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# Understanding Time to Hire Reports

# Understanding Time to Hire Reports

Measure how long it takes to move candidates through your hiring process and identify bottlenecks.

## Accessing time reports

Go to [Reporting / Time to Hire](https://app.100hires.com/reporting/time-to)

## Available time metrics
![Understanding Time to Hire Reports: Available time metrics](https://storage.crisp.chat/users/helpdesk/website/-/4/f/a/a/4faab8f2b2ab0400/time-to-hire_1pr35qt.png)
### Time to Hire
Days from application to hire for candidates who were hired.

### Time to Disqualify
Days from application to disqualification for rejected candidates.

## Report controls

### Date Range
Select your reporting period:
* Last 7 days
* Last 30 days
* Last 3 months
* Last 6 months
* Last 12 months
* Custom range

### Job Filter
* View all jobs
* Filter by specific job

## Reading the report

### Average Time
The main metric shows average days to hire/disqualify.

### Distribution
See how time varies across candidates:
* Quick decisions (1-7 days)
* Standard process (1-4 weeks)
* Extended hiring (1+ months)

### Trend Over Time
Track if your process is getting faster or slower.

## Understanding your numbers

### Benchmarks

| Metric | Fast | Average | Slow |
| ---- | ---- | ---- | ---- |
| Time to hire | < 14 days | 14-30 days | > 30 days |
| Time to disqualify | < 3 days | 3-7 days | > 7 days |

Note: Benchmarks vary by role type and industry.

### What Affects Time to Hire

**Faster process:**
* Clear requirements
* Automated screening
* Available interviewers
* Quick decision-making

**Slower process:**
* Multiple interview rounds
* Panel coordination
* Background checks
* Offer negotiations

## Using time data

### Identify Bottlenecks
Look for stages where candidates spend the most time.

### Set Expectations
Tell candidates your typical timeline based on real data.

### Improve Process
Target stages with longest delays for optimization.

### Compare Jobs
See which roles take longer to fill.

## Reducing time to hire

### Automation
* Auto-score candidates with AI ![Understanding Time to Hire Reports: Automation](https://storage.crisp.chat/users/helpdesk/website/-/4/f/a/a/4faab8f2b2ab0400/how-to-auto-score-with-ai-3_1r7ukk9.png)
* Send automatic follow-up emails
* Use knockout questions for quick screening

### Scheduling
* Enable self-scheduling links ![Understanding Time to Hire Reports: Scheduling](https://storage.crisp.chat/users/helpdesk/website/-/4/f/a/a/4faab8f2b2ab0400/how-to-use-self-scheduling-lin_h4wbl0.png)
* Block interview slots in advance
* Use calendar integration for availability

### Decision Making
* Set up stuck candidate alerts
* Require feedback within 24 hours
* Daily pipeline reviews

### Communication
* Automatic stage notifications 
* Nurture campaigns during process ![Understanding Time to Hire Reports: Communication](https://storage.crisp.chat/users/helpdesk/website/-/4/f/a/a/4faab8f2b2ab0400/how-to-set-up-nurture-campaign_oe6t39.png)
* Quick rejection emails

## Disqualification time analysis

Fast disqualification means:
* Knockout questions working
* Clear requirements
* Quick initial screening

Slow disqualification may indicate:
* Candidates stuck in pipeline
* Missing decision criteria
* Process inefficiency

## Tips

* Track monthly trends, not just snapshots
* Compare similar job types
* Account for legitimate delays (background checks, notice periods)
* Focus on controllable factors
* Set stage-specific time goals