Time to Fill measures the speed of filling vacancies. Which option best describes this metric?

• A. It measures the cost per hire.
• B. It measures onboarding duration.
• C. It measures the speed of filling vacancies.
• D. It measures candidate satisfaction.

Answer: (C)

The main idea being tested is recruitment speed—how quickly a vacancy moves from opening to filled. Time to Fill tracks the duration from when a job is posted or requisitioned to when an offer is accepted (and usually the candidate is ready to start). This metric focuses on the velocity of the hiring process itself, helping you see how fast vacancies are being closed and where bottlenecks may be slowing things down.

Why this is the best description: Time to Fill explicitly measures how long it takes to fill a vacancy, which is exactly the question of speed in the hiring process. It’s distinct from other HR metrics like cost per hire (which totals financial outlay), onboarding duration (which starts after the hire), or candidate satisfaction (which reflects the candidate’s experience). Time to Fill provides a clear view of process efficiency and can guide improvements in sourcing, screening, interviewing, and approvals without conflating it with cost, onboarding, or candidate sentiment.