Measuring the average hiring time is key to smoothing your recruitment process.
It shows where delays happen, helps you move faster, and keeps you from losing good candidates to other companies. Knowing how long it takes to fill a job gives you an edge in hiring.
In this article, we’ll look at the average time to hire by industry and how these statistics can help you find areas to improve.
Top Time to Hire Statistics (Editor’s Picks)
We’ve handpicked 29+ of the latest average time-to-hire statistics, facts, and trends. Here are 6 that we believe will blow you away.
| 1 | The global average time to hire is 44 days |
| 2 | Top candidates are available for 10 days before getting hired |
| 3 | The interview process takes an average of 23 days |
| 4 | The average cost per hire is about $4,700 |
| 5 | 60% of job seekers quit an application process because it’s too long or complicated |
| 6 | 76% of recruiters say their biggest challenge is attracting quality candidates |
Global Average Time to Hire
The global average time to hire is 44 days (SHRM)
This is up from 31 days in 2023. The increase shows hiring is becoming more complicated, making it harder for companies to secure talent quickly. These delays might give competitors an edge, especially in fast-moving industries. Keeping the process simple and efficient could help businesses hire faster.
Time-to-hire has risen consistently for the last four years (Josh Bersin)
The hiring process has taken longer each year for the last four years. This is due to more detailed screenings, higher qualifications, and multiple interview stages. As companies focus on finding the best fit, the hiring timeline has stretched out.
Top candidates are available for 10 days before getting hired (Workleap)
You need to move fast to secure top talent since most of the best candidates receive offers quickly, often within just ten days. A streamlined hiring process can help you make decisions faster and increase your chances of landing top-quality hires before they’re no longer available.
The interview process takes an average of 23 days (Zippia)
It usually takes around 23 days to complete the interview process for most jobs. This timeframe can vary based on the industry and company. A lengthy process might cause job candidates to lose interest or explore other opportunities, so businesses may want to consider ways to streamline their hiring process to avoid losing top talent.
The average cost per hire is about $4,700 (SHRM)
This includes everything from job postings to interviews and onboarding. Costs vary depending on the role and industry, but $4,700 is a standard estimate for many businesses. Higher-level positions or specialized roles often come with a bigger price tag. Knowing this can help companies streamline their hiring processes and save money.
Average Time To Hire By Industry
The industry with the shortest time to hire is cleaning services (Toggl)
Cleaning services companies hire faster than other industries. This allows them to meet client needs without long delays and maintain a reliable workforce. A quicker hiring process helps these businesses stay competitive.
Energy and defense have the longest time-to-hire rates (AMS)
Hiring in energy and defense takes longer than in other industries. To meet their talent needs, these sectors should focus on internal mobility, skills development, and clear job design. These steps can help speed up the hiring process and fill important roles more effectively.
Investment banking has a time-to-hire range of 21 to over 60 days (AMS)
Hiring times in investment banking can vary widely, from 21 days to more than 60 days. Companies in this field should prepare for these differences, as the role, skills needed, and location can all impact hiring time. Understanding this can help them plan better.
Retail and consumer industries have the shortest time-to-hire rates in 2022 (AMS)
Retail and consumer industries had the quickest hiring times, likely due to the global reopening of facilities and supply chains after the pandemic. Hiring times are continuing to decrease in 2023 as consumer behaviors return to normal.
Here’s the breakdown of the average time to hire per industry:
| Industry | Average Time to Hire (Days) |
| Cleaning Services | 14 |
| Hospitality | 14 |
| Automotive | 16 |
| Home & Commercial Services | 17 |
| Personal Care | 17 |
| Education & Child Care | 18 |
| Healthcare | 18 |
| Restaurant & Food Services | 18 |
| Retail | 18 |
| Tech & Media | 20 |
| Fitness | 22 |
| IT | 41 |
| Professional Services | 47 |
| Investment Banking | 60 |
| Engineering | 62 |
| Energy & Defense | 67 |
Average Time to Hire By Seniority Level
Executive positions take over 120 days to fill (Toggl)
Executive roles have the longest hiring times, often exceeding 120 days. These positions need specific skills and experience, which limits the pool of candidates. This makes the search longer and requires careful evaluation of a small number of qualified candidates before a decision is made.
Entry-level roles take about 30 days to fill (Toggl)
Hiring for entry-level positions takes around 46 days. This quicker process shows that finding candidates with less experience is generally easier than filling higher-level roles.
Here’s the breakdown of the average time to hire by seniority level:
| Job Position | Average Time to Hire (Days) |
| Executive Level | 120 |
| Director Level | 90 |
| Senior Leadership | 75 |
| Mid-Senior Level | 60 |
| Manager | 75 |
| Sales Staff | 53 |
| Associate Level | 60 |
| Professional Staff | 48 |
| Operations Staff | 48 |
| Service Staff | 35 |
| Entry Level | 30 |
| Support Staff | 28 |
| Administration | 24 |
Job Seeker Statistics
60% of job seekers quit an application process because it’s too long or complicated (Gitnux)
When applying for jobs, many candidates drop out if the process takes too much time or is overly complex. This can prevent companies from accessing a broader talent pool. Simplifying the application process could help keep applicants engaged and increase completion rates, helping companies fill roles faster.
Here are the most important factors for job seekers in accepting new jobs:
| Factor | Percentage |
| Compensation | 49% |
| Professional Development | 33% |
| Better work/life balance | 29% |
55% of candidates expect a job offer within 1-2 weeks after their first interview (Zety)
Most job seekers believe the hiring process should move quickly, with over half expecting an offer in one to two weeks. A drawn-out process can lead to candidates losing interest or accepting other offers, so it’s important for employers to streamline their recruitment process to meet these expectations.
