One in four applications goes unanswered, according to the latest “Recruitment KPIs 2025” report for H1 2025 by eRecruiter, based on data from over 10.5 million applications.
In the first half of 2025, candidates had to wait longer for job offers than in the previous half-year. The average time from sending a CV to receiving an offer was 22 days—three days longer than before. However, the total time needed to hire a candidate remained stable.
Key Recruitment KPIs Under the Microscope
The analysis of key performance indicators (KPIs) shows that while companies are taking longer to make offer decisions, other recruitment stages have not changed significantly. In H1 2025, the averages were as follows:
- Time to Offer (from application to job offer): 22 days
- Time to Hire (from application to employment): 35 days
- Time to Fill (from project activation to job offer from the employer’s perspective): 50 days
The Time to Hire and Time to Fill metrics remained unchanged compared to H2 2024.
Waiting for a Response – Candidate Experience
From the candidate’s perspective, recruiter response time is key. The report shows that it takes an average of 9 days from sending an application to the recruiter opening it (Time to View). Alarmingly, 28% of applications remain unopened—meaning more than one in four CVs are never reviewed.
Response time carries both practical and emotional weight. Many candidates apply for multiple jobs simultaneously, so communication delays can damage trust in an employer. Even an automatic confirmation of receipt builds a sense of respect and transparency. This is especially important for younger generations, who view efficient and open recruitment processes as a sign of professionalism.
“Every interaction with a candidate is an opportunity to build employer branding. Even a short response within 24–48 hours can significantly shape the perception of a company as reliable and candidate-focused,” notes Katarzyna Trzaska, eRecruiter expert.
Seniority Matters – A New Layer of Analysis
Breaking KPIs down by job level clearly shows that the higher the position, the longer the process. The differences are stark:
- For blue-collar workers, the Time to Offer is 19 days, and Time to Hire is 32 days.
- For directors, Time to Offer extends to 40 days, and Time to Hire to 46 days.
Extended recruitment times for managerial and executive roles reflect the strategic weight of these hires. Each step, from competency checks to board-level interviews, is more complex. Hiring a leader is a long-term decision shaping the company’s future, where rushing would be risky. Conversely, for blue-collar workers and specialists, speed and efficiency are critical in a highly competitive talent market.
“Delays at these levels may cost companies valuable candidates who might choose faster-moving competitors,” adds Trzaska.
Industry Leaders in Speed and Satisfaction
Recruitment timelines vary significantly across industries. Candidates in services and government organizations receive offers the fastest—within 10 days on average. At the opposite end, candidates applying to non-profits wait as long as 38 days.
Fastest sectors by Time to Offer:
- Services – 10 days
- Government organizations – 10 days
- Recruitment agencies – 12 days
Interestingly, speed doesn’t always mean satisfaction. Candidate satisfaction, measured by Net Promoter Score (NPS), is highest in recruitment agency processes (NPS = 86). Meanwhile, government recruitment—despite its speed—scored the lowest (NPS = 2), with almost as many detractors as promoters.
These results suggest that speed is only half the story. Recruitment is the art of combining efficiency with attentiveness to the candidate. The best organizations know that true success is measured by whether candidates return and recommend the company to others.
About the Study
The “Recruitment KPIs 2025” report is the third edition prepared by eRecruiter and Great Digital. It is based on eRecruiter system data from January 1 to June 30, 2025. The analysis covered over 10.5 million applications submitted for nearly 126,000 recruitment projects conducted by more than 2,500 companies across 25 industries. Candidate satisfaction (NPS) was based on over 3,900 surveys. The research partner was Great Digital, a consultancy specializing in HR analytics and research.
Source: CEO.com.pl
