An open search has been running for six months. What should leadership change?
The elapsed time alone cannot answer that question.
AAPPR's white paper, Unlocking Success: The Role of Metrics in Physician Recruitment, explains why organizations should examine individual hiring stages alongside overall days to fill. Different searches can take similar amounts of time for very different reasons. Read the AAPPR white paper.
ClearHire's recommendation is to build a recruitment review around the decisions each metric should inform:
- Few qualified candidates: Revisit the search criteria, market, sourcing strategy, and opportunity.
- Candidates disengage after initial discussions: Examine how the role is presented and what objections emerge.
- Interviews are delayed: Identify scheduling obstacles and clarify who owns the next step.
- Offers remain unresolved: Review approval timelines, unanswered questions, and differences in expectations.
- Signed candidates face delayed starts: Examine the handoff to credentialing and onboarding.
These are diagnostic questions. Each requires evidence before leadership chooses a remedy.
A useful dashboard should make the next action clear: who is responsible, what is blocking progress, and when the issue will be resolved. Recruitment agencies and internal teams need shared definitions so their reports describe the same process.
That is also a foundation for building an internal recruitment department. Define responsibilities, decision rights, reporting, and handoffs alongside the team itself.
ClearHire connects recruitment assessment with execution, helping organizations examine the process and build the capacity to run it.
If your dashboard shows the delay but cannot explain it, begin there.
