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.