Analyse recruitment performance.

Track end-to-end recruitment activity with visual, interactive dashboards. Sync data from JobAdder ATS and CRM in real-time for more accurate reporting.

Get the insights you need to make better business decisions.

For recruitment agencies and staffing firms, JobAdder Analytics provides an end-to-end view of your business, from business development to placements and revenue. You can track consultant KPIs and identify high performers and those who are falling behind.

In-house talent acquisition teams can track recruitment activity and success across various business units and departments, identify bottlenecks in the recruitment process and measure DEI metrics from application to placement to remove bias from the hiring process.

Slice and dice data using filters, drill down into numbers to see underlying data, then download, send and schedule reports. Proactive reporting? Check!

Reporting for recruitment agencies and staffing firms

Consultant KPIs

Recruiters are the lifeblood of a successful recruitment business.

So having easy access to KPI data, being able to action the insights and tracking the impact of these actions is essential to your success. Evaluate your recruiters regularly to influence their career development and drive competition and performance in your team by broadcasting curated, real-time dashboards to screens throughout your office.

View vital KPIs like business development activity, CV/resume submits, Client Interviews, Placements and Placement Fees. You can also measure the quality of work, such as CV/resume submit to client interview ratios and client interviews per placement, then easily benchmark your recruiters to see how their performance compares to their peers.

Placements and placement revenue

Temps and contractors are a key part of any agency’s success. 

There are key things that need to be tracked: Who starts work this week? Whose contract is coming to an end? How many contractors does each consultant or team have on? You also need to see long-term trends of contractor volumes in the past, as well as into the future and effectively manage your pipeline.

Track and compare placements and Placement Fees this quarter vs. the previous quarter. See who your top performers are–which consultant has the Most Revenue and Most Open Jobs and which Companies have the Most Open Jobs, Highest Fees in pipeline and Highest Revenue generated.

Business development activities

Keep your pipeline flowing with proactive business development.

Track how your agency is performing this quarter vs. the previous quarter by measuring the number of new jobs, CV Submits, Client Interviews, placements and placements fees. Find out what you currently have and what’s in your pipeline: see Open Jobs, Open Jobs per Consultant, Live Ads, Jobs at Client Interview and Jobs at Offers stages.

Discover the quantity and quality of your agency’s business development activity. See how many phone calls, client visits and follow-up notes have been taken, then measure the impact of these activities through consultant success rates. Figure out which consultants are nailing business development and use their activity as a blueprint for success.

Most valuable clients

Don’t let any clients–let alone your most valuable ones–slip through the cracks.

Maintaining healthy relationships with clients is key to the longevity of any recruitment business. However, as your business grows, and people come and go, it becomes difficult to ensure that those relationships remain intact. Compare your performance by company to see how your relationships with your existing and new clients are growing.

View your clients in real-time that haven’t been contacted recently but you have done business with in the past. If you have a consultant that just left the agency, you can easily pull up all the companies and contacts they last were in touch with, and ensure the continuity of those client relationships.

Reporting for in-house talent acquisition and HR teams

Hiring efficiency

Provide a great candidate experience by improving hiring efficiency.

Get a snapshot of how your recruitment team and hiring processes are performing. Track and compare across key metrics including New Jobs, New Applications, HR Interviews, HM Interviews, Offers and New Hires. Better hiring efficiency means a better candidate experience and greater satisfaction for your TAs.

Cover all your bases by drilling down into efficiency at both Job and Applicant level. See how long it takes for you to make the first CV Submit or Hiring Manager Interview and eventually make a hire, then see how many days an applicant is stuck in a status like resume/CV submit or Hiring Manager Interview.

Business unit performance

It’s essential to understand the hiring process across different business units. 

Break down end-to-end recruitment activity by the department, workplace location, hiring manager and more. View how long individual hiring managers or departments are taking at each stage (e.g. the CV submit / HM interview stage), to pinpoint the particular areas that are bottlenecks in filling roles.

Dig into how long it takes for new hires to be made, the success rate of these hires in regards to offer acceptance, if they have been hired above or below budget and how many roles have been filled. Deep dive into specific departments or hiring managers to see which jobs tend to be the most difficult to fill.

Diversity and bias

Address subconscious and unconscious bias with data that drives diversity.

Surface gender equality within your recruitment process and identify where there could be potential bias (i.e. at the HR screening stage, hiring manager interview stage, etc). This helps you understand which part of your hiring process is not attracting female candidates and where you can make improvements. 

Examine salary trends to highlight differences between men and women, and the application and placement rate of female candidates at different salary tiers. See which sources–job boards, career pages, social media or your own database–attract the most female applicants and view the percentage of Female Candidates vs Hires by Quarter.

Recruitment trends

Monitor monthly volumes of jobs, applications and new hires to spot recruitment trends.

One of the most important things you need to have visibility of is the current pipeline of new hires required by the business. Get a breakdown of all current jobs, showing you what stages these jobs are at, how many candidates are at each stage and the workload per hiring manager, category or location.

Advertising jobs and finding candidates is one of the most expensive parts of recruitment.

So it’s vital you understand the ROI from your acquisition channels, not just in terms of quantity but also quality. See which job boards or sources are bringing the best high-quality candidates, and whether your TAs are leveraging your database properly.

“JobAdder Analytics is really beneficial for me as a business owner, as it allows me to understand some of the opportunities and bottlenecks we’re facing as a business and with individuals in the business, so that we can spend our time and energy solving the right problems.”

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Request pricing for JobAdder Analytics and see how easy it is to connect to JobAdder ATS and CRM.