While targets vary by industry and role complexity, most organizations should aim for:

– Entry-level positions: 30-40 days
– Mid-level positions: 40-50 days
– Senior/Executive positions: 50-70 days

These targets should be adjusted based on your industry, location, and specific hiring needs.

Extended TTF directly affects costs through:

– Direct recruiting costs ($250-$500 per day on average)
– Lost productivity ($1,000-$5,000 per day depending on position)
– Overtime expenses for covering the gap
– Administrative costs for prolonged recruitment

The total cost impact typically ranges from $1,500 to $5,500 per day depending on the position level.

Generally, no. FFT metrics should focus on permanent positions because:

– Contractor hiring typically follows different processes
– Temporary positions often have different urgency levels
– Including them can skew your metrics
– Different budget considerations apply

Track contractor hiring metrics separately for more accurate data.

Key factors that typically extend TTF include:

– Competitive job markets
– Specialized skill requirements
– Location constraints
– Complex approval processes
– Lengthy interview stages
– Poor candidate communication
– Uncompetitive compensation packages
– Inefficient screening processes

Best practices for reviewing TTF metrics:

– Monthly: Track trends and identify immediate issues
– Quarterly: Compare against industry benchmarks
– Annually: Set new targets and strategies
– By department: Identify specific bottlenecks
– By position level: Adjust expectations accordingly