Leaving an open position vacant can put pressure on an organization. Existing employees may have to take on additional responsibilities, productivity can suffer, and important business opportunities may be missed.
So, how long should employers expect it to take to fill an open position?
On average, according to Recruitment specialists, most professional roles take between 30 and 90 days to fill. However, no single timeline applies to every position. The time required depends on the level of the role, the availability of qualified candidates, industry demand and how specialized the required skill set is. Below, we’ll outline some of the timelines to fill open positions based on the type of role.
How Long Does It Take to Fill an Entry-Level Role?
Entry-level roles typically take 20 to 30 days to fill. These positions generally have larger applicant pools and fewer specialized requirements. Employers can attract a large number of candidates through job postings, making it easier to identify qualified applicants.
The hiring process can also be relatively straightforward, with fewer interview stages and decision-makers involved. That doesn’t mean every entry-level position can or should be filled within a month. Roles requiring specific technical skills, certifications or experience in a competitive industry may take longer.
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How Long Does It Take to Fill a Mid-Level Role?
Mid-level professional and operational positions typically take 30 to 60 days to fill. At this level, employers are usually looking for candidates with a combination of education, experience and demonstrated skills. The candidate pool may be smaller than it is for entry-level positions, and employers often conduct more extensive interviews before making an offer.
How Long Does It Take to Fill a Senior-Level Role?
Senior-level positions typically take 60 to 120 days to fill. Searches can take longer when the organization is looking for a candidate with highly specialized experience or a specific industry background.
One reason these searches take longer is that many of the strongest candidates are not actively looking for a new job. Recruiting them requires identifying and approaching passive candidates, establishing interest and demonstrating why the opportunity is worth considering.
The higher the level of the position, the more important it becomes to focus on finding the right candidate rather than simply filling the vacancy quickly.
Learn more about executive search.
Why Do Some Roles Take Longer Than Expected?
Several factors can extend the hiring timeline.
- A limited talent pool: Specialized skills, industry experience or leadership expertise can significantly reduce the number of qualified candidates.
- High demand for specific skills: When multiple employers are competing for the same talent, qualified candidates may have several opportunities to choose from.
- Compensation: If the salary or overall compensation package isn’t competitive with the market, employers may struggle to attract or retain qualified candidates during the hiring process.
- A lengthy hiring process: Multiple interviews, assessments and layers of approval can add weeks to the process. Delays in scheduling interviews or providing candidate feedback can also result in losing strong candidates to competing employers.
- Waiting for the perfect candidate: Employers can sometimes spend too much time looking for someone who meets every requirement. Separating essential qualifications from desirable ones can help organizations recognize strong candidates who may not check every box.
What’s a Reasonable Hiring Timeline?
There is no universal answer to how long it should take to fill a position. A 90-day search may be reasonable for a highly specialized executive role but unnecessarily long for an entry-level position.
The goal shouldn’t be to fill a position as quickly as possible. It should be to run an efficient hiring process that gives the organization enough time to identify and assess qualified candidates without creating unnecessary delays.
For employers, understanding the expected timeline for different types of positions can help set realistic expectations, improve the recruitment process and reduce the business impact of an extended vacancy.
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