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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Key Recruitment Metrics that Matter in 2021

People Analytics as the Key to Recovery

The novel coronavirus has slowed down economic activity, and as businesses hit hard look to recuperate and come back stronger, people analytics is at the core for HR. Why? HRs around the world are looking to develop a data-driven approach towards recovery. So, what are the key recruitment metrics that matter in 2021? Which metrics should you pay most attention to, to be poised for recovery?

Data-driven recruitment

Recruitment Metrics that Matter Most in 2021

Source of Hire

Perhaps the metric which has shifted most after Covid-19 is the source of hire. Your most effective sources before might not still be the same as today, as the use of social media has skyrocketed and candidate behavior for your target audiences may have changed.

The metric is used to track the performance of your sources, which may indicate which sources are bringing the most or best hires. Such a metric is important for businesses to focus their recruitment marketing methods on sources which are the most lucrative, and abandon or decrease efforts for the underperforming ones. This will help allocate time and resources better.  HireBee’s analytics can also show you your source of candidates.

Time-to-Hire

With your recruitment strategies revised after the major job market disruptions that came with Covid, comparing your current time-to-hire with your time-to-hire before the major disruptions can indicate the effectiveness of your response. We have previously speculated that many of the remote trends brought about by Covid are here to stay, so tracking time-to-hire to create an optimal hiring process will be important for businesses.

This metric may be a useful indicator for an inefficient hiring process, however it may not be too indicative for which part of the hiring process is inefficient. That is why, it may be useful to also track the time taken for candidates to be moved through hiring stages. This way, you can also identify where the bottlenecks in your hiring process are, to then identify and eliminate them. HireBee’s analytics also enable this.

Candidate Demographics

Ok, I guess this is not a metric… but it is nonetheless an important thing to factor in for your recruitment analytics. It is likely that for your recruitment marketing, you are going to have to define your target audience for each job. You can assume your target audience, but you can also use data to aid you. With remote hiring on the rise, the target audience may be subject to change. The norm in your local area is not necessarily the norm globally, and furthermore recruiters might need to deduce from which cities or countries most of their global candidates are coming from.

Automated recruitment metrics and analytics

Automating Your Metrics and Other Analytics

We can conclude that the source of hire, time-to-hire and the demographics of your candidates can be considered as the key analytics to look after in 2021. The question is, how can you best acquire and analyze this data? Well, all the aforementioned analytics can be automatically reported with HireBee. HireBee is a recruiting software solution which can help businesses enhance their recruitment by enabling automation, team collaboration and centralization.

Leveraging reports and analytics with HireBee, and getting your hands on these powerful reports may just be what you need to easily gain insights to all the key recruitment metrics and data that matter in 2021. 

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