Job Analytics is a key feature that shows the result of your job promotion efforts. Your team try to distribute your jobs on your various channels like job boards, the company's website, social media platforms, etc. Job analytics is the place where you can measure the outcome of your efforts.

Follow the below steps to view the Analytics of Jobs:

 

Step 1: Go to the Jobs from the left-hand side, you will get redirected to the ‘Active Job’ screen.

Navigation Link: https://app.ismartrecruit.com/openJob

 


 

Step 2: Go to the Job View Dialog Box, by clicking on to the Job title and selecting the Analytics tab.

 

 

Step 3: Go to the Analytics tab, where you can see the following analysis. 

Top Hiring Channel 

Marketing channel from which maximum hiring of candidates was done.

The main sources included here are Upload, Created, Import from Mailbox, Web Site, FaceBook, LinkedIn, Twitter, Chrome Extension, Outlook Add-in, Gmail Add-in, Job boards, Self Service Portal, and API.

 

Top Sourcing Channel 

Marketing channel from which maximum applications are received. The following are the sources considered.

The main sources included here are Upload, Created, Import from Mailbox, Web Site, FaceBook, LinkedIn, Twitter, Chrome Extension, Outlook Add-in, Gmail Add-in, Job boards, Self Service Portal, and API.

 

 

Offer Acceptance Ratio 

The percentage ratio of the number of candidates who reached the offered stage and out of which how many candidates got hired for a job. The calculation is done as follows.

Offer Acceptance Ratio = Count of Hired Candidates / Count of Offered Candidates * 100

 

 

Interview to Offer Ratio 

The percentage ratio of the number of candidates who applied to an interview and how many reached an offer stage. The calculation is done as follows. 

Interview to Offer Ratio =  Count of Offered Candidate / Count of Interviews * 100

 

 

Submit to Interview Ratio 

The percentage ratio of candidates who reach the Interview stage after they are submitted to the client or hiring manager for review. The calculation is done as follows. 

Submit to Interview Ratio = Count of Interview / Count of Submission * 100

 

 

Added to Submitted Ratio

The percentage ratio of the number of submitted candidates to the client or hiring manager for review out of all which is assigned by recruiters. The calculation is done as follows:

Added to Submitted Ratio = Count of Submission / Counts of  Assigned Candidates * 100

 

 

Submitted to Hire Ratio 

The percentage ratio of candidates who are hired after they are submitted to the client or hiring manager for review. The calculation is done as follows.

Submitted to Hired Ratio = Counts of Hired Candidates / Counts of Submission * 100

 

 

Added to Hire Ratio

The percentage ratio of candidates who are assigned to the job by recruiters and got hired. The calculation is done as follows.

Added to Hire Ratio = Count of Hired Candidates / Counts of Assigned Candidates * 100

 

 

You can view the pie chart to get an understanding of the candidate breakdown as per their source. 

Job Applied Source 

The pie chart displays the count of candidates who applied for the job from different marketing channels. 

The main sources included here are Upload, Created, Import from Mailbox,  Web Site, FaceBook, LinkedIn, Twitter, Chrome Extension, Outlook Add-in, Gmail Add-in, Job boards, Self Service Portal, and API.

 

 

Job View Source

The pie chart displays the count of candidates who viewed the job on different recruitment marketing channels. 

The main sources included here are Upload, Created, Import from Mailbox, Web Site, FaceBook, LinkedIn, Twitter, Chrome Extension, Outlook Add-in, Gmail Add-in, Job boards, Self Service Portal, and API.

 

 

Hire BreakDown by Candidate Source

The pie chart displays the counts of candidates being hired from different sources. All the sources will be considered to calculate the values.

The main sources included here are Upload, Created, Import from Mailbox, Web Site, FaceBook, LinkedIn, Twitter, Chrome Extension, Outlook Add-in, Gmail Add-in, Job boards, Self Service Portal, and API. 

 

 

 

Rejected BreakDown by Candidate Source

The pie chart displays the counts of candidates being hired from different marketing sources. All the sources will be considered to calculate the values.

 

 

Candidate by Source 

The pie chart displays the count of candidates sourced from different recruitment marketing channels. 

The main sources included here are Upload, Created, Import from Mailbox, Web Site, FaceBook, LinkedIn, Twitter, Chrome Extension, Outlook Add-in, Gmail Add-in, Job boards, Self Service Portal, and API. 

 

 

Interview Ratio by Candidate Source

The pie chart displays the counts of candidates being interviewed from different marketing sources. All the sources will be considered to calculate the values.

 

 

Drop-off per stage type 

The horizontal bar chart represents the counts of candidates rejected from each stage of the recruitment process. 

The Y-axis of the graph shows the candidate status and the X-axis of the graph shows the drop-off count per stage.

 

 

Application Frequency Rate

The line chart represents the counts of the number of applications received within the chosen duration. 

The Y-axis of the graph shows the count of applications received and the X-axis of the graph shows the date of the application received.

The main sources included here are Upload, Created, Import from Mailbox,  Web Site, FaceBook, LinkedIn, Twitter, Chrome Extension, Outlook Add-in, Gmail Add-in, Job boards, Self Service Portal, and API.

 

 

Interview Ratio by Users

The horizontal bar chart represents the ratio considering interviews scheduled out of candidates submitted to the hiring manager or clients by the system users. Here is the calculation performed for each user who worked for the selected duration.

Interview Ratio of User = Count of Interview / Count of Submission * 100

The Y-axis of the graph shows the name of the users and the X-axis of the graph shows the percentage of interviews.

 

 

Time Spent Per Stage Type

The horizontal bar chart represents the ratio of time taken by the users to update the status of the candidate who was assigned to the job. The calculation is done as follows for each status:

Time Spent Per Stage Type = Total days the candidate remains in the Status / Count of Candidate Status Update

The Y-axis of the graph shows the candidate's status and the X-axis of the graph shows the time spent on the status.

 

 

Note: The report will show results for all candidates from all sources, Inclusive of - Upload, Created, Import from Mailbox, Web Site, FaceBook, LinkedIn, Twitter, Chrome Extension, Outlook Add-in, Gmail Add-in, Job boards, Self Service Portal, and API.