Best practices: Recruiting Reporting

Workable Report Center provides data-driven answers to your crucial hiring questions. A consistent and accurate set of data is essential for generating useful reports. It is crucial to establish your procedures according to the following best practices to ensure the reliability of your reports and keep your hiring data accurate.

 

Job data

• Ensure that your jobs are assigned to the correct pipeline prior to moving candidates from the Sourced/Applied stages. Once candidates progress through the initial stages, updating the pipeline will no longer be possible.
• Do not add stages after the Hired stage. This can impact your reporting on the number of successful hires or valid referrals.
• Do not add a "Disqualified" stage. Instead, use the disqualify button to knock candidates out within the stage that they reached.
• Make disqualification reasons mandatory to accurately reflect why candidates are rejected in the Disqualified Candidates report. Analyzing these reasons helps identify common patterns or trends in disqualifications.
• Verify your hiring team configuration for your jobs to ensure that the appropriate individuals are assigned to the correct roles. Standard access members can access reporting data only for the jobs they are assigned to. 
• If you are utilizing the Hiring Plan, ensure that you open requisitions promptly when recruitment is underway. The time to fill metric is determined from the date the requisition is opened to the time the candidate is hired. Delayed open dates for requisitions can make your time to fill metrics seem longer than anticipated.

 

Candidate data 

• Make sure to gather all necessary candidate information using the most suitable method (custom field, question, survey).
• Identify possible duplicate candidate profiles. While Workable identifies duplicate candidates by email on a job basis, there may be cases where the same candidate is present in a job with a different email or incomplete information. Although merging candidate profiles is not an option, you can consider the alternative solutions outlined here.
• Move candidates through each stage of the pipeline in real-time and without unnecessary back-and-forth movements; certain actions may be counted multiple times in specific reports. 
• Ensure all interviews are scheduled in Workable using our scheduling tools. This is essential for:
  • Having interviewers evaluate candidates based on consistent questions/criteria (interview kits). They will also receive reminders to evaluate candidates after their interviews are scheduled in Workable.
  • Having accurate reporting on the number of interviews your teams scheduled/conducted with candidates under the Team productivity report.
• When you make a new hire (the candidate accepted an offer), move them to the Hired stage of the job pipeline to ensure accuracy in the time to hire/time to fill metrics.

   

Comparing recruiting reports

The date filter may generate data using different criteria for each recruiting report. For example, one report may show data based on the date the candidate was created in the account, while another may show data based on the date an action was taken.

For example:

• The Candidate sources report shows the number of candidates created within the filtered timeframe.
• The Time to hire report shows the number of candidates hired within the filtered timeframe (even if the candidate applied outside the timeframe).
• The Team productivity report shows the number of user actions taken within the filtered timeframe.

If two reports show conflicting data, the date mechanism likely uses different criteria to filter the data.