In addition to the reports in your Workable account, a monthly email is sent towards the beginning of each month and contains details from your last month of using Workable. The email is sent to the most active Super Administrators in your account (subject line: Your Workable stats for [the previous month]).
These statistics are calculated at the end of the previous month. We recommend reviewing the reports in your account for the most up to date information. Differences may occur if candidates were deleted or if certain actions were taken after the data in your email was calculated. Please contact us for assistance with any reporting details.
The number of new sourced and applied candidates. Does not include candidates copied/moved into other jobs.
Aim to find at around 50 candidates to consider per job. Select the “Find Candidates” button next to any of your jobs on the Jobs dashboard to see more ways to get candidates.
Relevant report: Candidate Sources
The percentage of new candidates that moved out of the Sourced or Applied stage, at least one stage ahead in the pipeline during the month in question.
Moving about 10% or more is a good indication that you’re finding the right candidates. Be sure to review candidates soon after application and create a shortlist by moving candidates ahead. Not finding the right candidates? Rethink the job description or reply to this email for guidance.
The most common place that candidates came from. Doesn’t include moved/copied candidates.
Job boards are often a great source of candidates, but consider using other channels to find candidates that you otherwise wouldn’t. Referrals, social media posts and People Search are other great ways to fill up your pipeline.
Relevant report: Candidate Sources
The number of users who logged in at least once.
A typical hiring team has 3 to 4 people: a recruiter to manage the process, a hiring manager to make decisions, a team member to help with interviewing, an executive to provide final sign off. Add these people to jobs and make sure they know about the Workable app.
Relevant report: Productivity
The number of interviews (including calls) that were arranged, counted by the date on which the invitation was sent. E.g. if an invite was sent on June 25 and the interview takes place on July 7, the interview is counted for June.
If your organization uses Gmail or Outlook, be sure to enable extra scheduling functionality under Integrations. This unlocks more features for all types of accounts like self-scheduling.
Relevant reports: Productivity, Activity Stream
The number of emails sent to candidates. Does not include bulk emails.
Set up Templates to streamline communication and use placeholders for easier customization.
The number of internal comments added to candidate profiles. Does not include evaluations.
@ mentions in comments are the best way to alert coworkers and keep the hiring process moving so you won’t miss out on the candidate you want. Storing all feedback in Workable can be essential for smarter, more informed hiring.
The number of candidates that were moved into the Hired stage of your pipeline.
Keep your hiring team engaged to keep the process moving. When a candidate’s getting close to the end of the process, consider sending a custom offer letter and getting their e-signature through Workable.
Average time taken to fill a job
The average amount of time taken for candidates in the last month to make it to the Hired stage of your pipeline. The clock starts based on when the job is activated in Workable.
The benchmark for a good ‘time to hire’ is 30 days. When a candidate applies, aim for it to take about 30 days to get them through your process and into the Hired stage. Review your recruiting pipeline and determine which stages are the slowest. Make updates and keep coworkers in the loop so they know exactly what’s required for a candidate to pass each stage.
Relevant report: Time to Hire