57% of job seekers use social media in their job search (Zippia)
More than half of job seekers rely on social media platforms like LinkedIn and Facebook to find job opportunities. They use these platforms to connect with employers, discover open roles, and network with other professionals.
37% of US candidates are passive candidates interested in a new job (Zippia)
About 37% of job seekers in the U.S. aren’t actively applying but would consider a new job if the right opportunity came along. These passive candidates may not be searching job boards daily, but they’re still open to making a move.
Employers check social media profiles to screen candidates (PR Web)
Over 70% of employers use social media to screen job candidates. More than half have rejected candidates because of what they found on their profiles. This shows how important it is to manage your online presence.
AI in Hiring and Recruitment
27% of talent professionals are exploring GenAI in their day-to-day recruiting tasks (LinkedIn)
About a quarter of recruiters are now using Generative AI in their hiring tasks. They’re finding that AI tools help with things like screening resumes, sourcing candidates, and automating communications.
76% of companies say recruiting automation frees up recruiters’ time (Clear Company)
Most companies, about 76%, say using automation in recruiting helps recruiters focus on bigger tasks. It makes the hiring process smoother and gives recruiters more time for important decisions.
85% of recruiters think AI is useful (Zippia)
Most recruiters find AI helpful in hiring. It automates tasks like screening resumes and scheduling interviews, making the process smoother. This gives recruiters more time to focus on building relationships with candidates. The growing use of AI in recruitment shows it’s becoming a regular part of how hiring works today.
79% of recruiters believe AI will soon be competent enough to make hiring and firing decisions (Zippia)
Many recruiters think AI is advancing to the point where it could handle important tasks like hiring and firing. This belief reflects growing trust in AI’s ability to evaluate job candidates and employee performance.
Challenges for Recruiters
76% of recruiters say their biggest challenge is attracting quality candidates (Glassdoor)
Most recruiters struggle to find qualified people for open roles, with 76% naming this as their top issue. It shows how competitive the job market has become and why businesses need to offer more than just salary to appeal to top talent. This focus on quality over quantity highlights the importance of refining recruitment strategies and making roles more attractive to the best candidates.
Recruiters spend a third of their workweek sourcing candidates (Entelo)
Recruiters spend about one-third of their workweek finding candidates. This shows how much time goes into sourcing, which is a key step in hiring. Streamlining this process could save time and improve hiring results.
30% of new hires leave within 90 days (Clevry)
Almost a third of new employees quit within the first three months. This shows how crucial the onboarding and initial experience is for retaining talent and reducing turnover.
Technical jobs are the hardest to fill (Jobvite)
These roles demand specialized skills, often making the candidate pool smaller. Fields like engineering, IT, and data science are known for having fewer qualified candidates available, which can slow the hiring process. This makes it important for businesses to adopt strategies that quickly attract top technical talent while also offering competitive compensation and growth opportunities.
Let’s take a look at this graph breaking down the most difficult roles to fill:
Hiring Trends
Mobile devices account for 16% of all applications submitted (Pageuppeople)
About 16% of job applications come from mobile devices. This means many candidates prefer using their phones to apply for jobs. Companies that make their application process mobile-friendly could attract more applicants.
82% of companies use pre-employment tests to assess candidates (SHRM)
Most companies now rely on pre-employment tests to evaluate job candidates. These tests help employers measure skills and traits before making hiring decisions. It’s a practical approach that can improve the chances of finding the right person for the job. This method also speeds up the hiring process by providing clear insights into each candidate’s abilities, making recruitment more efficient and effective.
90% of job applicants use their smartphones to look for work (AIHR)
Most people (90%) now turn to their smartphones to search for jobs and submit applications. As mobile devices become essential for job hunting, it’s important for businesses to optimize their job listings for mobile platforms. Clear navigation and a smooth application process on mobile devices can help companies attract a wider pool of candidates. Making job searches easier for mobile users can also lead to quicker and better matches between applicants and employers.
32% of organizations now overlook candidate resume gaps (Jobvite)
More companies are now open to candidates with gaps in their work history. Around 32% of businesses don’t see breaks between jobs as an issue anymore. Instead, they focus on the candidate’s skills and experience. This change comes as employers adapt to non-traditional career paths and recognize that gaps don’t define a candidate’s potential.
60% of corporate recruiters see online degrees as equal to in-person degrees (GMAC)
A growing number of recruiters value online degrees just as much as traditional ones. With 60% now viewing them equally, it shows how much online education has gained credibility. This change means more opportunities for those pursuing flexible learning options while still meeting the expectations of employers. It’s another sign that what matters most is the quality of education and the skills you gain, not where or how you earn your degree.
Conclusion
Cutting down the time it takes to hire is key to staying ahead in today’s job market.
On average, it now takes 44 days to fill a role, and top candidates are only available for about 10 days. With 76% of recruiters finding it hard to attract quality talent, it’s important to make your hiring process quick and efficient.
Looking ahead, using AI and automation can help speed things up, allowing businesses to hire the best people faster.
FAQ
What is the average time to hire across industries?
The average time to hire across industries is 44 days, but it can vary significantly depending on the industry.
What factors affect the time to hire?
Factors include the complexity of the role, the industry, and the efficiency of your recruitment process.
Why is reducing time to hire important?
Reducing time to hire helps you secure top candidates before they accept offers from other companies.
What is the cost per hire on average?
The average cost per hire is about $4,700, covering expenses from job postings to onboarding.
What industries have the shortest time to hire?
Industries like cleaning services and hospitality have the shortest time to hire, often around 14 days.
