What is Job Specific Dashboard?

The Job dashboard will help the recruiter make informed decisions based on different job and candidate insights like candidates source effectiveness, candidate application  trends, recruitment pipeline, candidate rejection reasons, etc., and most importantly  highlights the critical to-do actions for the hiring team such as getting offer letters approved, sending reminders to candidates and interviewers for upcoming interviews, following up on pending candidate tasks including reminding them about accepting the offer letter. 

To view the dashboard, go to the selected job and click on Job Statistics.

Elements in Job Dashboard

1.  Statistics

a. Recruitment Funnel: The recruitment funnel displays the number of candidates that passed through each assessment stage of the job since it was created.

b. Candidates Status: This chart displays the number of candidates that applied for the job, the number of candidates who were issued the offer letter, the number of candidates who accepted and rejected the offer letter and finally the total number of candidates marked as Joined for this job. 

c. Job Overview: This pie chart gives an insight of the total number of openings for the job (Total Open Position), number of candidates who joined the job (Position Filled), and the number of remaining positions to hire for (Yet To Be Filled).

d. Candidate’s Rejection Reasons: This chart displays the top rejection reasons for the candidates of this job. To get this data it is important that the recruiters give a rejection reason while rejecting a candidate. Only the top four rejection reasons are highlighted. The remaining numbers will be mentioned as other reasons.

e. Statistics 

i. Avg. Time to Fill - Average number of days it takes to fill an open position, i.e. from the date a  requisition is approved to the date a candidate accepts the offer.

ii. Avg. Time to Hire - Average number of days it takes to hire a candidate, i.e. from the date a candidate applies for a position to the date a candidate accepts the offer.

iii. Yield Ratio -  Yield ratio is the percentage of applicants moving from one stage to another in the hiring process. (Here we measure the percentage of candidates shortlisted in the screening stage and pushed forward.)

iv. Offer Acceptance Ratio - The percentage of candidates who accepted the offer versus the total number of offers issued.

v. Offer Declined Ratio - The percentage of candidates who declined the offer versus the total number of offers issued.

f. Application Trends: This trend shows the percentage of Application rate i.e, number of candidate applications w.r.t the time period. You can use the filter and select a time period to view the number of candidate applications in a particular day, week, month or year. 

g. Candidates Source: This source effectiveness chart shows the number of candidates that have applied through different sources. 

You can view:

i. Applied Candidates - Candidates who applied through the source.

ii. Joined Candidates - Candidates who successfully joined the job by applying through the source.

This information helps a recruiter identify the source from which most of the candidates apply and the source from which the most number of hires are.

2. Reminders

Reminders highlight the most critical tasks for a recruiter. You can send reminders to different users to complete pending tasks such as reminding interviewers to update their interview decision etc. 

a. Interview Scheduled

Highlights the number of upcoming interviews scheduled.

b. Interview Feedback Pending

Highlights the number of interviews in which the feedback is incomplete by the interviewer. The recruiter can view the list of interviewers who haven’t updated their feedback yet and can send them reminders.

c. Offer Approval Pending

Highlights the number of offer letters that are sent for approval but in which no action has been taken yet. The recruiter can send reminders to the offer letter approver and quicken the process of approval and confirmation from the management. 

d. Offer Acceptance Pending

Highlights the number of offer letters that are shared with the candidate but is still awaiting candidate response. The recruiter can remind candidates to view the offer letter and take a decision. This helps in engaging with the candidate and ensuring they accept the offer letter on time.

e. Candidate Task Pending

Highlights the number of candidates who have pending tasks such as uploading a document, attending the robotic interview, completing the chatbot, completing the technical assessment, etc. If the candidate has not yet completed their assigned tasks, the recruiter can send them reminders.