Need some Metrics advice

I think many companies have moved on from focusing too much on 'average days to fill'; in favour of more quality focused metrics. That said, it's kind of like the foundation of a house; you have to have solid ops metrics to enable your organization to get to the point where you can start looking at metrics 2.0 (quality-focused).

Also, just before I reference a few numbers that I think are reasonable, just need to make sure that everyone understands the parameters of the metric. Clock starts after approvals are secured, and it is assigned to a recruiter; ends when offer is accepted (not when the candidate starts), and it is calendar days (vs. business days).

Retail - 30-45 days; anything more than 45 is reason to be concerned within our environment.

Call Centre - ~30 days; most larger call centres hire to class dates which are identified well in advance so t:h is not really measurable in this category.

Professional - 45-60 days; this is an average based on a fairly high volume of hires. It would not be unusual to have more specialized positions open for a much longer period of time however this metric is almost always reported as an average and thus, having a large volume dilutes the metric. Many companies (TELUS included) will also track the average age of (active) vacancies so that you get a truer picture of current state. A take on the old 80/20 rule, if 80% of your vacancies have an average age of less than your target Time:Hire; then you are probably in pretty good shape.

Executive - 180+ days

Finally, back to the migration towards quality; I know of some companies (and again, I put TELUS in this category to a certain extent), where the focus is more heavily weighted towards quality and ensuring that we hire the right people through the use of competency-based assessment at the overall expense of a rapid hire. In other words, we are more interested in a longer T:H, knowing that we are hiring people with a solid match towards our identified competency profile for leaders.

Cheers,
Shawn