Written by Sophie Down | July 17, 2015
No matter how high workloads reach, reporting on your hiring activity is vital for measuring the success of your recruitment campaigns. This is very important, because reports on the performance of your advertising will allow you to focus on the sources that work, and speed up the time to find the right people for your team.
However, knowing where to begin can be a challenge. Within small to medium sized businesses the seemingly time-consuming task of reporting often falls short for teams who may not have an HR team.
When it comes to investing in your first piece of recruitment software, we recommend finding out what reporting you can expect to receive, to what level you can customise it, and to what degree will it support your internal KPIs.
Applicant Tracking Systems (ATS) make the task of reporting quick and seamless. In fact, the range of recruitment software options now available to HR, means generating these reports is no longer out of reach for SMEs. To find out more, download our latest case study.
To help you on your way, Webrecruit Ireland shares the key recruitment reports you should be able to access at the most basic level:
1. Date of Applications
Keeping track of the date your applications that come in will allow you to monitor the time it takes you to make a new hire.
This report will not only show you peak times of the year for your hiring activities (this is extremely helpful when planning potential future recruitment), but it will also allow you to track when your interviewed and placed candidates applied.
2. Application Source
It is important to use these to manage the performance of your suppliers, and their ability to deliver quality candidates.
When you accomplish the task of deciding which job boards to use to advertise your job, it is important to monitor their performance. A source of application report shows you just this.
Did you know? Reports on application source also cover if the application came in via social media or from your site directly (this will allow you to monitor your own efforts!)
3. Placed and Interviewed Candidates Source
Data from reports that allow you to see the advertising source that produced the most amount of candidates you went on to interview and offer the role, will not only let you know which advertising outlets work, but which bring you the most suitable candidates for future recruitment campaigns.
Remember that quantity is, after all, secondary to quality when it comes to applications.
4. Application by device
With the huge increase of mobile job searching, recruiters are highly advised to monitor the number of applications that come in via mobile devices.
The latest Google update factors in mobile-friendliness as a ranking signal. Knowing how many of your applications are being received via a mobile device is vital to ensure your mobile application process is seamless.
Recruitment software such as applicant tracking systems are no longer out of reach for SMEs keen to improve their recruitment reporting.
By implementing an applicant tracking system into your recruitment process you have the tools you need to develop your direct sourcing strategies.
Reviewing the performance of your recruitment with an ATS enables you to meet your internal objectives.
Fusion recruitment software from Webrecruit Ireland fits with your business. Our Fusion solution has been designed with small HR teams’ recruitment needs in mind. Interested in learning more? Request a brochure today.