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D354 Talent Acquisition - VFM1 Task 2:
Recruitment Plan 2025 new update passed
version Western Governors University
VFM1 Task 2: Recruitment Plan
Clara Smith
Western Governor’s University
Talent Acquisition - D354
March 22, 2024
, 2
Competency A: Recruitment Plan
Competency A1: Recommended Recruitment Metric
With the influx in hiring Pruhart Tech will experience due to the creation of the senior
programmer role, in addition to the deadline given by the CEO to fill all ten senior programer
positions within the next three months, a time-to-fill recruitment metric would be the most
helpful for the Pruhart’s HR department.
Competency A1a: Calculation of Recruitment Metric
Time-to-fill is typically determined by calculating the date a candidate accepts the job
offer minus the initial date the position opened. Smaller determinations can be made within this
date range such as the number of business days from job posting to candidate application,
candidate application to first interview, and interview to job acceptance.
Competency A1b: Usefulness of Recruitment Metric
Because there is a relatively short deadline to fill ten positions, evaluating the time-to-fill
for the first approximately three hired senior programmers will allow the HR department to
evaluate which aspects of the hiring process could be further optimized in order to decrease the
amount of time required to fill the remaining senior programmer positions, ensuring all positions
are filled before the three month deadline.
Competency A1c: Two Recruitment Objectives
Two objectives related to the previously mentioned time-to-fill metric that Pruhart Tech’s
HR department could seek to meet are reducing overall average time-to-fill and increasing the
collaboration between hiring staff, both HR and department related, and recruiters.
Accomplishing both of these goals will ensure that Pruhart fills the ten programmer positions by
D354 Talent Acquisition - VFM1 Task 2:
Recruitment Plan 2025 new update passed
version Western Governors University
VFM1 Task 2: Recruitment Plan
Clara Smith
Western Governor’s University
Talent Acquisition - D354
March 22, 2024
, 2
Competency A: Recruitment Plan
Competency A1: Recommended Recruitment Metric
With the influx in hiring Pruhart Tech will experience due to the creation of the senior
programmer role, in addition to the deadline given by the CEO to fill all ten senior programer
positions within the next three months, a time-to-fill recruitment metric would be the most
helpful for the Pruhart’s HR department.
Competency A1a: Calculation of Recruitment Metric
Time-to-fill is typically determined by calculating the date a candidate accepts the job
offer minus the initial date the position opened. Smaller determinations can be made within this
date range such as the number of business days from job posting to candidate application,
candidate application to first interview, and interview to job acceptance.
Competency A1b: Usefulness of Recruitment Metric
Because there is a relatively short deadline to fill ten positions, evaluating the time-to-fill
for the first approximately three hired senior programmers will allow the HR department to
evaluate which aspects of the hiring process could be further optimized in order to decrease the
amount of time required to fill the remaining senior programmer positions, ensuring all positions
are filled before the three month deadline.
Competency A1c: Two Recruitment Objectives
Two objectives related to the previously mentioned time-to-fill metric that Pruhart Tech’s
HR department could seek to meet are reducing overall average time-to-fill and increasing the
collaboration between hiring staff, both HR and department related, and recruiters.
Accomplishing both of these goals will ensure that Pruhart fills the ten programmer positions by
