How to Measure Time-to-Fill for High-Volume Custodial Roles

Time-to-fill is the number of days from opening a custodial role to a hire accepting. Measure it per role type and site, and shorten it by sourcing proactively and screening automatically, because in high-volume hiring a long time-to-fill means chronic understaffing.

Define it consistently

Pick a clear start (requisition opened) and end (offer accepted) and apply it every time. Inconsistent definitions make the metric useless.

Segment it

Time-to-fill for a day-shift custodian in a strong market differs from a night-shift role in a tight one. Segment by site and shift to see where you are slow.

Find the bottleneck

Is the delay in sourcing (few applicants), screening (slow review), or offers (slow decisions)? Each has a different fix. Usually, in this industry, it is sourcing.

Shorten it

Proactive sourcing and automated screening compress the front of the process. Platforms like EasySource are built to cut exactly this metric for hourly roles.

A real-world example

A contractor discovered its time-to-fill was dominated by slow candidate review, not scarcity; automating first-pass screening cut days off every hire.

Frequently asked questions

What is time-to-fill and how do you measure it?

The days from opening a role to a hire accepting. Define the start and end consistently and segment by site and shift.

Why does time-to-fill matter for custodial hiring?

A long time-to-fill means chronic understaffing, which overloads existing crew and drives further turnover.

How do you shorten time-to-fill?

Source proactively before a vacancy opens and automate first-pass screening, which usually removes the biggest delays.

Related reading

See our high-volume custodial ATS guide and turnover benchmarks.