Login into My Heartist Portal as a Hiring Manager/Recruiter >> Click on the ”Recruitment (SmartRecruiters)” tab from ”My Recruiting”.
TABLE OF CONTENTS
1. Analytics – Sourcing
2. Analytics – Dashboard
3. Analytics - Reports
1. Analytics – Sourcing
SmartRecruiters' Sourcing Analytics is a powerful tool that helps you make data-driven decisions to focus your hiring efforts and spend on the sources that provide you with the highest quality hires, and maximize ROI on your investment in sourcing tools.
From the SmartRecruiter, click on the “Analytics” tab in the navigation bar >> Click on the “Sourcing” tab in the dropdown list.
You can see Sourcing Analytics Screen:
Essentially, Sourcing Analytics takes all the data from your hiring activity, organizes it, and analyzes it against a number of metrics.
There are four primary sections to the tool:
1.1 Filters
1.2 Group-By list
1.3 Sourcing Graph
1.4 Sourcing Metrics Table
1.1 Filters:
Filters help to narrow down your candidates' applications into groups by focusing on specifics like job boards, job types, departments, etc.
You can add multiple filters to examine very specific groups of applications, or compare different groups.
1.2 Group-By list:
The Group By list helps you examine your filtered results from different angles but doesn’t change your filters.
For example, if you wanted to review which of your locations produces the most referrals through the Referral Portal, you could:
1.3 Sourcing Graph:
The Sourcing Graph visualizes groups of candidate applications to compare:
- The number of applications for the group,
- The number of those applications that resulted in an interview and
- The total amount you've spent on sourcing and interviewing those candidates.
As you create, edit, and remove filters, the Sourcing Graph will update to reflect the results of the filters.
1.4 Sourcing Metrics Table:
The Sourcing Metrics Table presents a quantitative analysis of your recruiting process for the group targeted by the current filters. Good filtering is the key to getting the most from the tool.
- The Group By column in the table functions in the same way as the Group By list.
- Sourcing Quality Metrics quantitatively measure the quality of the applications in a particular group:
- Application-to-Interview (ATI) is the ratio of applications sourced for the job to the number that resulted in interviews. A higher ratio means fewer applications result in an interview.
- Application-to-Hire (ATH) is the ratio of all applications from that source to the number that resulted in an actual hire. A higher ratio means fewer applications result in hires.
- Application Quality (AQ) is based on the actual reviews from the interview team.
- Cost Efficiency Metrics measure your expenditures on a particular group of candidates over a particular time period.
- Spent is the total amount you've expended on a particular source.
- Spend per Application (SPA) is the average amount you've spent for all the applications from this source.
- Spend per Interview (SPI) is the average amount you've spent on the candidates whom you interviewed. This amount includes the average costs for Job Posts, Assessments, and any Agency costs.
- Spend per Hire (SPH) is the average amount you've spent for each candidate that you've hired, and includes Job posts or Agency fees, plus any Assessments. This number may be identical to the Spent amount if you only hired one candidate from the group.
2. Analytics – Dashboard
Use the Analytics dashboards to visually dive into your hiring metrics, and Analytics reports to analyze raw data from your account.
From the SmartRecruiter, click on the “Analytics” tab in the navigation bar >> Click on the “Dashboard” tab in the dropdown list.
SmartRecruiters provides 5 standard analytics dashboards for analyzing your hiring team's success:
2.1 Hiring Success Dashboard
2.2 Hiring Plan Dashboard
2.3 Candidate Pipeline Dashboard
2.4 Hires Dashboard
2.5 Interviews Dashboard
2.1 Hiring Success Dashboard:
Hiring Success Analytics helps companies to measure the core components of the Hiring Success methodology in one single, unified dashboard. Users can enable their Net Hiring Score survey and track their overall Net Hiring Score and Velocity over time.
2.2 Hiring Plan Dashboard:
Hiring Plan dashboard helps companies to measure the effectiveness of the existing hiring plans with jobs and positions metrics. Users can use the dashboard to track hiring process and predict future plans' performance.
2.3 Candidate Pipeline Dashboard:
Candidate Pipeline helps companies to view and analyze metrics to understand the current and historical application processes in a single dashboard. Users can identify bottlenecks of their application processes over time.
2.4 Hires Dashboard:
Hiring dashboard provides metrics and analysis of Hired candidates. Users can use this dashboard to discover and understand quality hiring sources.
2.5 Interviews Dashboard:
Interviews dashboard helps companies to view and analyze metrics to understand the current and interview processes in a single dashboard. Users can use the dashboard to understand interview resource distribution and to improve the interview process.
3. Analytics - Reports
Reports consist of the previously available Group-by tables, accessible from the Dashboard pages.
From the SmartRecruiter, click on “Analytics” tab in the navigation bar >> Click on “Reports” tab in the dropdown list.
SmartRecruiters currently provides 5 grouped tables:
3.1 Hiring Plan Table
3.2 Candidate Pipeline Table
3.3 Hires Table
3.4 Interviews Table
3.5 Offers
3.1 Hiring Plan Table:
The group-by table in the Hiring Plan report lists all positions that were included in the selected time period. By default, the table groups position data by jobs. Other group by options included, but not limited to, hiring team members, departments, job locations and brands.
3.2 Candidate Pipeline Table:
The group-by table in the Candidate Pipeline Report lists all applications that were included in the selected time period. By default, the table groups application data by jobs. Other group by options include, but are not limited to, hiring team members, departments, job locations, and brands.
3.3 Hires Table
The Hires data table lists all hired positions that were included in the selected time period. By default, the row data on the table are hired positions with columns including candidate and application information.
3.4 Interviews Table
The Interviews data table lists all interviews that is associated to applications in the selected time period. By default, the row data on the table are interviews with columns included candidate and job information.
3.5 Offers:
