Define time-to-fill and cost-per-hire as recruitment metrics.

Define time-to-fill and cost-per-hire as recruitment metrics.

• A. Time-to-fill measures days to fill a vacancy; cost-per-hire sums all costs involved in hiring a new employee.
• B. Time-to-fill measures how long new hires stay with the company; cost-per-hire sums only recruiting agency fees.
• C. Time-to-fill is the total onboarding time; cost-per-hire includes only advertising costs.
• D. Time-to-fill measures training duration; cost-per-hire is the training cost per new hire.

Answer: (A)

Time-to-fill measures how quickly a vacancy is filled, tracking the number of days from when a job is opened (requisition created) to when a candidate accepts the offer and typically starts. This metric shows the speed and efficiency of the recruiting process, highlighting stages where sourcing, screening, or decision-making may slow things down. Cost-per-hire captures the total expense of filling a vacancy, adding up all recruiting and hiring costs—advertising, agency or search fees, recruiter and HR staff time, background checks, relocation, onboarding, and any other related costs—divided by the number of hires. This gives a full picture of the financial investment required to bring a new employee on board. So the statement aligns with these definitions: time-to-fill is about days to fill, and cost-per-hire accounts for all costs involved in hiring a new employee. The other options mix up what these metrics measure (for example, tying time-to-fill to retention or onboarding duration) or restrict cost-per-hire to just one cost, which isn’t consistent with the standard definitions.

Time-to-fill measures how quickly a vacancy is filled, tracking the number of days from when a job is opened (requisition created) to when a candidate accepts the offer and typically starts. This metric shows the speed and efficiency of the recruiting process, highlighting stages where sourcing, screening, or decision-making may slow things down.

Cost-per-hire captures the total expense of filling a vacancy, adding up all recruiting and hiring costs—advertising, agency or search fees, recruiter and HR staff time, background checks, relocation, onboarding, and any other related costs—divided by the number of hires. This gives a full picture of the financial investment required to bring a new employee on board.

So the statement aligns with these definitions: time-to-fill is about days to fill, and cost-per-hire accounts for all costs involved in hiring a new employee. The other options mix up what these metrics measure (for example, tying time-to-fill to retention or onboarding duration) or restrict cost-per-hire to just one cost, which isn’t consistent with the standard definitions.