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How to Reduce the Time to Fill Positions

Driving down the time it takes to fill positions with well-qualified candidates is a sore point in many organizations.Driving down the time it takes to fill positions with well-qualified candidates is a sore point in many organizations. Of course, the so-called "time to fill" metric (number of elapsed days from the first day a position is listed to be filled until the first day that a successful applicant begins) varies by the organization's industry, geographical location, and the occupation and level to be filled. But, the average time to fill all positions in the United States has historically been about 48 work days. When it takes a long time to fill a position, the organization experiences higher overtime costs as fewer employees do more work and higher burnout rates of employees who must shoulder more work until help arrives. This topic focuses on how to drive down the "time to fill" metric. How can the organization find well-qualified people as quickly as possible? Answering that question is the focus for discussion.
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Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Agenda

Introduction
  • Overview
  • Objectives
  • Poll on How Long It Takes to Fill Positions
What Is the Time to Fill Metric, and Why Is It Important to Reduce the Time to Fill Positions?
  • Definition
  • Importance of Reducing the Time to Fill Metric
  • What Happens When the Time to Fill Metric Is Not Managed
How to Drive Down the Time to Fill Metric
  • Finding out Why It Takes so Long to Fill Positions
  • Strategies to Drive Down the Time to Fill Metric
  • Measuring How Your Organization Rates Compared to Best Practice in Reducing the Time to Fill
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Why Lorman?

Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Credits

Audio & Reference Manual

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

MP3 Download

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

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Why Lorman?

Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Faculty

William J. Rothwell, Ph.D., SPHR, SHRM-SCP, CPLP Fellow

William J. Rothwell, Ph.D., SPHR, SHRM-SCP, CPLP Fellow

Rothwell & Associates, Inc

  • President of Rothwell & Associates, Inc. (www.rothwellandassociates.com) and professor, Penn State University, University Park
  • Practice emphasizes all aspects of talent management and succession planning
  • Conducts regular seminars on talent management, succession planning, and organization development
  • Wrote 110 books; Increase Learning & Development's Impact through Accreditation: How to Drive-Up Training Quality, Employee Satisfaction, and ROI (Palgrave, 2019)
  • Member of Association for Talent Development and the Society for Human Resource Management
  • Can be contacted at 814-234-6888 or [email protected]
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Product ID: 406525
Published 2019
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