/b> it can be harder to fill positions for companies located in rural or remote areas, due to the smaller number of people available<\/li>\n<\/ol>\n<h3>The Business Impact of a Long Hiring Process<\/h3>\n<p>A slow hiring process is more than just an inconvenience; it has a direct financial and operational impact. According to a 2026 report, 65% of UK employers are now more concerned about the ability to hire quickly than they are about macroeconomic instability. Delays can lead to significant productivity losses, increased workloads for existing staff, and damage to the company&#8217;s employer brand, making it harder to attract top talent in the future.<\/p>\n<h2><b>How to Improve Time to Hire<\/b><\/h2>\n<p>Improving your time to hire means reducing the steps you take to move from the candidate applying for the role to accepting a role. There are several ways you can do this:<\/p>\n<h3><b>Streamline the Hiring Process<\/b><\/h3>\n<p>Document the recruitment process from start to finish, detailing the steps each candidate has to take, who is involved internally and how long each stage should take. Identify any bottlenecks in the process, including whether training would support the individuals involved in the process.<\/p>\n<h3><b>Align the Hiring Criteria<\/b><\/h3>\n<p>Ensure that everyone involved in the process knows and agrees to the hiring criteria, including the job description, assessments, how <a href=\"https:\/\/factorialhr.co.uk\/blog\/competency-based-interview-questions\/\" target=\"_blank\" rel=\"noopener\">competencies<\/a> will be evaluated, the final decision process, and what can be negotiated with the candidate.<\/p>\n<h3><b>Focus on the Candidate Experience<\/b><\/h3>\n<p>Get feedback from successful recruits in the business to understand what helped them to be engaged and excited during their interview process, as well as any improvements they suggest. Create resources such as videos and written guides to share with candidates and showcase your company to help the applicant understand if it is the right place for them to work.<\/p>\n<h3><b>Create A Talent Pipeline<\/b><\/h3>\n<p>Keep track of applicants who were strong candidates but unsuccessful for previous roles, as this provides a group of pre-screened applicants you can contact for new roles. You can also expand the group you have by networking and reaching out to under-represented groups to ensure you have a diverse candidate pool.<\/p>\n<h3><b>Use Technology<\/b><\/h3>\n<p>Using an Applicant Tracking System (ATS) allows you to automate many of the most time-consuming administrative tasks. UK businesses can spend up to 10 hours a week just scheduling interviews. An effective ATS can automate job postings, screen applications against key criteria, and simplify interview scheduling. This integration frees up your recruitment team to focus on high-value strategic elements, such as refining the job description and engaging directly with the best candidates.<\/p>\n<p><a href=\"https:\/\/factorialhr.co.uk\/get-started\" target=\"_self\" rel=\"noopener\"><img decoding=\"async\" src=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2021\/02\/05140731\/recruiting-blog-banner-1024x484.png\" sizes=\"(max-width: 1024px) 100vw, 1024px\" srcset=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2021\/02\/05140731\/recruiting-blog-banner-1024x484.png 1024w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2021\/02\/05140731\/recruiting-blog-banner-300x142.png 300w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2021\/02\/05140731\/recruiting-blog-banner-768x363.png 768w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2021\/02\/05140731\/recruiting-blog-banner-1536x726.png 1536w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2021\/02\/05140731\/recruiting-blog-banner.png 1921w\" alt=\"Factorial simplifies the recruitment process\" width=\"1024\" height=\"484\" \/><\/a><\/p>\n<h2><b>Factorial Tools to Reduce Your Average Time to Hire <\/b><\/h2>\n<p>A business management system, such as Factorial, can support how you measure time to hire and reduce it. <a href=\"https:\/\/factorialhr.co.uk\/applicant-tracking-system\" target=\"_blank\" rel=\"noopener\">Factorial\u2019s ATS<\/a> will help you <strong>track your time to hire metric<\/strong> because it automatically logs the dates on which specific actions happen and can provide you with data insights on the recruitment situation for different roles. This information makes it possible to compare, contrast and learn. The ATS can also help <strong>reduce hiring time<\/strong> by ensuring that responses are provided to candidates automatically, scheduling interviews and assessments works for all involved, and using a central database for all relevant information. Overall, Factorial simplifies your recruitment process with features such as:<\/p>\n<ul>\n<li>Integrated AI to filter through applications<\/li>\n<li>Centralised location of all communication between you and candidates<\/li>\n<li>Publish job posting on 250+ job boards<\/li>\n<\/ul>\n<p><strong>Reduce your time to hire and onboard the best candidates to join your team. <a href=\"https:\/\/factorialhr.co.uk\/get-started\" target=\"_self\" rel=\"noopener\">Get your free trial of Factorial today!