What is Turn-around Time?
Turnaround Time in HR processes refers to the duration it takes to complete specific tasks or processes within the human resources department.
This includes activities such as reviewing job applications, scheduling interviews, processing employee requests, and completing documentation.
Frequently Asked Questions (FAQs)
Why is turn-around time important?
Turn-around time is critical in HR because it directly impacts employee experience, recruitment effectiveness, and overall organizational efficiency.
Efficient turn-around times enhance candidate and employee satisfaction, reduce time-to-hire, and ensure timely resolution of HR-related issues.
What factors influence turn around time in HR processes?
There’s a lot that goes into HR processes that can either speed things up or slow them down. Here are some of the key factors that make a difference.
Process complexity - The complexity of tasks such as hiring senior roles or handling employee grievances can impact the time required.
Resource availability - Availability of HR staff, technology, and tools needed to complete tasks efficiently.
Organizational policies - Adherence to internal policies and procedures that may affect the speed of HR processes.
Communication - Clear communication between HR, hiring managers, and employees can streamline processes and reduce delays.
How can HR improve turn around time?
Improving turnaround time doesn’t have to be overwhelming. There are some practical steps HR teams can take to work more efficiently and get things moving faster.
Automation - Using HR software and recruitment automation tools for automating repetitive tasks like resume screening or employee data entry.
Standardization - Establishing standardized procedures and workflows to ensure consistency and efficiency.
Training - Providing training to HR staff on efficient processes and tools to optimize their workflow.
Feedback loop - Gathering feedback from employees and managers to identify bottlenecks and areas for improvement.
Prioritization - Prioritizing tasks based on urgency and impact to ensure timely resolution.
What are the benefits of reducing turn-around time in HR processes?
When HR processes move more quickly, everyone wins! Here’s how reducing turnaround time can have a positive ripple effect throughout your organization.
Enhanced employee experience - Employees experience faster responses to inquiries and requests, leading to improved satisfaction and employee engagement.
Improved recruitment outcomes - Faster hiring processes attract top talent and reduce the risk of losing candidates to competitors.
Cost savings - Streamlining processes reduces administrative costs associated with prolonged HR processes.
Operational efficiency - Overall organizational efficiency improves as HR tasks are completed more quickly and accurately.
How to calculate recruitment TAT?
If you’re curious about how to measure recruitment efficiency, calculating TAT is a simple and effective way to do it. Here’s how to break it down step by step.
Identify the Start Date - This is the date when the job was posted or opened up.
Identify the End Date - This is the date when the job offer was accepted by the candidate.
Calculate Individual TAT - Subtract the start date from the end date to get the TAT for each hiring instance.
Average the Results (if calculating for multiple positions) - Find the average TAT across all hiring instances to get a broader view of your recruitment efficiency.
For example,
Identify the Start Date
Job posted on 1st July 2024.
Identify the End Date
Job offer accepted on 20th July 2024.
Calculate Individual TAT
TAT = Date of Offer Acceptance - Date of Job Posting
TAT = 20th July 2024 - 1st July 2024
TAT = 19 days
Average the Results (if there are multiple instances)
If you have multiple job postings and corresponding offer acceptance dates, calculate each TAT and then find the average.
Another example - TATs for three different positions were 19 days, 25 days, and 21 days.
Average TAT = (19 + 25 + 21) / 3
Average TAT = 65 / 3 = 21.67
Average TAT = 21 - 22 days
How to measure turn around time effectiveness?
Tracking HR effectiveness goes beyond just the clock. There are several ways to measure how well your HR processes are performing when it comes to time.
Average time to hire - Calculating the average time from job posting to candidate acceptance.
Response time - Monitoring how quickly HR responds to employee inquiries or requests.
Process completion rate - Assessing the percentage of HR processes completed within predefined timeframes.
Employee feedback - Gathering feedback from employees and candidates on their satisfaction with HR response times.
What challenges might HR face in improving turn-around time?
Like anything else, speeding up HR processes comes with its own set of challenges. Here are some of the hurdles HR teams might encounter along the way.
Resistance to change - Employees and stakeholders may resist new processes or technologies that aim to speed up HR processes.
Resource constraints - Limited budget or staffing may hinder the implementation of efficient HR practices.
Complexity of tasks - Certain HR tasks, such as legal compliance or complex employee issues, may inherently take longer to complete.
Quality vs speed - Balancing the need for fast turnaround with maintaining high-quality HR services and decisions.
