{"id":3179,"date":"2025-11-13T13:39:22","date_gmt":"2025-11-13T12:39:22","guid":{"rendered":"https:\/\/www.boomerang-intelligence.com\/?p=3179"},"modified":"2025-11-13T13:39:22","modified_gmt":"2025-11-13T12:39:22","slug":"que-es-el-time-to-fill-y-como-reducirlo","status":"publish","type":"post","link":"https:\/\/www.boomerang-intelligence.com\/en\/blog\/rrhh\/que-es-el-time-to-fill-y-como-reducirlo\/","title":{"rendered":"Qu\u00e9 es el Time to fill y c\u00f3mo reducirlo"},"content":{"rendered":"

Una de las grandes ventajas que tienen los recruiters actuales<\/strong> respecto a los profesionales de hace a\u00f1os es la capacidad de medir su eficacia mediante m\u00e9tricas precisas. Entre ellas, una de las m\u00e1s importantes es el time to fill<\/strong>, un indicador esencial para ahorrar tiempo, dinero y mejorar la eficiencia de los procesos de selecci\u00f3n.<\/p>\n

En este art\u00edculo te explicamos qu\u00e9 es, c\u00f3mo se calcula y qu\u00e9 estrategias puedes aplicar para reducir el time to fill<\/strong> y acelerar tus contrataciones sin perder calidad.<\/p>\n

\n

\u00bfQu\u00e9 es el time to fill y c\u00f3mo se calcula?<\/h2>\n

El time to fill<\/strong> mide el n\u00famero de d\u00edas que transcurren desde que se abre una vacante hasta que el candidato seleccionado acepta la oferta y se incorpora a la empresa. Esta m\u00e9trica incluye todas las fases previas al inicio de la selecci\u00f3n, como la aprobaci\u00f3n interna de la vacante o la definici\u00f3n del perfil.<\/p>\n

Ejemplo de c\u00e1lculo:<\/strong>
Si cierras tres vacantes en 30, 40 y 50 d\u00edas, el time to fill promedio ser\u00e1:
(30 + 40 + 50) \/ 3 = 40 d\u00edas<\/strong>.<\/p>\n

Este indicador te ayuda a identificar qu\u00e9 canales, metodolog\u00edas o estrategias de reclutamiento te permiten atraer talento de calidad m\u00e1s r\u00e1pido.<\/p>\n

\n

\u00bfQu\u00e9 es un buen time to fill?<\/h2>\n

No existe un valor universal, ya que depende del sector, la dificultad de la vacante y la disponibilidad del talento.<\/p>\n

    \n
  • \n

    El time to fill promedio global<\/strong> es de 42 d\u00edas<\/strong> (SHRM).<\/p>\n<\/li>\n

  • \n

    Puede oscilar entre 14 y 63 d\u00edas<\/strong>.<\/p>\n<\/li>\n

  • \n

    Los perfiles de ingenier\u00eda registran medias de 62 d\u00edas<\/strong>.<\/p>\n<\/li>\n

  • \n

    Seg\u00fan LinkedIn (Global Survey 2017), un proceso puede durar desde unos d\u00edas hasta 4 meses.<\/p>\n<\/li>\n<\/ul>\n

    Por eso es fundamental analizar este dato en el contexto de tu sector y del tipo de perfil que buscas.<\/p>\n

    \n

    \u00bfPor qu\u00e9 es importante reducir el time to fill?<\/h2>\n

    1. Cada proceso activo cuesta dinero<\/strong><\/h3>\n

    Publicar ofertas en LinkedIn, bolsas de empleo o plataformas requiere inversi\u00f3n. Cuanto m\u00e1s tiempo est\u00e9 activa la vacante, mayor ser\u00e1 el coste.<\/p>\n

    2. Perder un rol clave afecta directamente a la productividad<\/strong><\/h3>\n

    Pensemos en una empresa SaaS sin un desarrollador durante dos meses: retrasos, menor producci\u00f3n y p\u00e9rdida de oportunidades.<\/p>\n

    3. El talento se enfr\u00eda si el proceso se alarga<\/strong><\/h3>\n

    El 70% de los candidatos pierde inter\u00e9s<\/strong> si no recibe noticias en una semana.
    Un proceso largo puede hacerte perder a los mejores.<\/p>\n

