What is the average time it takes to hire somebody in the UK?
We were curious about this too, so we asked some leading recruitment professionals to find out.
We surveyed 497 HR and recruitment managers across the country, from a broad range of employers and asked them how long it takes them to progress from a candidate applying for a role, to officially filling the job.
Here’s what they said…
What is the average time to hire in the UK?
The average time to hire in the UK is 4.9 weeks across all industries, regions and job functions. This is the amount of time that passes between a candidate applying for a role (or being sourced by a recruiter) and formally accepting the job offer.
Average time to hire by industry
The government and public sector industry has the longest average time to hire of all UK industries at 6 weeks – this is likely due to lengthy administrative processes being involved in government jobs, such as security clearance for employees working with sensitive information.
Hotel and catering has the shortest time to hire at 3.9 weeks, which could possibly be attributed to the industry having many temporary and seasonal positions available.
| Industry | Average time to hire (weeks) |
|---|---|
| Goverment & Public Sector Establishments | 6 |
| Banking & Financial Services | 5.9 |
| Education & Training Establishments | 5.2 |
| Medical & Health | 5.2 |
| Importers, Exporters & Agents | 5.1 |
| Wholesale, Distribution & Servicing | 5.1 |
| Industrial Companies | 4.9 |
| Legal & Accounting Firms | 4.8 |
| Information Technology | 4.7 |
| Transport, Shipping & Storage | 4.7 |
| Farming & Animal Establishments | 4.5 |
| Professionals | 4.5 |
| Sport & Leisure Establishments | 4.4 |
| Retailers | 4.1 |
| Hotels & Catering Establishments | 3.9 |
| Average | 4.9 |
Average time to hire by region
In terms of regions, London has the longest time to hire with an average of 5.5 weeks, and the shortest is found in Yorkshire and Humber at just over 4 weeks.
| Region | Average time to hire (weeks) |
|---|---|
| London | 5.5 |
| South East | 5.2 |
| East of England | 5.1 |
| South West | 4.9 |
| East Midlands | 4.7 |
| Northern Ireland | 4.7 |
| Wales | 4.7 |
| North East | 4.6 |
| North West | 4.5 |
| West Midlands | 4.5 |
| Scotland | 4.4 |
| Yorkshire and The Humber | 4.1 |
Average time to hire by company size
Unsurprisingly, larger companies take longer to hire employees, which is most likely due to longer interview and compliance processes than smaller firms who are able to be more agile and make hiring decisions quicker.
| Company size | Average time to hire (weeks) |
|---|---|
| Micro (up to 10 staff) | 4.4 |
| Small (11 - 49 staff) | 4.7 |
| Medium (50 - 249 staff) | 4.9 |
| Enterprise (over 250 staff) | 5.6 |
Average time to hire by job function
Business & finance and government service roles take the longest time to hire candidates, when it comes to job function, and the quickest roles to hire for are hospitality and beauty & wellbeing positions.
| Job function | Average time to hire (weeks) |
|---|---|
| Business and finance | 6 |
| Government services | 5.8 |
| Science and research | 5.8 |
| Legal | 5.5 |
| Managerial | 5.3 |
| Technology and digital | 5.2 |
| Engineering and maintenance | 5.1 |
| Teaching and education | 5.1 |
| Healthcare | 5 |
| Creative and media | 4.8 |
| Sports and leisure | 4.8 |
| Construction and trades | 4.7 |
| Manufacturing | 4.7 |
| Administration | 4.4 |
| Retail and sales | 4.2 |
| Transport | 4.2 |
| Travel and tourism | 4.1 |
| Hospitality | 4 |
| Beauty and wellbeing | 3.9 |
Average time to hire by job seniority
Senior roles naturally take longer to fill than junior positions, as the bigger the responsibilities and salary on offer, the longer it will take for both parties to commit to a decision.
Entry level roles can be filled in as little as 3.6 weeks and senior leadership roles can take over 6 weeks to fill.
| Job seniority | average time to hire (weeks) |
|---|---|
| Entry level | 3.6 |
| Experienced | 4.5 |
| Middle management | 5.1 |
| Senior leadership | 6.5 |
Average time to hire by job location (office or remote)
Hybrid and remote positions are able to be filled much faster than roles which are based in the office full-time, with hybrid/remote roles being filled in under 4 and half weeks, compared to 6 weeks for in-office jobs.
