← HR Metrics·Talent Acquisition
Time to Hire
Average days from first contact to start date
How it’s computed
AVG(start_date - first_contact_date)
What the evidence shows
Evidence (effect sizes, priors, validity) is syncing from Principia.
What this metric can show you
Time to Hire can tell roughly 26 pre-built stories — each a designed scene the data either confirms or it doesn’t. Bring your numbers and the Story Finder runs every one of these shapes against them.
specific to talent acquisition
New hires are ramping slower than they used to
onboarding · T1
No villain stage — the funnel is the funnel
ta-funnel · T1
On this pace, you miss the plan
ta-funnel · T1
The hiring engine is stalling
ta-funnel · T1
The leak has an address
ta-funnel · T1
There's one job family we can't close
offer-competitiveness · T1
You're losing them at the close
ta-funnel · T1
Your biggest source isn't your best
quality-of-hire · T1
universal shapes — any single metric can take these
A few large values are doing the talking
any focus · T1
A one-time event, not a trend
any focus · T1
It doesn't track — the premise is false
any focus · T1
It's concentrated — one group stands apart
any focus · T1
Scenes are pre-built; your data is the toggle. Browse the full deck or watch one play end-to-end in The Quiet Exodus.
Run it on your data
This metric is computed in the People Analytics Toolbox on your own numbers. See pricing — posted, no quotes.
sources: toolbox:metrics-catalog · principia:metrics
What the literature says
The measurement literature behind this signal — sourced, so you can defend it.
“Compare a crisp process to a process where the candidate has a conversation with a recruiter, ends the call, and then waits weeks to hear from anyone. Someone who doesn’t hear from you for a long time may conclude that the company isn’t interested in hiring her or may believe…”
— People Analytics For Dummiesmatch 57%
“In addition to measuring the shape and overall yield of the funnel, you can use the funnel metrics to measure how many recruiters, how many applicants, and how much action are required in order to produce a hire in a given time frame. (See Figure 9-7 .) [image "Illustration…”
— People Analytics For Dummiesmatch 52%
“You must move faster if you want the talent to choose you! If several steps are required for hiring, such as multiple rounds of interviews, background checks, and drug screening, use the hurry-up - and -wait approach where applicants move through each step of the process as…”
— Staying Power why your Employees Leave and how Tmatch 51%
Resources: People Analytics For Dummies · Staying Power why your Employees Leave and how T