Time to Start Recruiting is the duration between identifying the need for a new hire and the official launch of the recruitment process. This metric measures the efficiency and agility of an organization’s recruitment function in responding to talent needs.
The Time to Start Recruiting metric tracks how long it takes for an organization to move from recognizing a hiring need to actively searching for candidates. It includes the internal discussions, approvals, and preparations necessary before a job opening is posted.
This process typically involves:
Identifying a vacancy due to resignation, expansion, or internal shifts.
Approving the hiring request through internal channels.
Finalizing the job description and requirements.
Allocating budget and resources for recruitment.
Choosing recruitment methods (job boards, agencies, referrals, etc.).
A shorter Time to Start Recruiting indicates that an organization is responsive and efficient in handling workforce changes. A longer time suggests potential bottlenecks in approval processes, lack of hiring planning, or misalignment between HR and leadership.
Why It Matters
The Time to Start Recruiting metric is critical because:
Minimizes productivity gaps – Delayed hiring processes can lead to workload imbalances and decreased productivity.
Enhances candidate experience – A faster start means a more efficient hiring process, reducing the risk of losing top talent to competitors.
Improves business agility – Organizations that respond quickly to hiring needs can adapt to market changes and business demands more effectively.
Reduces overall time-to-hire – The faster recruitment starts, the quicker a new hire can be onboarded, reducing disruptions.
FAQ
How can companies reduce Time to Start Recruiting?
Organizations can shorten this time by:
Establishing clear approval workflows.
Creating job description templates for common roles.
Automating requisition approvals.
Maintaining a proactive talent pipeline.
Using workforce planning to anticipate hiring needs.
What is the ideal Time to Start Recruiting?
There’s no universal benchmark, but best-in-class companies aim for a few days to a week. If the process takes weeks or months, it may signal inefficiencies that need to be addressed.
Does Time to Start Recruiting impact overall recruitment success?
Yes, a slow start can lead to longer hiring times, lost talent, and higher recruitment costs. A fast, well-structured hiring process ensures that key positions are filled before they cause operational disruptions.
How does this metric differ from Time to Fill?
Time to Start Recruiting tracks the period before recruitment officially begins, while Time to Fill measures the total duration from job posting to hire.