Since 2009, the average time to fill across industries increased by 77%.
Industries that hire at a high volume have been hit the hardest. Hospitality, warehouse & transportation, and retail have all seen their average time to fill more than double.
You probably don’t need to be told that time to fill is a competitive differentiator. “First-to-offer advantage” is a very real phenomenon, particularly when it comes to filling hourly roles.
A “Zero Day” Time to Fill is Possible
Achieving a 24 hour (zero day) time to fill is possible.
Of course, at this point in time, you can’t achieve a zero day time to fill for every role. There are positions that require lengthy due diligence on the part of the employer, and others - like management - can’t be made as a snap decision.
That said, you can achieve a zero day time to fill for those high volume roles hit hardest by today’s low unemployment rate. With a winning combination of people and technology, you can build a robust screening process, completable in under 24 hours.
You can fill your high volume roles in hours, rather than weeks.
A Zero Day Time to Fill Lets You Refocus Priorities
When your time to fill is under 24 hours, you get the chance to refocus your priorities. Consider the traditional hiring funnel:
A robust, 24 hour screening process results in huge time savings for recruiters and hiring managers. For hiring managers, that’s added productivity they can use to develop new hires and manage the floor.
For recruiters, it’s time they can spend bringing more great talent into the top of the funnel and building relationships.
This is where approaches like employment branding, paid ads, and creative sourcing tactics can be really useful. When a recruiting team’s primary role is screening and scheduling, it’s hard to find time for these things. If you’ve ever tried adding employment branding onto a team’s existing duties, you know how quickly those efforts go downhill.
- Employment branding. You probably know the drill here: feature your current employees, spruce up your careers site, get more active on social media, etc. The difficulty isn’t figuring out what to do, it’s finding the time to do it (and do it consistently). When your time to fill is zero days, you can find that time.
- Recruitment marketing. Competitive analysis, career site optimization, updated email nurture campaigns - these frequently become “nice-to-haves” when time is scarce. When you consistently dedicate resources to them, they become a competitive differentiator.
- Paid campaigns. Like with employment branding, you know you should explore different areas for your ad spend. But who’s going to manage all those campaigns? That’s not the sort of initiative you can add onto a team’s workload.
- Creative sourcing tactics. These vary by industry, but examples include: becoming active in local volunteer groups, holding professional seminars (beyond the job fair), and developing relationships with niche professional organizations.
Of course, there’s more you can accomplish when your time to fill is under 24 hours. These are just a few examples. What would you do if your time to fill was zero days?