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Calculating time to hire - calendar days vs. business days
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Calculating time to hire - calendar days vs. business days
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My boss is looking for information about how to calculate time to hire and if the standard is to count calendar days or business days. She always wants to know how if most companies count holidays. I
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Forums » Topic Forums » Recruiting & Staffing » Calculating time to hire - calendar days vs. business days
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Calculating time to hire - calendar days vs. business days
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Calculating time to hire - calendar days vs. business days
posted at 12/17/2009 5:58 PM EST
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Posts: 1
First: 12/17/2009 Last: 12/17/2009 |
My boss is looking for information about how to calculate time to hire and if the standard is to count calendar days or business days. She always wants to know how if most companies count holidays. I am looking for sites or links that might help. |
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Calculating time to hire - calendar days vs. business days
posted at 12/18/2009 6:18 AM EST
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Posts: 562
First: 11/12/2009 Last: 9/14/2011 |
I've done lots of staffing metrics including time to hire. I've always calculated time to hire in days without adjusting for holidays or weekends. If time to hire is always calculated that way, it's far easier and you have a solid benchmark to compare hiring times for disparate individual positions.
Besides, once you go down the adjusting for holiday/weekend path, where do you draw the line? What about slow weeks like Thanksgiving, the last week of the year, or weeks in which July 4th falls in the middle? |
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Calculating time to hire - calendar days vs. business days
posted at 12/18/2009 6:50 AM EST
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Posts: 155
First: 8/24/2009 Last: 2/9/2010 |
Days are days. Whether it's a holiday, a weekend or a regular work day if the position isn't filled it is vacant.
All in all the metric isn't of any significant value unless it is combined with a variety of other metrics, e.g. length of stay for a new hire, type of position recruiting for, time between each stage of the process, etc. For example, I once joined a company that had never calculated any of that. After establishing the benchmark we found it took 94 days to hire a common position within the organization and that on average a new hire stayed 43 days. I obviously had my work cut out for me. We ultimately reduced that to 35 days time to fill and new hires stayed an average of 1 year. By combining with other metrics we refined interview techniques, processing structures, screening and pre-screening methods, new employee orientation and manager competencies. I only offer that to show that metrics by themselves have little value unless used with other metrics and that recruiting does not stand alone as a function. |
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Calculating time to hire - calendar days vs. business days
posted at 1/28/2010 7:00 AM EST
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Posts: 1
First: 1/28/2010 Last: 1/28/2010 |
We generally do it by regular hours worked (O/T is not included in the calculation). Our conversion is at 520 hours, which is the equivalent of approximately 13 weeks or 3 months. |
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Calculating time to hire - calendar days vs. business days
posted at 1/28/2010 10:04 AM EST
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Posts: 1
First: 1/28/2010 Last: 1/28/2010 |
At the risk of being redundant, I agree that all days should be counted. If you have placed an ad in a newspaper/magazine or on a job board, that advertisement is alive 7 days per week, and if well placed and written, is contributing to the recruitment effort. |
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Calculating time to hire - calendar days vs. business days
posted at 1/28/2010 11:47 AM EST
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Posts: 1
First: 1/28/2010 Last: 1/28/2010 |
I agree with the other replys. I have always counted all of the days (including weekends and holidays) in the hiring process. Your life will be easier doing it this way and if everyone else is using the same formula, we can then compare across industries and companies. |
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