More data! More accurate, accessible data…

In the lead up to the ‘Data and Insight Conversation’, Hireserve have shared their exclusive insights on ATS data and their top tips on how you can rethink your approach and make the most out of it!

It’s top of in-house recruiters’ wish lists: Access to reliable data and insightful reports. Often the information is already there – waiting for you within your ATS.

The challenge lies in whether you can make it meaningful. So let’s explore how you can ensure you’re asking the right questions, pulling out the right data and reporting on the right results.

Keep your expectations in check

Time and cost-per-hire are often derided as being outdated metrics. And it’s true, you probably shouldn’t rely solely on these datasets as an indicator of success.

Instead, use these reports to establish patterns and trends in your recruitment activity. Use them to identify potential issues in your internal processes – such as bottlenecks between shortlisting and interview stage. Use them to get an overall feel for resources spent on particular campaigns and channels.

They’re great ‘birds-eye’ view reports.

Broaden your reporting horizons

It’s easy to get lost in traditional reports, such as time and cost-per-hire. But there is so much other data at your fingertips in your ATS.

We could write a list as long as our arm for this point, but today we’re going to focus on just three alternative reports you might want to check out.

  • Application by device: Find out whether candidates are applying for your roles via mobile, tablet or desktop to understand whether you need to focus on mobile-optimised application forms, or spend more time on your desktop experience.
  • Application drop-off: Use this report to ascertain where you’re losing candidates during their application process. Are certain stages seeing a high drop-off? And how can you make improvements to them?
  • Applications by date: Gathering data on the annual peaks and troughs of your recruitment activity means you can better allocate budget and resources at certain points in the year.

Cross reference constantly

No report is of great value in isolation. Compare against other information to build a wider picture of your recruitment activity and results.

For example, a source report will tell you which channels delivered the highest number of applicants. But it won’t tell you how many of them went on to be shortlisted, interviewed or hired.

What about your application by device report? Cross-reference with other reports to understand whether different roles see different levels of device use. Perhaps applicants for senior roles tend to apply via desktop, for example.

And your application drop-off report – could you compare against candidate demographics to build a picture of how different audiences engage with different stages of your hiring process?

If you narrow your focus to just one report, you’ll miss out on the bigger picture.

Define report parameters

Let’s use time-to-hire and cost-per-hire as an example. You have to be clear about at which point you start reporting: Is it job creation? Job approval?

Similarly, where does your report end? You need to define what ‘hire’ means. Are you reporting up until an offer is made, or until the job start date?

Once you have defined your time periods, ensure you and your team stick to them for consistent and reliable reporting.

Measure your quality of hire

Almost every recruitment campaign has the same objective: to fill a role with quality candidates who are going to deliver long-term value to your organisation.

So, for any of your reports to be significant indicators of success, you need to understand whether the activity you’re reporting on led to a ‘quality hire’.

How do you measure this?  Rather handily, we’ve already written about this here: How to Measure Quality of Hire and here: Why you Need to Measure Quality of Hire.

Adjust your thinking

One report isn’t going to tell you everything. Instead, run multiple reports and compare the data to build a bigger, clearer picture. Build your own reports to meet your bespoke requirements. And talk to your supplier to ensure you’re getting as much as possible out of your ATS data and reporting capabilities.

There’s a whole world of data out there. You might just need a tour guide to make sure you’re seeing all the sights.

Find out more about ‘The Data and Insight Conversation’ – In-house Recruitment Conference here: Tickets & Agenda

 Established in 1997, Hireserve is trusted by organisations across the world, such as REED, the RNLI and Arriva. Hireserve creates recruitment software with a human touch.

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