In User analytics, you can see which user is active, how their part of the recruitment process is being conducted, what they are doing well, and what needs to be worked on.
This is a great opportunity to improve the employee's usefulness, which in turn will increase the effectiveness of the company's recruitment process.
To see this analytic do the following:
Click Analytics from the left dashboard
Choose the User Analytics section
Job analytics give you the following metrics:
Common details: this section provides an overview of the company's recruitment activity across all job postings.
Applicants by source: what type of source did the applicants come from and how many applicants came from each source?
Hiring speed: to calculate hiring speed, you need to define a metric that measures the length of time it takes to fill a job opening. Two common metrics are used to measure hiring speed: Time-to-hire and Time-to-fill.
Candidate pipeline: a candidate pipeline is a series of stages or steps that a job candidate goes through during the hiring process.
Status average time: data on the date each applicant entered and exited each stage (for example application review, phone screen, interview, offer, and so on).
Applicants by referral: this refers to the tracking and analysis of job applicants who have been referred to a company by an existing employee or through a referral program.
Reject reasons: this refers to the tracking and analysis of the different reasons why a company is rejecting job applicants.
