Written by Kimberley Startup | April 30, 2015
When it comes to reporting on your recruitment activity, knowing where to begin can be a challenge. Within small to medium sized businesses the seemingly ‘time-consuming’ task of reporting often falls short for busy HR professionals.
Unfortunately, no matter how high workloads reach, reporting on your hiring activity is vital for measuring the success of your recruitment campaigns. Why is this important? Because reports on the performance of your advertising will allow you to focus on the sources that work, and make your processes even more efficient.
Applicant tracking systems (ATS) make the task of reporting fast and seamless. In fact, the range of recruitment software options now available to HR, means generating these reports is no longer out of reach for SMEs.
When it comes to investing in your first piece of recruitment software, we recommend finding out what reporting you can expect to receive, to what level you can customise it, and to what degree will it support your internal KPIs.
To get you started, Webrecruit share the key recruitment reports you should be able to access at the most basic level:
1. Application by device
With the proliferation of mobile job searching, recruiters are highly advised to monitor the number of applications that come in via mobile devices.
The latest Google update factors in mobile-friendliness as a ranking signal. Knowing how many of your applications are being received via a mobile device is paramount to ensuring your mobile application process is seamless.
2. Source of application
When you accomplish the task of deciding which job boards to use to advertise your job, it is important to monitor their performance. A source of application report shows you just this.
It is important to use these to manage the performance of your suppliers, and their ability to deliver quality candidates.
Also, did you know, reports on application source also cover if the application came in via social media or from your site directly (this will allow you to monitor your own efforts!)
3. Source of interviewed and placed candidates
Taking your tracking reports that stage further, consider reporting on the next stages of the process.
Reports that allow you to see the advertising source that produced the most amount of candidates you went on to interview and offer the role, will not only let you know which advertising outlets work, but which bring you the most suitable candidates for future recruitment campaigns Quantity is, after all, secondary to quality when it comes to applications.
4. Applications by date
Keeping track of the date your applications come in will permit you to monitor your time-to-hire.
This handy report will not only show you peak times of the year for your hiring activities (this is extremely helpful when planning potential future recruitment), but it will also allow you to track when your interviewed and placed candidates applied.
Taking this data, you can then follow this timeline up until their start date and calculate your time-to-hire.
Time to hire is a key metric; knowing it for certain allows you to drive to reduce it; which is a great way to increase the efficiency of your recruitment strategy.
Reviewing the performance of your recruitment enables you to meet your internal objectives.
By implementing an applicant tracking system into your recruitment process you have the tools you need to develop your direct sourcing strategies. And, mentioned earlier, applicant tracking systems are no longer out of reach for SMEs keen to improve their recruitment reporting.
Fusion recruitment software from Webrecruit scales with your business. Our Fusion Plus solution has been designed with small HR teams’ recruitment needs in mind. This edition offers customisation, branding and reporting, to find out more request a brochure.