Response time in hours for non-routine "recruit, source, and select employees" inquiries

This measure determines the number of hours spent responding to non-routine inquiries (i.e. those that require complex responses and subject-matter expert escalation) for the process "recruit, source, and select employees," which consists of new hire requisition, recruiting, candidate tracking/screening, pre-placement verification, and new hire/re-hire processing. It is part of a set of Cycle Time measures that help companies analyze the duration of the process "recruit, source, and select employees" from beginning to end.

Benchmark Data

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Measure Category:
Cycle Time
Measure ID:
100304
Total Sample Size:
197 All Companies
Performers:
25th Median 75th
- - -
Key Performance Indicator:
No
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Compute this Measure

Units for this measure are hours.

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Response time in hours for a non-routine inquiry for the process group "recruit, source, and select employees"

Key Terms

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Cycle Time

Cycle time is the total time from the beginning of the process to the end. This includes both time spent actually performing the process and time spent waiting to move forward.

Full-time Employee, Part-time Employee, and Temporary Employee

Full-time Employee

For the purpose of this survey, a regular full-time employee is hired for an indefinite period of time and is normally scheduled to work forty hours per week. Appointment is continuous, subject to satisfactory performance and availability of funding.

Part-time Employee

For the purpose of this survey, a regular part-time employee is hired for an indefinite period of time and is scheduled to work less than forty hours per week.

Temporary Employee

A temporary employee is employed for a finite period of time, to fulfill a time-limited role, or to fill the role of a permanent employee who is absent from work. The length of time an employee can work for the organization and be considered a temporary employee may be governed by employment legislation.

Measure Scope

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Cross Industry (7.3.1)

  • 7.2.1 - Manage employee requisitions (10439)
    • 7.2.1.1 - Align staffing plan to work force plan and business unit strategies/resource needs (10445)
    • 7.2.1.2 - Develop and maintain job descriptions (10447)
    • 7.2.1.3 - Open job requisitions (10446)
    • 7.2.1.4 - Post job requisitions (10448)
    • 7.2.1.5 - Modify job requisitions (10450)
    • 7.2.1.6 - Notify hiring manager (10451)
    • 7.2.1.7 - Manage requisition dates (10452)
  • 7.2.2 - Recruit/Source candidates (10440)
    • 7.2.2.1 - Determine recruitment methods and channels (10453)
    • 7.2.2.2 - Perform recruiting activities/events (10454)
    • 7.2.2.3 - Manage recruitment vendors (10455)
    • 7.2.2.4 - Manage employee referral programs (17047)
    • 7.2.2.5 - Manage recruitment channels (17048)
  • 7.2.3 - Screen and select candidates (20123)
    • 7.2.3.1 - Identify and deploy candidate selection tools (10456)
    • 7.2.3.2 - Interview candidates (10457)
    • 7.2.3.3 - Test candidates (10458)
    • 7.2.3.4 - Select and reject candidates (10459)
  • 7.2.4 - Manage new hire/re-hire (10443)
    • 7.2.4.1 - Draw up and make offer (10463)
    • 7.2.4.2 - Negotiate offer (10464)
    • 7.2.4.3 - Hire candidate (10465)
  • 7.2.5 - Manage applicant information (10444)
    • 7.2.5.1 - Obtain candidate background information (10460)
    • 7.2.5.2 - Create applicant record (10466)
    • 7.2.5.3 - Manage/track applicant data (10467)
      • 7.2.5.3.1 - Complete position classification and level of experience (20124)
    • 7.2.5.4 - Archive and retain records of non-hires (10468)