Companies often turn to human resources (HR) representatives and hiring managers to help them develop more effective recruitment campaigns when they need to hire multiple job candidates.

A recruitment report is an excellent tool to share the progress and analyze recruitment activities and assess the overall success of a recruitment campaign and determine whether it was successful. If you’re an HR representative or a hiring manager, then you may benefit from learning about what a recruitment report is.

It is effective to keep a track of your recruitment process to ensure the ROI of your hiring investments. One way of doing that is creating a Recruiting Report in each hiring stage. It can be done by assessing and reporting on your candidates or by analyzing the various processes and paying close attention to the kind of candidates that stay for the longest time and successfully climb the ‘company ladder’ fastest or farthest. This information can also help them optimize their processes and make better hiring decisions in the future.

5 Essential and Important Reports Hiring Managers should be Running

The source of most candidates is one of the most vital elements in the recruitment process. However, hiring processes are usually sector-specific and will never be the same for many businesses. When sourcing for candidates as ads through job boards, clarity is essential. It can be however expensive if these methods are not producing the correct outputs. Hence, it is important to keep track of your hiring cycle, and recruiting reports provide you with this progress report. Here are the 4 most useful features of using recruiting reports when hiring:

1. Sourcing Reports

Sourcing Reports can uncover a huge load of data about how well your marking strategies are functioning and what roads are really received by your candidates. They reveal to you whether paid ads and the hiring teams are viable in netting applicants. You will likewise discover how significant your career pages and social media pages are with regard to pulling in candidates.

2. Hiring Time Report

The analysis of time to hire can give you an idea as to what parts of the recruiting cycle are slacking and where bottlenecks are happening. By breaking down these reports, areas that need improvement might be promptly distinguished.

3. Hiring Cost Report

The cost of a hire of every single hire must be measured, no matter the reason. Various elements like recruiter payment, external or internal, are commonly measured while evaluating. However, there are a few more factors that should be considered while making a report on the cost of hire:

·   Any placed advertisements.

·   The set-up and maintenance of social accounts such as Twitter, Facebook, and LinkedIn.

·   Time spent interviewing candidates.

·   Any administrative or accounting costs involved like contracts, pay accounts, health benefits, and more.

4. Hiring Team Activity Report

The recruitment team of an organization might be spending an ample amount of effort and time on a single phase of the employing process. This data will be revealed on the recruiter’s activity report and hence issues can be analyzed. Using these reports, you can track if team members are getting bogged down with too much work or if a certain recruiter is taking too much time.

When you review the recruiting team activity, you will be able to figure out how to save labor hours and streamline the hiring process. This recruiting report is especially useful if you are – or if you report to – the head of talent or HR at a large company. You’ll get a pulse on the current hiring process. Knowing this kind of high-level overview helps you shift your team’s focus to specific areas and identify priorities and opportunities for optimization.

5. Candidate Breakdown Report

The Candidate Breakdown report is among the most exported recruiting reports. It allows you to take all of your candidate data out of Workable in a CSV file where you can do a number of things such as:

• Manage data by yourself on Excel, Google Sheets, etc.
• Create a mailing list to keep past candidates updated on your company
• Track and report on specific candidate information that matters to your company, such as salary expectations, years of experience, etc.

If you’re a Talent Acquisition or People Management specialist, you’ll find that the Candidate Breakdown report allows you to build an offline database for safekeeping. You can also derive datasets that may be used in larger scale reports.

Summing Up

The recruitment reports and the data associated with them are valuable to every individual who, somehow, is associated with hiring for the company: from the head of talent and the accounts team to the employing manager and the team. Utilizing the information you get from these recruitment reports, you can settle on essential choices dependent on facts, as opposed to driving or habitually; you can contrast your hiring objectives and the genuine outcomes, focus areas for development and perceive how your recruitment process gets more powerful over the long haul.

Using the data you get from these reports, you can make strategic decisions based on facts, rather than impulse or out of habit; you can compare your hiring goals with the actual results, spot areas for improvement and see how your recruitment process gets more effective over time. This way, you’ll decide where your team should be spending time and resources.

FAQs on Recruiting Reports