New Time To Hire Framework

New Time To Hire Req Framework

Supportive 2012 ERE
Reference Article:

It’s Time to Blow Up Time to
Hire

S
© Copyright 2011 Avanade Inc. All Rights Reserved.
The Avanade name and logo are registered trademarks in the US and other countries.

Current State
Time To Fill metric does not provide any real insight to areas of improvement.
 No ability to distinguish challenges with how long it takes to identify/source candidates vs. how
long it takes to move candidates through the interview process vs. how long it takes to meet the
targeted demand date provided by the business.
Current requisition management model:
 Is outdated
 Doesn’t support Avanade’s business structure
 Doesn’t support global recruitment practices
 The requisition model is too complex
 Requisition creation is a cumbersome process
 Does not accommodate proactive keep in touch with high quality candidates (Silver Medalists,
Offer Declines, Alumni, High future potential’s)

Future State
1. An update to the core data model in Taleo to align to Avanade’s new people data model
(Organization, Job Function) and Service Line structure.
2. Improved Req Management framework that will provide more consistency; simplified
structure; Ability to proactively track and keep in touch with high quality candidates.
3. New Time to Fill metric framework that will give us more flexibility to identify areas for
improvement in Time to Source candidates vs. Time to interview/process vs. overall time to hire
against the business demand.

© Copyright 2011 Avanade Inc. All Rights Reserved. 2

New Req Management Framework
Two Primary Req Types (Posting/Sourcing Req + Demand Req)

1. Posting/Sourcing Req:
 Ability for recruiters to post jobs proactively to attract talent.
 Used to source, screen and assess candidates
 Ability to keep in touch with high future potential candidates (Offer decline, Alumni, silver
medallists, potential future fit candidates all matched back to their Posting Requisition, ready for
similar roles in future at “Future Fit” step)
 Requisitions feed into Demand Requisitions

2. Demand Reqs:
 Map to actual business demand needs
 Demand reqs will now use a Target Start Date (TSD) field based on when the business can hire
for that role
 Example: Backfill of an existing employee the TSD would be today
 Example: Net/New growth role that is to be hired in Q4 then TSD would be Q4.

Three New Time To Fill Metrics:
1. STI: Sourcing Metric [Sourcing/Recruiting]: Candidate profile creation date to HM
Review/Skills 1
2. ITF: Interview/Process [Business]: Duration between HM Review/Skills 1 and hire date
3. TSF: Time to fill role against Demand [Recruiting + Business]: Duration between Target
Start Date and hire date.


Old TTF Metric = 1 Requisition (Req) opened in the Database
Open Position (Req)

Date Req TTF (Time To Fill) Date the Req
Opened in the was Filled
database

New Metrics = 2 New types of Requisitions; Souring/Pipelining and Open
Demand Req’s in the Database with 3 Key Indicators: STI, ITH & TTH
Sourcing/Pipeline Req Open Demand Req

Candidate Submit to Business
STI (Source to Interview) ITH (Interview to Hire) Actual
Creation Business Accept Hire
Date Recruiting Date Date Business Date

TTH is independent of STI and ITF so it can indicate both proactive and
reactive recruiting trends by Job Family, Geography, Business Unit, etc
TTH (Time To Hire) on Open Demand Req

Req Actual
Target Recruiting + Business Hire
Hire Date Date


Time to Fill Metrics & Definitions
• Target Start to Fill (TSF): Target Start Date through final hire status
Example
– Business A Just In Time recruiting
 Business has sold business demand today (or approved backfill) and is ready to hire a
candidate today. Recruiter opens Demand Requisition with Target Start Date of today based
on business demand.
 TSF calculation begins. TSF is in this case simply the time between Target Start date and final
Hired status.
Example
– Business B Proactive Sourcing/Pipelining
 Business tells recruiter in Q1 about future demand in Q4. Demand Requisition is opened at any
time with a Target Start Date of the first day of Q4, but recruiter can use the Posting/Sourcing
Requisition to gather candidates prior to start of Q4.
 Recruiter identifies candidates in mid-Q3 and business proactively interviews candidates in
mid-Q3, even though the business can’t hire until start of Q4.
 In the first week of Q4 recruiter and business have identified a final shortlist of candidates.
 Final candidate is offered and accepts on the Wednesday of the second week of Q4 and is
moved to final hire status.
 Therefore, TSF would be 10 days (TSF start = first day of Q4. Hired status = 10 days later)

See slide 7 examples


Metrics & Definitions continued
• Source To Interview (STI): Candidate profile creation date to Skills 1 (To be
scheduled)
Example
– Business C
 Business tells recruiter in Q1/2/3 about future demand in Q4.
 Recruiter proactively identifies candidates against existing open Posting/Sourcing Requisition.
 STI clock starts when candidate profile was originally created (apply, capture, referral). STI is
simply the time between candidate file creation and Skills 1 (To be scheduled).

• Interview To Fill (ITF): Skills 1 (To be scheduled) through final hire status

Example
– Business D
 Business has sold business demand today (or approved backfill) and is ready to hire a
candidate today.
 Recruiter submits candidate who business wants to interview, ITF (Interview To Fill) clock
starts at Skills 1.
 ITF time is simply the time between Skills 1 (To Be Scheduled) and final hire status (some time
in future).

See slide 7 examples


Metric Timeline Examples
Example
A
Example
TSF B

Req Target
Start Date Hire
TSF
TSF Req Target
Hire
Start Date
TSF

Example
C

DEMAND Req
Candidate
STI
HM
Creation Review /
Date Skills 1

ITF Example
Today’s HM Review/ D
date Skills 1 Hire

Q1 Q2 Q3 Q4

New Time To Hire Framework

Related slideshows

More Related Content

New Time To Hire Framework

Editor's Notes