Average Time to Hire (ATH)

Definition

Average Time to Hire (ATH) is a human resources and recruitment metric that measures the average number of days it takes from when a candidate applies (or is sourced) to when they officially accept a job offer. It provides insight into the efficiency and speed of a company’s hiring process and is commonly used by HR teams to benchmark recruitment performance, identify bottlenecks, and improve talent acquisition strategies.

ATH is sometimes confused with Time to Fill, but they are distinct metrics. While Time to Fill measures the total time from when a job requisition is approved to when a candidate is hired, Time to Hire specifically tracks the applicant’s journey, reflecting how quickly the organization can identify, engage, and secure talent.

Formula for Average Time to Hire

Average Time to Hire (ATH)= Total Days to Hire for All Hires / Number of Hires

Example:

If a company hires 5 employees and it took 20, 25, 18, 22, and 30 days respectively to hire them:

ATH = (20+25+18+22+30) / 5 = 115/5 = 23 days

Importance of Average Time to Hire

Measures Recruiting Efficiency
ATH highlights how quickly a company can move candidates through the recruitment pipeline—from initial application to offer acceptance.
Impacts Candidate Experience
A shorter time to hire can improve the candidate experience by reducing uncertainty and demonstrating organizational agility.
Influences Talent Acquisition Success
In competitive job markets, delays can lead to losing top talent to faster-moving competitors. A faster ATH improves the odds of securing high-quality candidates.
Supports Workforce Planning
Knowing how long it typically takes to hire helps HR teams and department leaders plan staffing needs more effectively.
Identifies Process Bottlenecks
Tracking ATH across departments or roles can reveal inefficiencies in screening, interview scheduling, approvals, or offer processes.

Factors That Affect ATH

Job Role Complexity
Specialized or senior-level roles often require more time due to a smaller candidate pool and more rigorous evaluations.
Hiring Process Structure
The number of interview rounds, required assessments, and background checks can significantly extend the time to hire.
Recruiter Workload
Overloaded recruiting teams may take longer to source and respond to candidates.
Candidate Availability
Scheduling conflicts, notice periods, or delays in communication can lengthen the hiring timeline.
Technology & Tools
Applicant tracking systems (ATS), AI screening tools, and scheduling automation can reduce time to hire.
Internal Alignment
Delays in feedback from hiring managers, unclear role requirements, or miscommunication can slow down the process.

Best Practices to Improve ATH

Streamline Job Descriptions and Requisitions
Clearly defined roles help recruiters attract qualified candidates faster.
Leverage Technology
Use applicant tracking systems, interview scheduling software, and automation to eliminate manual delays.
Set Clear Hiring Timelines
Establish benchmarks for each stage of the hiring process to ensure progress is monitored and consistent.
Train Hiring Managers
Equip interviewers with guidelines and evaluation criteria to reduce indecision and delays.
Build a Talent Pipeline
Maintain a pool of pre-qualified candidates to shorten sourcing times for frequently needed roles.
Improve Communication
Maintain open, prompt communication with both candidates and internal stakeholders throughout the process.

Benchmarking ATH

Average Time to Hire can vary widely by industry, role, and region. According to industry reports:

Entry-level roles: 14–21 days
Mid-level professional roles: 28–42 days
Executive or technical roles: 50+ days

Companies often use internal benchmarks over time or compare against industry peers to set hiring goals.

ATH vs. Time to Fill

Metric	Definition
Time to Hire	Measures time from when a candidate enters the pipeline to when they accept the offer.
Time to Fill	Measures time from when a job opening is approved to when a candidate accepts the offer.

Time to Hire focuses on recruitment process efficiency, while Time to Fill gives insight into overall staffing timeline.

Average Time to Hire (ATH) is a vital recruitment metric that reveals how efficiently a company can identify and secure top talent. By measuring and optimizing ATH, organizations can enhance the candidate experience, reduce hiring costs, and stay competitive in tight labor markets. In today’s fast-paced hiring environment, reducing time to hire—without compromising quality—can provide a crucial advantage in the war for talent.

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