The field of recruitment tech is constantly changing. After all, the most important element in growing any business is acquiring the very best talent.
As recruitment becomes increasingly internalized, data and automation have proven to be absolutely vital for successful hiring. As a result, we at Recruitee have decided to build some of the most advanced data analytics and reports, to help bring about change in the future of data-driven recruitment.
Perhaps your hiring process takes more time than it should. Or your main sources have more unqualified candidates than you first thought. Without proper data, you will never know. If you begin with zero data points, you will have zero starting points and end up with zero learning points.
Figuring out where to start is also a challenge in itself. From applicant conversion rate to time to hire, there may be more than 50 metrics that need to be constantly updated, tracked, and improved upon. Not many of us can afford to do just that day in, day out. Not many tools can satisfy the specific needs of your hiring team either; think about the wide range of metrics from operational KPIs (for recruiters) to more strategic KPIs (for hiring managers). That’s why we decided to build a brand new, state-of-the-art Reports feature for Recruitee.
There are two goals we want to achieve with this: 1) Centralizing all the recruitment metrics of your team, and 2) Catering fully to your team’s needs.
1–Centralize all of your team’s recruitment metrics
Our first task was to find out what kind of metrics and KPIs most recruiting teams use. We rolled up our sleeves and talked to as many users from diverse teams as we could. Our research went beyond the metrics they track and uncovered the metrics they inherently need.
From recruiters, hiring managers, to executives, we got to know what they regard as the one metric that matters and what goals they’re trying to achieve with the data. From the various KPIs we got from recruiting teams, we recognized universal patterns spanning across four key categories: candidates, job openings, team members, and interviews.
With the first installment of the Recruitee Reports, we decided to focus on the core metrics regarding the first three key categories: candidates, job openings, and team members. Here are some typical questions you can answer at a glance using the Recruitee Reports:
• What are the min, max, and average time we need to hire candidates?
• Which source gives the best candidates?
• What is our careers site’s visitors vs. applicants (via our careers site) ratio?
• What are the bottlenecks in our hiring pipelines?
• Which recruiters are the most responsive to candidates?
• What time of the year do we have the most job openings?
And more than 15 different metrics you can track in real time. Since Recruitee registers all your team’s hiring activities as they happen, there will be no interval of time between the moment a data point occurs and the moment you can see it in the Recruitee Reports.
After figuring out the main recruitment metrics to measure, we moved on to the second task: making the right metrics accessible by the right team members. Depending on their role in Recruitee, a team member will see reports on the data they have access to.
In order to maximize the accessibility of all reports, we have designed them in a transparent and self-explanatory manner. This will ensure that every team member gains instant value from the recruitment metrics regardless of their experience in data analytics.
2–Cater fully to your team’s needs
Although we based the Recruitee Reports on the universal metrics, we knew that they would need to be as diverse as the teams using Recruitee. Every recruiting team should be able to gain insights and make decisions within the unique context of their company. So we commenced our third task: enabling teams to tweak each report the way they want.
Within each report, team members can apply filters to drill down as deep and compile as many granular data points as necessary.
Once they are satisfied with the customized report, they can save it for future reference. This is perfect for recruiters to track their own KPIs. Hiring managers can also choose to share specific customized reports whose KPIs the whole team needs to work on.
One of our final tasks was to make the Recruitee Reports work seamlessly with your team’s tooling ecosystem. If you want to get the recruitment data from Recruitee to feed into your analytics tools or data warehouses, you can export it as a .csv file and import it to the preferred destination with just one click.
By anonymizing the personal information of your candidates, we make sure that you do not have to worry about data privacy issues under the GDPR. If you are interested in learning more about our data security measures for the GDPR, have a look at this article.
Nowadays you need a proactive talent strategy and your whole team executing on it to get the best talent out there. You can’t do so in the dark or with guesswork. It’s as crucial as ever to collect relevant and reliable data to align your team’s hiring practices. With the Recruitee Reports, you can power a data-driven recruiting strategy, which in turn will result in a data-driven hiring process. We have built this feature to be one of the best tools for talent analytics out there, and we have enabled it for all Recruitee users to provide meaningful insights into their recruitment activities. If you are looking for a way to improve your recruitment process and join the future of hiring, start measuring your effort today.
Perry Oostdam is the co-founder of Recruitee. With a passion for tech and scaling teams, he has been active in the SaaS space as a founder, advisor and investor. Perry believes in the power of HR tech to help revolutionize the way companies and teams grow.