Understanding where your candidates are coming from and how fruitful each source can be is a critical consideration for your overall recruitment strategy and budget.

In Nimble, Super Admin have the ability to view, track, and customize the candidate source options. Super and District Admin can then analyze that data directly from the pipeline dashboard.

When a candidate fills out an application through Nimble, they are asked to select how they heard about the organization from a drop-down list. If a candidate is applying through one of our integrations, including Indeed and ZipRecruiter, this information is logged automatically.

The candidate-reported source will then show on their quick view and full profile once the application has been submitted. Note that candidate-reported source is at the application level, so if a candidate applies to multiple positions, you may see different sources for each application.

Super Admin have the ability to override the candidate’s selection by clicking the dropdown on the candidate's quick view or full profile to select a different source. If the source selected is different from what the candidate chose on their application, the admin will see their selection (the district source) and the candidate’s selection (the candidate-reported source) on the candidate’s full profile. The district source, in contrast to the candidate-reported source, is tracked at the candidate level and will appear on all applications for a candidate until changed by the district. As explained further below, the district source is the source shown on the pipeline dashboard.

The most common sources will already be included in the list by default, but Super Admin have the ability to add, edit, or delete source options via the Applicant Source section in Settings.

To create a new source option, click your name in the top right corner of the page and then click Settings. Navigate to the Applicant Source section and click the + New Source button. Give the source an internal name (what you and other admin will see within Nimble) and an external name (what candidates will see) and then click save.

While we do recommend tracking any paid source advertisements, we also suggest that you keep the dropdown list as short as possible in order to avoid overwhelming the candidate. The objective is to use this information to determine your ROI and inform your recruitment strategy, so be sure to consider and include the source options that matter most to your organization.

Users also have the ability to create multiple candidate-facing source options that are combined into one data point on the pipeline dashboard. For example, if you want to capture specific social media platforms on the candidate’s end, but analyze the data as one generic social media source on your dashboard, you can do so by specifying the platform name in the candidate-facing name field while making the internal name the same for all the social media platforms.

Finally, Super Admins have the option to delete sources in this section. Deleted sources will no longer appear as a selection option for new candidates, but they won’t be removed from data dashboards or from the profiles of candidates who already have this source.

To delete a source, click the source name and click “Delete source”:

Note that there are several sources that cannot be deleted and for which the candidate-facing name is fixed. These fixed sources include:

Super and District Admin will see district source data on their pipeline dashboard in the Applicant Source chart in the top right corner of the page. Users have the ability to filter this information by hiring season, school or job category, as well as by applicant diversity or status.

Users can then analyze and determine which of their sources are bringing in the highest volume and/or most diverse pool of applicants, as well which of those candidates are moving through the pipeline and ultimately being hired.

Note that there are two scenarios in which a candidate can be labeled as “No Source”:

We always recommend filtering the source chart by status or job category to find the high-quality sources that yield the most applicants in hard-to-staff focus areas and those who end up getting hired in your organization.