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The top 3 ATS reports: From one human to another

Written by Guest Author | March 16, 2015 | 0 Comments
shutterstock_186418646So you’ve got the keys to your ATS. With a wealth of standard reports at your fingertips, you’ll finally be able to understand your time to hire, success rates across all your jobs and why you’re losing some candidates. Or will you? If you’re not a data analyst at heart, how do you make the most of your candidate information?
We’re going to take a look at three of the most helpful reports you may come across in your ATS and explain how you can use them – in plain English.

1. Time to Hire: This report does what it says on the tin – allows you to see how long it’s taken you to hire for a particular job, or for a range of jobs.

Making sense of your data: Time to hire is an important success metric, but are you measuring it accurately? If you chose to start your report at the point when you created the job, the report would deliver different results to if you chose to start when the job went live. There’s a big difference here, as your vacancy approval process may add several days to your time to hire statistic. What’s more, you can decide at which point you want to end the report. This could be at interview, making an offer or at final hire.
What does selecting these different parameters tell you? If you’re seeing that your time to interview is relatively quick but the stage between interview and hire takes a long time, this could indicate an inefficiency in your interviewing process. Or, if you notice one position is taking longer than others to fill, it could be a sign that you need to review your recruitment strategy for that particular job.
Takeaway: Understand your report parameters and define what timescales you want to measure.

2. Sections Stats report: This report can be used to review how an application form is performing for a specific job.

It shows you how many people looked at the form but didn’t start it, and how many people started the form but didn’t complete it. Breaking it down further, you can see at which specific sections candidates dropped off.
Making sense of your data: You can quickly see which parts of your forms are seeing the highest drop-off rates and can then consider how to improve these. Are candidates flying through the personal details part but becoming unstuck in another area? Are all sections with multiple choice questions performing negatively?
This rare insight into candidate behaviour is invaluable. The last thing you want is for a candidate to drop out of the process because they’re frustrated. Use the data to determine whether certain jobs need different application methods; if the same form is showing a 70% drop-off for one role but only a 30% drop-off for another, it may be because different candidate audiences are expecting different application experiences.
Takeaway: Use this report to make your candidates’ application experiences as simple and slick as possible. Compare jobs for a well-rounded view.

3. Recruitment Activity: This report allows you to take a broad look at candidate history across all your jobs or a specifically selected one, from the number of candidates that applied to the amount who withdrew their applications.

Making sense of your data: Viewing all your jobs allows you to draw comparisons between them at a glance, so you can quickly see which ones are the most popular. What’s important now is finding out why certain roles are performing better than others. By drilling down into one particular job, you can start to draw deeper conclusions. A job may appear to be more ‘popular’ in terms of number of candidates, but if only 3 out of 300 applicants progressed to interview, perhaps the suitability of candidates wasn’t as high as for other opportunities.
This insight can help you make decisions such as utilising Job Specific Questions to better screen or deter unsuitable candidates.
Takeaway: Don’t jump to conclusions before you’ve really explored your data. That popular vacancy may be suffering from lots of eager but unsuitable candidates.
The candidate may be king – but at the end of the day they’re still human, and so are you. Candidate data and ATS reporting shouldn’t be inaccessible to non-analysts; they should be tools to help you understand your candidates and recruitment campaigns better.
Takeaway: Talk to your ATS supplier to find out what training they offer, what their standard reports are and the flexibility and customisation you can expect.
What if I want something a bit more different? Fusion, from Webrecruit, offers a Report Builder, which lets you create custom-made reports from any of your candidate data.
This post was written by Hireserve. Established in 1997, Webrecruit partner Hireserve creates leading recruitment technology for clients across the world, from multi-national businesses and not-for-profit organisations to SMEs.

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