8 min read

What Your "Time-to-Complete" Data Says About Your Candidate

When you hire a new person, you look at their skills. You check their history. You look at their test scores. But there is a hidden layer of data that many hiring managers miss. This data is called "time-to-complete." It tells you how long a candidate took to finish their tasks.

Timing data is a part of assessment analytics. It shows you how a person works when no one is watching. It gives you a look at their habits and their focus. By looking at this metadata, you can learn things that a simple score cannot tell you. You can see if they are careful, if they are fast, or if they are just trying to get the task over with.

What Your "Time-to-Complete" Data Says About Your Candidate

The Hidden Meaning in Timing Data

Most people think a high score is the only thing that matters. If a candidate gets 90 percent on a test, you might think they are perfect. But what if they took five hours to finish a thirty-minute test? Or what if they finished it in two minutes?

These details change how you see that 90 percent score. Timing data helps you understand the effort behind the result. It helps you see if the person is a good fit for the pace of your company. When you look at assessment analytics and insights, you get a clear view of these patterns. You can see if the candidate is consistent or if they struggle with certain parts of the work.

Analyzing Metadata: The Story Behind the Clock

Metadata is data about data. In hiring, this means looking at how the candidate used the testing platform. You are not just looking at the answers. You are looking at the behavior.

Did the Candidate Rush the Test?

Rushing is a common behavior. You can see this when a candidate finishes a test much faster than the average person. This behavior signals a few things:

High Confidence: The candidate knows the material so well they do not need to think twice.
Impatience: The person wants to finish the task quickly and does not care about the details.
Lack of Interest: They are doing the test because they have to, but they are not putting in real effort.

If a candidate rushes and gets a low score, they likely lack focus. If they rush and get a high score, they might be very smart but could still make small mistakes in a real job.

Did They Take 3 Days to Start?

The time between when you send the test and when they start it is very telling. If a candidate takes three days to click the link, it signals their level of urgency.

Low Priority: Your job might not be their first choice. They may be waiting for other offers.
Poor Time Management: They might be struggling to find time to do a simple task.
A Busy Schedule: They could be working hard at their current job and can only do the test on their day off.

A candidate who starts the test within an hour shows high excitement. They want the job and are ready to prove it.

What Starting Speed Says About Candidate Motivation

Candidate motivation is hard to measure in an interview. Everyone says they are excited to work. Timing data gives you the truth.

When a person starts a task right away, they show they are proactive. They do not wait for things to happen. They make them happen. If they wait until the last minute before a deadline, they might be procrastinators. This is an important insight for roles that have tight daily deadlines.

You should look for candidates who:

Open the email quickly.
Start the test within 24 hours.
Finish the test in one sitting without long breaks.

These behaviors show that the candidate is serious about the role. They are giving you their full attention.

How Timing Connects to Aptitude Testing Data

Aptitude testing data tells you if a person has the brainpower for the job. But brainpower and work habits are different. A person can be very smart but very slow. Or they can be average in skill but very fast and reliable.

Timing data helps you balance these facts. For example:

Fast and Accurate: This is a leading candidate. they have high aptitude and high focus.
Slow and Accurate: This person is a perfectionist. They will do great work, but they might need more time to finish tasks.
Fast and Inaccurate: This person is risky. They move too fast and miss important details.
Slow and Inaccurate: This person may struggle with the basic requirements of the job.

By using assessment timing, you can make sure you pick the person who matches the speed of your team.

Interpreting Behavioral Insights from Speed

Behavioral insights come from watching how a person reacts to a challenge. The way they handle an assessment is a preview of how they will handle their first week on the job.

Consider these timing behaviors:

Constant Speed: The candidate spends the same amount of time on every question. This shows a steady, rhythmic way of working.
Pausing on Hard Questions: This shows they can stop and think when things get tough. It shows they know when they need to be careful.
Speeding Up at the End: This might show they are getting tired or bored. It could also mean they are worried about a time limit.

These insights help you ask better questions in the final interview. You can ask them why they took longer on certain parts. Their answer will tell you even more about how they think.

Common Questions About Assessment Timing

Does a slow completion time always mean a bad candidate?

No. A slow time can mean the candidate is very careful. They might be double-checking every answer to make sure it is right. You must look at the score alongside the time. If the score is high, the slowness might be a sign of high quality.

Should I tell candidates that I am tracking their time?

Most testing platforms tell candidates if there is a timer. However, they may not know you are looking at when they started the test. It is best to be honest and tell them that you look at how they approach the task as a whole.

Can timing data be wrong?

Sometimes. A candidate might have a slow internet connection. They might have been interrupted by a phone call. This is why you should use timing as one piece of a larger puzzle. Do not base your whole decision on one data point.

Decoding the Clock for Better Hiring

Timing data is a powerful tool. It turns a simple test into a deep look at a person's work ethic. By using assessment analytics, you can see who is truly motivated and who is just going through the motions. You can find the people who work at the right speed for your business.

Do not ignore the metadata. The clock tells a story that the resume does not. When you pay attention to the time-to-complete, you make fewer hiring mistakes. You find people who are not just smart, but also have the right habits to succeed in your office.

Build a Stronger Team with Refhub

You deserve the best data when you make a hire. Refhub provides the tools you need to see the full picture. Our platform gives you the assessment analytics that reveal true candidate behavior. Stop guessing about motivation and start seeing the facts.

With Refhub, you can track every detail of the candidate journey. You can see when they start, how they finish, and how they compare to others. Make your hiring process better by using the power of timing data today. Visit our site to see how we can help you find your next great hire.

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