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Original
2026-01-01
Modified
2026-02-28
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<p>According to<a>Glassdoor</a>, “ the average length of the hiring process in the U.S. is about 23.8 days” but government roles take closer to 54 days and restaurant roles are filled in an average of 10 days. While average time-to-hire is simply a number, each of our hiring metrics can give us insight into the health of our talent acquisition function. Time-to-hire, cost-to-hire, and applicant-acceptance rates are all indicators of how well our teams are able to source, analyze, interview, and onboard new talent.</p>
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<p>According to<a>Glassdoor</a>, “ the average length of the hiring process in the U.S. is about 23.8 days” but government roles take closer to 54 days and restaurant roles are filled in an average of 10 days. While average time-to-hire is simply a number, each of our hiring metrics can give us insight into the health of our talent acquisition function. Time-to-hire, cost-to-hire, and applicant-acceptance rates are all indicators of how well our teams are able to source, analyze, interview, and onboard new talent.</p>
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<p>Choosing specific metrics to track and then analyzing those metrics against benchmarks can help you to optimize your recruiting process. Watch Checkr, GoodTime, and iCIMS to learn which metrics are most important, and how to operationalize utilizing hiring metrics. Our panel of experts will discuss:</p>
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<p>Choosing specific metrics to track and then analyzing those metrics against benchmarks can help you to optimize your recruiting process. Watch Checkr, GoodTime, and iCIMS to learn which metrics are most important, and how to operationalize utilizing hiring metrics. Our panel of experts will discuss:</p>
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<ul><li>How to choose the most important hiring metrics to review and optimize</li>
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<ul><li>How to choose the most important hiring metrics to review and optimize</li>
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<li>Ideas on how to balance speed (time-to-hire) with quality during the hiring process </li>
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<li>Ideas on how to balance speed (time-to-hire) with quality during the hiring process </li>
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<li>Ways to understand how effective each of your sourcing channels is and where candidates are getting stuck or slowed down in the hiring journey </li>
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<li>Ways to understand how effective each of your sourcing channels is and where candidates are getting stuck or slowed down in the hiring journey </li>
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<li>Best practices for understanding how the background check impacts your talent pool </li>
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<li>Best practices for understanding how the background check impacts your talent pool </li>
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<li>How to compare your own hiring metrics to geographic and industry benchmarks</li>
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<li>How to compare your own hiring metrics to geographic and industry benchmarks</li>
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</ul><h2>Jasper Sone</h2>
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</ul><h2>Jasper Sone</h2>
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<p>Founder</p>
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<p>Founder</p>
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<p>GoodTime.io</p>
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<p>GoodTime.io</p>
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<h2>Rhea Moss</h2>
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<h2>Rhea Moss</h2>
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<p>Director of Data Insights and Customer Intelligence</p>
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<p>Director of Data Insights and Customer Intelligence</p>
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<p>iCIMS</p>
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<p>iCIMS</p>
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<h2>David Patterson</h2>
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<h2>David Patterson</h2>
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<p>Head of Communications</p>
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<p>Head of Communications</p>
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<p>Checkr</p>
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<p>Checkr</p>