<\/a><\/strong><\/p>\n<h2>FAQ<\/h2>\n<h3>What is the formula for time to hire?<\/h3>\n<p>The formula for time to hire is: Date of Offer Acceptance &#8211; Date of Application Received. This calculates the total number of days from when a candidate applies to when they accept the job, measuring the efficiency of your selection and interview process.<\/p>\n<h3>What is the time to hire KPI?<\/h3>\n<p>Time to hire is a key performance indicator (KPI) that measures the days between a candidate applying and accepting a job offer. An applicant tracking system like Factorial can automatically track this KPI, helping you identify bottlenecks and improve the candidate experience to secure top talent faster.<\/p>\n<h3>What&#8217;s the difference between time to fill and time to hire?<\/h3>\n<p>Time to fill measures the entire recruitment lifecycle, from when a job is first opened until a candidate accepts the offer. In contrast, time to hire focuses on the candidate&#8217;s journey, measuring the time from when they apply to when they accept the offer, which helps evaluate your screening and interview efficiency.<\/p>\n<p><script type=\"application\/ld+json\">\n{\n  \"@context\": \"https:\/\/schema.org\",\n  \"@graph\": [\n    {\n      \"@type\": \"Article\",\n      \"headline\": \"Time to Hire: Definition + How to Calculate it\",\n      \"description\": \"Reduce Time to Hire! 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Measuring different elements of the recruitment process helps organisations understand the strengths and weaknesses of their systems and provides data that can inform strategic thinking around recruitment decisions. This supports a more agile, high-quality workforce. In this article, we help you understand<a href=\"https:\/\/factorialhr.co.uk\/blog\/time-to-hire-definition-how-to-calculate-it\/\" class=\"read-more\"> [&#8230;]<\/a><\/p>\n","protected":false},"author":193,"featured_media":159896,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[339,337],"tags":[],"class_list":["post-159887","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-recruitment-en-gb","category-talent"],"acf":{"topics":false},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v21.5 (Yoast SEO v21.9.1) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Time to Hire: Definition + How to Calculate it | Factorial<\/title>\n<meta name=\"description\" content=\"Reduce Time to Hire! Learn to calculate this vital recruitment metric, compare UK benchmarks, and streamline your process for faster, better hiring.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/factorialhr.co.uk\/blog\/time-to-hire-definition-how-to-calculate-it\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Time to Hire: Definition + How to Calculate it\" \/>\n<meta property=\"og:description\" content=\"Reduce Time to Hire! Learn to calculate this vital recruitment metric, compare UK benchmarks, and streamline your process for faster, better hiring.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/factorialhr.co.uk\/blog\/time-to-hire-definition-how-to-calculate-it\/\" \/>\n<meta property=\"og:site_name\" content=\"Factorial\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/people\/Factorial\/100064908455810\/\" \/>\n<meta property=\"article:published_time\" content=\"2025-05-26T10:11:54+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-03-24T11:37:41+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2025\/05\/26121040\/Time-to-Hire.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"1280\" \/>\n\t<meta property=\"og:image:height\" content=\"720\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Imogen Hall\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@factorialapp\" \/>\n<meta name=\"twitter:site\" content=\"@factorialapp\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Imogen Hall\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"10 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/factorialhr.co.uk\/blog\/time-to-hire-definition-how-to-calculate-it\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/factorialhr.co.uk\/blog\/time-to-hire-definition-how-to-calculate-it\/\"},\"author\":{\"name\":\"Imogen Hall\",\"@id\":\"https:\/\/factorialhr.co.uk\/blog\/#\/schema\/person\/ccefc9a8525c8a22867bb6cd4a52dbb4\"},\"headline\":\"Time to Hire: Definition + How to Calculate it\",\"datePublished\":\"2025-05-26T10:11:54+00:00\",\"dateModified\":\"2026-03-24T11:37:41+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/factorialhr.co.uk\/blog\/time-to-hire-definition-how-to-calculate-it\/\"},\"wordCount\":1891,\"publisher\":{\"@id\":\"https:\/\/factorialhr.co.uk\/blog\/#organization\"},\"articleSection\":[\"Recruitment\",\"Talent Management\"],\"inLanguage\":\"en-GB\"},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/factorialhr.co.uk\/blog\/time-to-hire-definition-how-to-calculate-it\/\",\"url\":\"https:\/\/factorialhr.co.uk\/blog\/time-to-hire-definition-how-to-calculate-it\/\",\"name\":\"Time to Hire: Definition + How to Calculate it | Factorial\",\"isPartOf\":{\"@id\":\"https:\/\/factorialhr.co.uk\/blog\/#website\"},\"datePublished\":\"2025-05-26T10:11:54+00:00\",\"dateModified\":\"2026-03-24T11:37:41+00:00\",\"description\":\"Reduce Time to Hire! 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