Recruitment Metrics, Analytics & Reporting
The most powerful aspect of the WildFire recruitment marketing platform is its ability to track and provide real-time recruitment metrics, analytics & reporting directly to your ATS. With one simple click of the mouse, WildFire provides you with the ability to review the real-time ad metrics and performance for every aspect of your recruitment marketing campaign including job boards, social networks, email campaigns, Google Adwords and more. WildFire reporting empowers you with a comprehensive reporting solution in one centralized location that provides you with the real-time ROI of all your recruiting efforts.
Our recruitment metrics, analytics & reporting component provides key benefits enabling you to:
- Provide real-time recruitment business intelligence
- Identify bottlenecks in your recruitment funnel
- Effectively make real-time media buying decisions based on real-time data
- See real time results in easy to understand graphs and figures for timely recruiting decisions
Recruitment Analytics in Action
Here is an example of how you can use recruitment metrics & analytics to make smarter recruiting and media buying decisions. In this case study, we will be taking a look at a job post that was posted on CareerBuilder and Monster on the same day and how they performed compared to one another.
The graphic below is a screenshot taken from our WildFire recruitment analytics and metrics component. The following metrics are included below:
- Rate: $ per post
- Views: Candidate views your job ad description
- Apply Clicks: Candidate clicks to apply to job
- Applicants: Candidate finishes apply process
- CTR1: Click Through Rate % from Views to Apply Clicks
- CTR2: Click Through Rate % from Apply Clicks to Applicants
- CPV: Cost Per View
- CPC: Cost Per Click
- CPA: Cost Per Applicant
So which job board is performing better: CareerBuilder or Monster? If you do not track these metrics you may not know, but taking a look at the graphics below we can make some startling discoveries.
First, let us take a look at click-through rate. When looking at the two job boards, CareerBuilder is showing a much improved click-through rate to that of Monster (CTR1: 7.91% to 4.58% and CTR2: 48% to 15.79%).
Second, take a look at the Cost Per rates. In this case the results may look a little mixed but in the end CareerBuilder displays more bang for the buck in this particular case. While CareerBuilder lags Monster in CPV ($0.32 to $0.20) it makes up for it in the more important categories of CPC ($4.00 to $4.47) and CPA ($8.33 to $28.33).
So what can you take from this data? For this particular position it appears that while Monster provides more overall views of the job ad, CareerBuilder provides more value in converting these views into apply clicks and ultimately into applicants. This company should consider shifting the % of their media buying mix from Monster to CareerBuilder in this instance.
It is important to realize that this is one particular case for one particular job. It is the power of multiple analytics across multiple job postings that can provide you with enough information about your job listings to make strategic decisions about your recruitment marketing mix. Your company might see the best performance on Monster, CareerBuilder, Twitter, Facebook, LinkedIn, Craigslist, niche job boards or Google AdWords. The key is to measure your performance on all these portals and see where your company obtains the greatest number of qualified candidates.
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Second, take a look at the Cost Per rates. In this case the results may look a little mixed but in the end CareerBuilder displays more bang for the buck in this particular case. While CareerBuilder lags Monster in CPV ($0.32 to $0.20) it makes up for it in the more important categories of CPC ($4.00 to $4.47) and CPA ($8.33 to $28.33).