- Create a new report. Consider what suits your organisation's structure: for example, create a report per location or department. You are not limited in the number of your reports.
- Add an analysis to the report. Each analysis consists of:
- Metric: This forms the measurement basis for your analysis. The following metrics are available:
- Total applications
- Active applications
- Rejected applications
- Canceled applications
- Time to "Hire", time to "Rejected", time to "Rejected by candidate"
- Time to...
- Hiring progress rate
- Unfinished applications progress
- Total candidates
- Active candidates
- Total messages
- Answer rate
We will steadily keep adding even more useful, new metrics to the Report Builder. If you cannot recreate a KPI that would help you with work, please tell our customer support team: email@example.com.
- Grouping attributes: Specifies the context for evaluating any selected metric, as well as how data will be visualized, for example: the "active applications" metric grouped by the "job" attribute.
- Filter: Limits the data being shown, for example: only "active applications" from the location "Berlin".
- Determine a time frame for your analysis, such as "this year", and define the time grouping, such as "monthly", to compare performance.
- Save the analysis and share your report with individual colleagues or even entire permission groups.
Using the "Time to..." configurator:
Customize your analyses even further with the help of the [Time from] and [Time to] selectors. They allow you to measure time elapsed between an application's specific status – like NEW, INTERVIEW, or SCREENED –, or even milestones in the recruiting process – currently "hiring request created", "job created", and "first job ad published" –, to another specific application status, such as OFFER, ON HOLD, HIRED, or REJECTED.Examples:
- How long do you need to make an offer to candidates?
You would select the time from an application's status 2.INTERVIEW to the application's status OFFER.
- How long does it take you to screen a candidate?
In this case, you would go with the time an application's status NEW to the application's status SCREENED.
- How long does it take to schedule the first interview since the beginning of the job ad campaign?
Choosing the time from when the first job ad was published to an application's status INTERVIEW would work.