    \n

    C\u00f3mo mejorar y reducir tu time to fill<\/h2>\n

    1. Analiza todo tu proceso de selecci\u00f3n<\/strong><\/h3>\n

    Divide el proceso en fases y detecta d\u00f3nde se pierde m\u00e1s tiempo:<\/p>\n

      \n
    • \n

      \u00bfTardas demasiado en encontrar candidatos?<\/p>\n<\/li>\n

    • \n

      \u00bfLas entrevistas son demasiado largas?<\/p>\n<\/li>\n

    • \n

      \u00bfTu candidate persona<\/em> est\u00e1 mal definida?<\/p>\n<\/li>\n<\/ul>\n

      Tener claro tu perfil ideal<\/strong> acelera cribas, entrevistas y canales de b\u00fasqueda.
      Si necesitas optimizar este punto, revisa tu definici\u00f3n de candidate persona<\/em>.<\/p>\n

      \n

      2. Planifica y dedica tiempo real al proceso<\/strong><\/h3>\n

      Revisar curr\u00edculums consume el 23% del tiempo total<\/strong> de un proceso.
      La clave es la planificaci\u00f3n<\/strong>:<\/p>\n

        \n
      • \n

        En lugar de revisar CV 15 minutos al d\u00eda, reserva 1 hora diaria.<\/p>\n<\/li>\n

      • \n

        Avanzar\u00e1s mucho m\u00e1s r\u00e1pido.<\/p>\n<\/li>\n<\/ul>\n

        Adem\u00e1s, utilizar un ATS (Applicant Tracking System)<\/strong> te permitir\u00e1:<\/p>\n

          \n
        • \n

          Centralizar candidaturas.<\/p>\n<\/li>\n

        • \n

          Agilizar cribas.<\/p>\n<\/li>\n

        • \n

          Reducir tiempos de gesti\u00f3n.<\/p>\n<\/li>\n<\/ul>\n

          \n

          3. Reutiliza candidatos de procesos anteriores<\/strong><\/h3>\n

          Muchos candidatos descartados en procesos previos pueden ser perfectos para una vacante actual.
          Revisar tu base de talento puede darte contrataciones r\u00e1pidas y efectivas<\/strong>.<\/p>\n

          Adem\u00e1s, estos candidatos ya conocen tu empresa, lo que facilita su inter\u00e9s.<\/p>\n

          \n

          4. Contacta candidatos pasivos<\/strong><\/h3>\n

          Los candidatos pasivos<\/strong> no buscan activamente empleo, pero pueden ser los m\u00e1s valiosos.<\/p>\n

          Seg\u00fan un estudio de LinkedIn (2011), comparados con los candidatos activos:<\/p>\n

            \n
          • \n

            Son un 120% m\u00e1s proclives<\/strong> a buscar impacto en la empresa.<\/p>\n<\/li>\n

          • \n

            Tienen un 17% menos de necesidad de formaci\u00f3n adicional<\/strong>.<\/p>\n<\/li>\n<\/ul>\n

            La contrataci\u00f3n de talento pasivo suele mejorar el desempe\u00f1o y la permanencia.<\/p>\n","protected":false},"excerpt":{"rendered":"

            Una de las grandes ventajas que tienen los recruiters actuales respecto a los profesionales de hace a\u00f1os es la capacidad de medir su eficacia mediante m\u00e9tricas precisas. Entre ellas, una de las m\u00e1s importantes es el time to fill, un indicador esencial para ahorrar tiempo, dinero y mejorar la eficiencia de los procesos de selecci\u00f3n. […]<\/p>\n","protected":false},"author":4,"featured_media":3180,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[23],"tags":[],"class_list":["post-3179","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-rrhh"],"acf":[],"yoast_head":"\nQu\u00e9 es el Time to fill y c\u00f3mo reducirlo - Boomerang Intelligence<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.boomerang-intelligence.com\/en\/blog\/rrhh\/que-es-el-time-to-fill-y-como-reducirlo\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Qu\u00e9 es el Time to fill y c\u00f3mo reducirlo - Boomerang Intelligence\" \/>\n<meta property=\"og:description\" content=\"Una de las grandes ventajas que tienen los recruiters actuales respecto a los profesionales de hace a\u00f1os es la capacidad de medir su eficacia mediante m\u00e9tricas precisas. Entre ellas, una de las m\u00e1s importantes es el time to fill, un indicador esencial para ahorrar tiempo, dinero y mejorar la eficiencia de los procesos de selecci\u00f3n. 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