This is probably due to the speed at which video interviews can be arranged and carried out, when compared to in-person job interviews.
| Job location | Average time to hire (weeks) |
|---|---|
| In-office full-time | 6 |
| Fully remote | 4.3 |
| Hybrid | 4.4 |
What is time to hire?
“Time to hire” is the length of time taken from the moment a candidate applies for a job, to the moment they return the signed job offer and contract. It’s essentially an organisation’s way of saying, “Once we have contact with the right candidate, how long does it take us secure them?”
Why is time to hire important?
Time to hire is an important metric because it tells a business how efficiently their recruitment function is performing. If companies take to long to secure suitable candidates for jobs, then it’s possible that they could be losing them to competitors.
Additionally, reducing time to hire can lower recruitment costs and improve the overall efficiency of the hiring process – it also helps in maintaining productivity by filling vacant positions more quickly, thereby minimising disruptions to business operations. By focusing on this metric, companies can enhance their competitive edge and better meet their organisational goals.
How can companies improve time to hire?
Here are five key steps companies can take to reduce their time to hire, including some interesting insights from recruitment thought-leaders.
Streamline Job Descriptions and Requirements
A well-crafted job description is the foundation of an efficient hiring process. It should be concise, clear, and focused on essential skills and qualifications. Recruiters should differentiate between “must-have” and “nice-to-have” skills to avoid deterring qualified candidates. Lou Adler, CEO of The Adler Group, emphasises the importance of accuracy in job descriptions: “A job description that clearly defines the performance objectives for the role is essential. It aligns expectations and attracts candidates who are a better fit.”
Leverage Technology and Automation
Incorporating technology can significantly expedite the hiring process. Applicant Tracking Systems (ATS) can automate various aspects of recruitment, such as resume screening, interview scheduling, and communication. Additionally, AI-driven tools can help identify the best candidates more quickly. According to Madeline Laurano, founder of Aptitude Research, “Automation in recruitment processes can reduce time to hire by up to 30%. It enables recruiters to focus on high-value tasks like engaging with candidates.”
Improve Candidate Experience
A positive candidate experience can accelerate the hiring process by keeping top talent engaged. This involves transparent communication, timely feedback, and a seamless interview process. Kevin Grossman, President of Talent Board, notes, “A streamlined and respectful candidate experience not only enhances your employer brand but also reduces the likelihood of candidates dropping out of the process, thus saving time.”
Implement Structured Interviews
Structured interviews ensure consistency and fairness, enabling quicker decision-making. By using predefined questions and scoring criteria, interviewers can more easily compare candidates and make faster, more informed choices. Google’s former Senior Vice President of People Operations, Laszlo Bock, advocates for structured interviews: “Using structured interviews, you can improve your quality of hire by 25% and reduce time to hire because the process is more efficient and less prone to bias.”
Foster Internal Mobility and Talent Pools
Promoting from within and maintaining a talent pool can dramatically cut down the time to hire. Internal candidates are already familiar with the company culture and processes, reducing onboarding time. Additionally, having a pre-vetted talent pool enables recruiters to fill positions swiftly when vacancies arise. Josh Bersin, a global industry analyst, underscores the value of internal mobility: “Companies with robust internal mobility programmes fill positions faster and are better at retaining top talent.”
Reducing time to hire is not just about speeding up the recruitment process; it’s about improving efficiency, candidate experience, and ultimately securing the best talent. By streamlining job descriptions, leveraging technology, enhancing candidate experience, implementing structured interviews, and fostering internal mobility, companies can significantly reduce their time to hire. As the recruitment landscape evolves, these strategies will be essential for staying competitive and attracting the brightest minds.
Methodology
To collect this data we surveyed 497 professionals who are currently working for UK-based organisations and have been overseeing internal recruitment operations for 6 months or longer. To qualify to take part in the survey, participants had to be employed by an organisation who have hired a minimum of 5 staff over the past 2 years, and have access to accurate and current recruitment data within the business.