KPI

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How to create this report

Job posting performance

Filter your job applications by their traffic source (referring site) to determine how many candidates you receive and how far they make it through the recruitment process. The more candidates that you have in the final stages, the more efficient the source.

1. Click New report > Snapshot > Job Applications

2. Add Referring site and Referring URL as new columns

3. Add a new filter with your chosen Referring site.

Career site traffic per page

Knowing how many pageviews and visits each page of your career site receives helps you learn which promotions and pages are working for you.

1. Click New report > Historic report > Career site

2. On the bottom data table, add a new column for page views

Source of applications over time (see below image)

Understanding how many sourced v external applications you have over time helps you to analyze where your best candidates are coming from, allowing you to budget accurately.

1. Click New report > Historic report > Blank report

2. Add chart > Line chart

3. Select a time as your primary axis, then Sourced applications and Applications as metrics

KPI

Why is this useful?

How to create this report

Reject reasons per stage (see below image)

Understanding not just the reasons for rejection but also the stage at which you have these reasons helps you make informed decisions in improving your recruitment processes.

1. Click New Report > Snapshot > Job applications.

2. Add Rejected at and Reject reasons as new columns.

3. Filter by Rejected at for your chosen date range.

Applications per stage per job over time

A deeper Pipeline Overview report helps you understand how many candidates are progressing through your stages across each of your jobs and therefore understand the most resource-heavy jobs.

1. Click New Report > Snapshot > Jobs.

2. Add the different stage types as new columns, e.g. "Applications in Inbox", and "Applications in Screening".

Number of candidates that have reached a stage

This helps you to understand, for example, how many candidates you have in various interview stages over a set period. By filtering by this stage and the stages beyond, you can measure how many candidates have ever passed through that stage.

1. Click New Report > Snapshot > Job applications.

2. Add Stage and/or Stage type as column.

3. Filter by the chosen Stage/Stage type.

Salary and start date for new hires

This helps you to plan for your new starters, as well as create a salary report for all hires made within a set period. You can use filters to make comparisons on salaries per department or location.

1. Click New Report > Snapshot > Job applications.

2. Add your custom fields e.g. "Start date" or "Salary" as columns.

3. Filter by Stage type = Hired.

Expected number of hires

This will help you to plan your recruitment processes and job postings going forward, to ensure that you are reaching your expected hire goals.

1. Click New Report > Snapshot > Jobs.

2. Add your custom field e.g. "Expected hires" as a new column.

3. Filter by Published at for chosen date range.

KPI

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Time to reject (see below image)

Having a shorter time to reject generally means a better candidate experience. This can be improved over time to ensure that you're not leaving your candidates hanging.

1. Click New Report > Historic > Blank report.

2. Add chart > line graph.

3. Select a time as your primary axis, then Time to reject as your metric.

KPI

Why is this useful?

How to create this report

Candidate application form responses (see below image)

Tracking how your candidates respond to your questions allows you to measure the quality of the candidates you are attracting. This can provide insights into how your employer branding activities are performing.

1. Click New Report > Snapshot > Job applications.

2. Add your chosen questions as new columns.

3. Apply relevant filters such as the Published date.

KPI

Why is this useful?

How to create this report

Job offer acceptance rate

Knowing the number of offers created, sent, accepted, and declined allows you to make informed decisions as to whether or not your job offers are competitive.

1. Click New Report > Historic > Blank report.

2. Add chart > data table.

3. Add a time as your first column, then Job offer accepted/sent/created as further columns.

Cost per hire

Cost per hire is a key measure of efficiency, allowing you to make decisions on how to hire in the most cost-efficient method and make comparisons over time.

1. Click New Report > Snapshot > Job applications.

2. Add your custom fields e.g. "Cost".

3. Filter by Stage type = Hired.

Quality of hire

Not just the cost, but the quality of your hires is equally important. Knowing how the quality of your hire varies over time or area of business allows you to make necessary improvements.

1. Click New Report > Historic > Blank report.

2. Add chart > data table.

3. Add a time or chosen breakdown as your first column, and then Quality of hire as your second column.

Requisition performance

Reporting on requisitions allows you to effectively measure the performance of the various jobs created from your requisitions.

1. Click New Report > Historic > Blank report.

2. Add chart > data table.

3. Add Requisitions as your first column, then any chosen metric such as Applications as further columns.

Performance metrics over time (see below image)

Knowing how your time to hire and reject changes over time is an important metric to measure the impact of any hiring initiative.

1. Click New Report > Historic > Blank report.

2. Add chart > line graph.

3. Select a time as your primary axis, then Time to hire as your metric.