Reporting and Analytics with HireBee

Reporting and Analytics in Recruitment

Reporting and analytics in recruitment has become much easier through the introduction of cutting-edge technology into the hiring process. The variety of information which can be collected through a centralized database, and the automation of the process, provide recruiting teams with easy access to real-time and time-specific information about their hiring process. 

For some, the need to report and analyze the recruitment processes is indispensable. Recruiting teams will want to gain insights on the effectiveness of the hiring processes in place, to continually review and optimize. You could say recruitment analytics is what ties the entire process together and makes it cyclical. Key recruitment metrics and other reports are what indicate the effectiveness of your process. Let’s take look at what you can do with HireBee’s reporting and analytics feature.

Identify your best candidate sources

With great power comes great responsibility, and as with HireBee you acquire great power to seamlessly integrate with hundreds of job boards to post your jobs to, you need to be responsible in determining which job boards are best suited for each of your jobs.

Candidate Sourcing Analytics with HireBee

With HireBee, you can optimize your recruitment marketing by analysing your sources. Find out the number of applications and views per source to understand which sources are performing or underperforming. This can be viewed for each job. Save costs on your hires by cutting the underperforming sources and allocate more of your budget on the job boards bringing in the most candidates. Understand your sources with HireBee.

A more complex look into time-to-hire

Time-to-hire is a well-known metric that is used as an indicator to measure the effectiveness of the recruitment strategy. Hire too fast and you may be making ill-informed hiring decisions which result in suboptimal hires, hire too slow and you may be hurting your business and halting potential for growth. But, this metric isn’t enough. It doesn’t give recruiting teams indicators of where the process is going wrong, which is not good enough for identifying bottlenecks. 

With HireBee, not only do you measure the time-to-hire, but also the average time for each status change. Simply put, the average time which candidates have spent in each hiring stage. This makes the picture clearer, and improves visibility of the recruitment process, as recruiting teams can then identify which stage of recruitment they can improve. 

Have instant visibility of your pipeline

You may find yourself struggling to maintain a good workflow which maintains visibility of the pipeline. Unnecessary time may be spent on workload which could easily be automated, and even then, some candidates and resumes may fall through the cracks. Having candidates fall through the cracks can translate to a lower quality-of-hire overt time, and can undermine your efforts.

Candidate Pipeline View with HireBee

Well, at HireBee, we believe that it doesn’t have to be this way. Centralize your recruitment with HireBee to always have a bird’s-eye-view of your pipeline to know how many candidates are in each stage of the hiring process, and for how long. Make sure no candidate is falling through the cracks.

Understand the demographics of your candidates

Without reports and analytics, you only have crude generalizations of your candidates. And without automated reports and analytics, you have a complicated recruitment process which wastes a lot of time, which could otherwise be spent on executing the core functions of recruitment.

Candidate Demographic Reporting with HireBee

You can automate your reporting and analytics with HireBee, where your demographics are broken down by relevant factors of differentiation including age, city, gender, top skills and salary. Profile your target demographic with HireBee’s analytics and boost your recruitment marketing efforts.

All in all, HireBee will enable you to gain insights on all of the key recruitment metrics, automate your reporting and provide you with all the key information necessary to review and track your recruitment. Register for a demo with us to test out all of the mentioned reports and analytics, and to also take a look at all of the other reports and data available with HireBee.

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How You Can Use LinkedIn for Your Recruitment

LinkedIn has become the hallmark of work-life integration. The professional networking site has certainly evolved to more than just that, with posts and discussions not being strictly confined to a professional setting. Posts with relatable content, biographies with hints of personal ambitions and discussions much like the ones you encounter in regular social media, show how the work life and social life are not mutually exclusive in today’s world.

But above all, the platform hosts about 740 million users, which translates to a huge database of professionals; the largest of talent pools. And as a lot of LinkedIn’s functionality is free, it may be too great of a resource to not make use of. Here is how you can use LinkedIn for your recruitment.

Team Success

Employer Branding

Employer branding is a lucrative recruitment practice which can help build awareness of your brand as an employer, and LinkedIn may as well be the best “social media” platform for it. With LinkedIn, you can create your company page and begin marketing your employer brand, as well as conducting some other useful business practices with the page.

Making promotional videos which showcase your workplace culture, posting employee testimonials, sharing blog posts about your workplace, posting job openings and generating other content are some of the ways businesses establish their employer brand on LinkedIn. HireBee’s social recruiting feature integrates with LinkedIn, to give users the option to post their job openings on LinkedIn.

Make an Impact

Engaging with Passive Candidates

Keeping the content flowing and informing your followers with job openings on your company page are great ways to keep passive candidates engaged. Moreover, it is important that this content is relevant for your passive candidates. According to Undercover Recruiter, passive candidates are “56% more likely to want a corporate culture that fits to their personality”. So make sure that you’re generating content which is likely to leave an impact on your passive candidates, and that your company culture shines through in your LinkedIn page.

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Sourcing Candidates

Unlike other platforms, LinkedIn members have their profiles optimized for their professional career, and will likely have sufficient information for you to evaluate them on some scale. With this in mind, LinkedIn becomes an excellent tool for recruiters to source candidates in various ways and add them to their talent pool. Searching for people with keywords, evaluating the members engaging with your posts and having others give recommendations for job openings are great ways of finding candidates you want to source.

HireBee’s chrome extension makes it easy for recruiters to source candidates and add them to their talent pool. Simply click on the extension, and you will receive fields to fill out some key information about the candidate. With specialized and simple data entry, you’ll find that creating candidate profiles and adding them to your talent pool on HireBee’s database can be done in no time!

Conclusion

In conclusion, there are lots of great ways to use LinkedIn for your recruitment. The platform, which has professional profiles of about 740 million users, is a great place to develop your employer branding, engage with passive candidates and source candidates. It may simply be too great of a resource for you to not make a use of!

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