TABLE OF CONTENTS

Explanation of terms

In the job opening you will find the tab Analytics. There you can view graphics that visualize important data on the applications for the respective job openings. This information allows you to evaluate the effectiveness of your job advertisements, identify potential for optimization and adapt your recruitment strategy to current requirements.


Configuration

No configuration is required. We collect the data automatically and present it in the Analysis  tab in the job opening . You can influence the view via the choice of time period.

To be able to see the tab Analytics in the job opening, users need the Permissions Analytics (of Job Openings) | view in their role. See also: Analytics - Authorization 


Behavior in the system

  • Differentiation from reporting
    The tab Analytics in the job openings shows you a snapshot. You can view a time period and get a comparison with the previous period for some analyses. The precise analysis of time sequences is possible with our reports.
  • Detailed history
    If you have too much data, you can use Excel raw data reports or our oData Reporting interface to create more detailed evaluations and chronological progressions.
  • Permissions
    To be able to see the tab Analytics in the job opening, users need the Permissions Analytics (of Job Openings) | view in their role.
  • Time period
    You can define the time period for displaying the graph using the button Time Period. The number of days in the period are calendar days.
  • Previous period
    The previous period always corresponds to the value for the period. Example: You have selected 7 days as the period. The applications received in the last 7 days are displayed as a number. The previous period is the 7 days before the one you are now looking at.
  • Zoom function
    In some diagrams there is a zoom function with which the time period can be narrowed down further.
    Example: The number of applications received is always shown in 7-day bars for the entire duration of the advertisement. If the job opening has been online for several months, but you only want to look at the last three weeks, you can hold down the mouse and drag across the diagram to narrow down the period further.
  • No data available
    You will see this message if, for example, the job opening has not yet been viewed or no applications have been received for the job opening.
  • Support for poor performance

    If the ratio between your job advertisement and the applications submitted for it is poor, we will display a banner drawing your attention to our support offer.

    • How do we define poor performance/when is the banner displayed?

      • The job advertisement has been viewed at least 30 times in 90 days

      • In the last 90 days, the average ratio of job ad views to applications received was less than or equal to 3%

    • How can the banner be hidden?

      You can hide this notice by clicking on the X in the banner.

      The banner only becomes visible again when you delete the localStorage (not the cookies), change the browser or the user.

      You can view our services at the area of job advertisements here: Personnel marketing: Overview about all services


Diagrams in the tab Analytics

  • Received Applications for Current Time Period

    This chart shows you the number of applications received in the selected period. The chart also shows you the relative number of applications received in the period compared to the previous period and as a percentage comparison.
    • Benefit: If no applications were received in the period, it could be that a publication has expired or the job advertisement is no longer displayed in a prominent position.

  • Received Applications over Time

    This chart shows you the number of applications received from the date on when the first application for this job advertisement was registered.     
    • Benefit: If, for example, hardly any more applications are received compared to the previous period, it could be that a publication has expired or the job advertisement is no longer displayed in a prominent position.

  • Received Applications in Total

    This shows the number of all applications for the job opening, regardless of the previously selected time period. 

  • Page Views per Application Portal

    The chart shows you the number of page views in the application process for application portals that we provide. Meaning: How far did applicants get in the application process? Did they only see the job advertisement or, in the best case, did they apply to you?
    • Benefit: If many applicants look at your job advertisement but no applications are received, this may be an indication that the title raises false expectations and the content and title do not match.
    • Notes on the evaluation:
      The values of the page views can be influenced in the analysis by the following use cases:
      • The application form was linked to from a website
      • A job list layout was used that links directly from the job list to the application questionnaire or to the template
      • The job advertisement was displayed via an API, which is why the link refers directly to the preview page or the application form
      • The preview page was only activated later for the application questionnaire
    • Technical:
      • We only have access to the data from our application portals. This means that as soon as a job advertisement is published on StepStone, for example, we do not have access to data such as how often the advertisement has been viewed. However, if the application form is then sent back to us, we can collect this data.
        For job advertisements on your website, we collect all data if these have been integrated via our job list .
      • You can select and deselect application portals via the legend.
      • Applicants can access these pages. The order corresponds to the order in which applicants access them.

  • Received Applications by Source

    The graphic shows you the top 5 sources of applications for the selected period.
    • Benefit: If certain sources never appear here, they may not provide you with enough applications. If the poorly performing source is chargeable, it makes sense to consider whether you should turn to other sources.
    • Technical:
      You can select and deselect sources via the legend and thus display sources other than the 5 sources with the most applications displayed by default.

  • Application Ratio by Rating

    This graphic shows you how many applications have a rating (A, B, C or None).
    • Use: If you notice that you are not giving a rating everywhere, it may be worth looking at which applications do not have one. Another case: If you only have C candidates on the job opening, you may want to reconsider the choice of medium you use to draw applicants' attention to the position.
    • Technical: 
      • You must have previously assigned a rating in at least three applications for a graphic to be visible here.
      • Via the legend you can select and deselect ratings.

  • Reasons for Rejection

    At this point you can see the reasons why you rejected the applications.
    • Use: If you have only received applications with insufficient technical qualifications, you could, for example, consider whether the medium through which you are trying to attract the attention of applicants is the right one.
    • Technical:
      All application statuses of the job opening with the status change functionality Choose Reason for rejection: Yes. 

  • Applicant Feedback

    You can obtain applicant feedbackand use it to find out how satisfied applicants are with the application process. You can see the star rating of the feedback here for the respective job openings.
    • Benefit: If the same points are always rated as less good, this is an indication that this process step could be improved. Next, you can derive appropriate measures.
    • Technical:
      • A minimum of three feedbacks are required for them to be displayed at this point.
      • If the amount of data is insufficient, the data is hidden according to the selected time period.
      • The following types of questionnaires  are evaluated: Feedback form, kununu feedback form

  • Applicant Feedback: Text Responses

    You can Get applicant feedbackand find out how satisfied applicants are with your application process. You can see the text responses to the feedback here for each job opening.
    • Benefit: If applicants give you tips on how they would feel even more comfortable in the application process, you can see this here and derive measures.
    • Technical:
      • A minimum of three feedbacks are required for them to be displayed at this point.
      • If the amount of data is insufficient, the data is hidden according to the selected time period.
      • Questionnaires of the following types are evaluated: Feedback form, kununu feedback form

  • Application Ilde Times

    This shows the 5 application statuses with the longest application idle time.
    The time is calculated from the first day the status was set until the change to another status or today's date if there has not yet been a status change. You can therefore see for each selected period in which application status the applications have spent the most time.
    • Benefit: If, for example, the review of the application by the department comes first in each period, you know that it may make sense to hold interviews at this point in order to speed up the application process.
    • Technical:
      • If you currently have fewer than 5 application statuses in use on the job openings, fewer statuses will be displayed accordingly.
      • You can select and deselect application statuses via the legend.

How our customers use this

The graphics on the tab Analytics show you important data about your application process. They help you to understand the process and recognize how you can improve it.

Example measures could be: New media/application channels/job boards, different job advertisement content, faster processing of applications, fewer interviews, etc.

There are many ways to achieve success. We would be happy to advise you on this and work with you to identify the causes and derive suitable measures.


 Service  Full-service ad placement  

From texting, spelling and AGG check to job board recommendation/selection of the right medium, social media marketing or contingent placement. We support you with the placement of advertisements.