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I will most likely create chaos by being one of the few Talent Leaders who despise time to fill as a key metric of your recruiting organization’s health and efficiency.
In case you didn’t know, time to fill is a metric used in recruiting that measures the amount of time it takes for an employer to fill a job opening from start to finish. It is typically calculated by taking the total number of days from when a job opening was posted until it was filled, divided by the number of people hired for the position. Employers use
