The total number of days jobs are open, divided by the total number of jobs available, is the formula used to calculate:

 Definition of Time-to-Fill: Time-to-fill measures the number of calendar days it takes to fill a job vacancy, starting from the date the job is posted to the date a candidate accepts the offer. Formula: Time-to-Fill=TotalNumberofDaysJobsAreOpenTotalNumberofJobsAvailable\text{Time- to-Fill} = \frac{\text{Total Number of Days Jobs Are Open}}{\text{Total Number of Jobs Available}}Time-to-Fill=TotalNumberofJobsAvailableTotalNumberofDaysJobsAreOpen  Why Time-to-Fill is Correct: It is a key recruitment metric used to evaluate the efficiency of the hiring process. Lower time-to-fill indicates a streamlined recruitment process, while higher values may suggest bottlenecks or inefficiencies.  Eliminating Incorrect Options:
A . Turnover: Refers to the rate at which employees leave the organization and is unrelated to job openings.
C . Yield ratio: Measures the efficiency of recruiting efforts (e.g., percentage of candidates moving from one stage to the next).
D . Vacancy costs: Refers to financial losses due to unfilled positions, not the time metric.  International HR Reference: SHRM Metrics Toolkit: Highlights the importance of time-to-fill for evaluating recruitment efficiency. ISO 30414: Guidelines for human capital reporting, including recruitment metrics like time-to-fill.