Post on 02-Jan-2016
Jeremy Shapiro• About Jeremy
– Co-Author, Ultimate Performance, Wiley, 2007– Frequent speaker on BI and human capital at SHRM, state
events, SAPHR2008– SVP, Hodes iQ Talent Management System
• About Hodes iQ, www.hodesiq.com– Leading Talent Acquisition & Management System– Thousands of recruiters, covering 1.5M employees– Gartner rated “Visionary”
Session Goals
• Identify where Time to Fill is failing us• Build a working definition of Time to Fill• Create a new working definition of TTF• Consider new uses of TTF with alternate goals
Agenda
• Time to Fill, a brief history• A working definition of Time to Fill• What’s wrong with TTF?• Three improved TTF metrics and goals
– A Fixed “Plain Old” Time to Fill– Segmented Time to Fill– Categorized Time to Fill
• Making TTF actionable• Q & A and resources
Time to Fill: A Brief History 1,000 BC Meeting Notes
First recorded time to fill. Avg
45 days.
The first documented “closed eyelid” of an
executive ignoring the report.
The Scarab, meaning “Faster, or I will bonk you
with my staff.”
We’ve Come a Long Way
Our time to fill avg is 45 days. Sleeping Executive
“Faster, or I will bonk you with my
laptop.”
Working Definition of Time to Fill
• Begins when HR owns the requisition.• Ends when an offer is accepted.• There are certainly acceptable variations of these end
points.
Definition of Time to Fill: Company Wide
Time to Fill =
The Sum of Each Hire’s Time to Fill in the Time Period
Total # of Hires in the Time Period
So, in other words, it’s an average…
What’s Wrong with Time to Fill?
• Hiring usually doesn’t happen on a bell curve• Hiring Managers assume that Time to Fill is solely a
measure of a recruiter’s productivity, not theirs• The real value of reducing (or extending) TTF is murky• There is rarely an actionable outcome
– It’s used as a bludgeon vs. a tool– Often confused with Time to Start
What’s Wrong with Time to Fill?
• Without context or direction, Time to Fill is completely subjective and embedded in the past.
Our Time to Fill is 45 days
An Example of Non-bell Curve Data
Not Your Father's Pay: Why Wages Today Are Weaker(WSJ: 5/25/07)
“In 2004, the median income for a man in his 30s, a good predictor of his lifetime earnings, was $35,010, the study says, 12% less than for men in their 30s in 1974 -- their fathers' generation -- adjusted for inflation. A decade ago, median income for men in their 30s was $32,901, 5% higher than 30 years earlier.”
Median: Fixing Non-bell Curve Data
2 10 10 12 18 26 31 32 32 41 54 55 60 240 366 366 543
Let’s go back to 7th grade math class and your time to fill data
Average Time to Fill (Mean) = 125 days
Average Time to Fill (Median) = 32 days
How to Deal with Skewed Data
• Some of your are thinking: “That’s cheating!”– It’s only cheating if you switch back and forth between
median and mean. – Be consistent.– Document which statistic that you’re going to use.
Another Problem: On Hold
• All of us struggle with requisitions that go on hold– Recruiters hate it; makes their individual performance
look bad.– HR Managers hate it: Keeps extra requisitions open,
and increases sourcing costs.
• Shouldn’t we deduct the hold time from time to fill?– If it happens across many reqs, you won’t need to.
Everything is skewed up.– If it happens in pockets, you may want to, but note it
in the report!
Segmented Time to Fill
• Of course, not all of time to fill is about recruiter performance. It’s a team effort.– Track the avg. time to submit resumes to HM.– Track the avg. time for HM feedback.– Track each interval that is important to you, and look
for process improvements.• What’s taking so long to produce an offer?• Do four interviews result in better hires than two?
Categorized Time to Fill
Sure, I’ll read those resumes you sent me right away. And by
“right away” I mean after you remind me 4 times.
Making Time to Fill Actionable
Managing UpExecutivesTime to Start
Time to Productivity
Managing OutHiring ManagersSegmented Time to Fill
Departmental Time to FillContracted Time to Fill
Managing DownHR Staff
Time to FillSegmented Time to Fill
Making Time to Fill Actionable
• Service Level Agreement. – “We’ve committed to a service level of no less than 45 days TTF for
engineers and 30 days for accounting.”
• Business Process Improvement.– “I noticed that have a consistent lag the final interview and
background check results, can we move up that step to shorten our process?”
• Analysis On Top.– “Yes, time to fill went up this quarter. Look at the level of hires we
put into place. Last quarter they were all entry level. This quarter, 50% Senior Executives.”
Making Time to Fill ActionableMetric Name Goal Recr
uiters
CXO Hiring Mgrs
Fixed Time to Fill
Segmented Time to
Fill
Measure HM feedback on
resumes sent.
Process Improvement.
Categorized Time to
Fill
Understand types of hires and
TTF.
Process Improvement.
Takeaways
• When calculating Time to Fill, use median, not mean.• Cutting Time to fill data by interview stage or by category
or department gives you greater insight into what’s actually occurring.
• Shared understanding of the metric with hiring managers can create change.
• Goals-driven use of TTF will result in change.