If you’re new to recruitment software, you’ve likely listened to a lot of system providers telling you all about their reporting suites. The level of reporting offered by each Applicant Tracking System will vary, but there are several recruitment reports you’ll need that should come as standard.

Here are our top 3:

Top 3 recruitment reports No.1: Time to Hire

This report is one of the most commonly used, and can provide an insight into the efficiency of your hiring process.

Often you can choose between two different parameters – one being the time to hire from when the job was first created and the other from when the job went live.

If you’re seeing there’s a particularly long time between the job being created and it going live, it could suggest there’s an internal bottleneck in your vacancy approval process. As an another example, if you notice that certain jobs take longer to fill than others, it could be a sign that you need to review your recruitment strategy for those longer-to-fill roles.

Top 3 recruitment reports No.2: Source reporting

You need to know from where your candidates are applying to be able to measure the effectiveness of certain campaigns.

Are job-boards delivering most of your strongest candidates? Is LinkedIn producing high numbers of applicants? Or is your careers site where you should be really focusing?

This report can provide data by integrating with Google Analytics, in addition to capturing information from candidates’ application forms (you could ask the ‘Where did you hear about us?’ question, for example) and pulling in data from other ‘Source’ fields in your ATS.

With this level of information, the source report should be able to tell you the most and least popular sources of candidates.



Top 3 recruitment reports No.3: Section statistics

This one can provide you with a real insight into how application forms for certain jobs are performing.

ATS reports like this should include information such as who started a form but didn’t complete it, and should allow you to drill down into at which specific points of the form candidates dropped off.

This information can help you to ensure that you’re not putting your candidates through a lengthy application process or making them jump through hoops. It can also enhance your understanding of how candidate application expectations differ for certain roles.

Making sense of your recruitment reports

It’s all well and good having an Applicant Tracking System with a comprehensive reporting suite, but unless you know how to make sense of that data, it’s of little worth.

Talk to your supplier, who should be able to support you with additional reporting training to help you get the best out of your system’s reports. Some Applicant Tracking Systems offer more bespoke reporting options, like our Report Builder, where you can create customisable reports.

With the right support and training, you don’t need to be a code breaker to unlock the information and insights from your ATS.

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About the author

Tristan Potter

From candidate experience to flexible working, and from supporting graduates to ATS reports; Hannah's written it all over the years! Hannah has contributed to publications as diverse as The Guardian, UK Recruiter and University Business. She is also the wordsmith behind our whitepapers and guides, from GDPR to Employee Volunteering.