Live Talent Analytics: productive, proactive recruitment.

At LiveHire, we know that recruiting for multiple open roles at a time can be a nightmare to manage. The volume of applicants becomes overwhelming, you quickly lose track of what roles to prioritise, and candidate experience suffers. We listened to your troubles and answered them with the first wave of Live Talent Analytics.

These major reporting features now give you and your team real-time data within your Live Talent Community so your team can proactively recruit talent on demand with even greater productivity.

Before we show you the Live Talent Analytics though, we’re going to take a minute to review some new features that will help you get set up for highly accurate reporting with our two new analytics page: Job Vacancies and Individual Vacancies.

Time to Fill:

Did you know the average time to hire from reactive recruitment is now over 68 days? That’s more than double the time since 2010.

Don’t worry, yours will be much lower if you’ve been utilising your Live Talent Community for a while now. With Live Talent Analytics you can now casually flip out your smartphone and dazzle your recruiter friends in other firms that are still reactively recruiting.

When creating a job vacancy on LiveHire, you will now be asked the Fill by Date. A default of 30 days is set to create a realistic expectation for you to fill your roles. This number will be an important reporting tool in your job vacancies results.

Traffic Light Status:

We’re all about productivity at LiveHire and quick overviews are one of the best ways to know exactly what to prioritise and when. The Traffic Light Status on your Job Vacancy page allows you to see what roles are on track (green), due soon (orange), or overdue (red). Make sure to tackle those overdue jobs quickly.

Live Talent Analytics - Stop Lights
Imagine a job that’s 283 days overdue – we’re sweating just thinking about it!

Switch Live Reporting on or off:

We recognise that you don’t always need your reports staring you in the face each time you open your job vacancies (unless they are so good you want others to accidentally see them as they walk past your laptop). Either way, we created the toggle button to switch the reporting on and off with the click of a button.

Live Talent Analytics - Toggle on/offf

Live Talent Analytics – company wide view

Recruitment ain’t rocket science (actually it’s more an art of seduction) so we’ve kept the reporting nice and simple. You get a high level overview of job vacancies at the top, easily filtered to each member of your recruitment team.

Your job vacancies overview will show you a snapshot in time for all your vacancies. This includes unfilled positions, filled positions, average days to fill, total candidates being engaged, and what % are in advanced screening stages.

You even have the option to include or exclude your expressions of interest (EOIs) to provide the most accurate reporting for your team.

Live Talent Analytics - high Level overview

Here’s a quick highlight and explanation of each card on the Live Talent Analytics dashboard.

Summary Card:

summary

A quick look at the summary card will show you the number of job vacancies in each stage of the hiring process. There’s a little something for everyone here, hiring managers can see how many roles they need to approve and recruiters can quickly see how many roles they have open.

Positions per Recruiter Card:

positions-by-recruiter

When delegating open roles, it’s important to provide everyone with an equal workload. The positions per recruiter card will show you who’s filling their roles and what stage their roles are in: on track, due soon, or overdue.

A bit of healthy competition amongst team members never hurt anyone.

Candidate Status Card:

candidate-status

You know how we keep talking about improving the candidate experience? Well here’s the reporting feature that’ll help you do just that. You’re now one step closer to human engagement and delivering memorable experiences for candidates, and a big step away from those horrible automated rejections from your old Applicant Tracking Software (ATS) Recruitment strategy.

The Candidate Status card shows you the distribution of candidates across the stages of your recruitment process. All of your current candidates are included in this chart. It shows you how many new people you need to engage with, where the bottle necks are, and encourages the progression of other candidates into further stages.

Unsuitable Candidates Card:

unsuitable-candidates

The Unsuitable Candidates Card may well be the most important piece of data for you when it comes to delivering memorable and positive candidate experiences. The goal on this report is simple – to always keep the unsuitable candidates notified at 100%.

The chart shows how many of your unsuitable candidates have been notified. This is a great tool for measuring how successful your team is at giving candidates the experience and feedback they deserve for going through the time and effort to engage with your brand.

Live Talent Analytics – individual vacancy view

When looking at specific job vacancies, again you will see the toggle switch to turn on Live Talent Analytics. This Individual Job Vacancy view gives recruiters the opportunity to understand the status of their own job vacancies and what they need to do to progress it.

Again, we will highlight and explain the individual cards on this dashboard.

Candidate Sourcing Card:

candidate-sourcing

The Candidate Sourcing card is crucial to understand how your sourcing efforts for that role played out. Did you spend thousands on advertising only to have 2/120 candidates from that source? Whilst the best candidates came via a blog post your colleague published months ago?

Your Live Talent Analytics will help you learn where to spend your time, effort, and money while proactively sourcing the best talent.

Candidate Engagement Card:

candidate-engagement

It’s been proven time and time again that candidates want to hear back from a job – even if it’s just a no!

The Candidate Engagement card tells you how many candidates you’ve engaged with. It shows you how many messages you’ve sent, how many have been responded to; and how many job invitations have been sent by you, and accepted by candidates.

Track how successful your messages are at engaging candidates, and if your invitations to jobs are enticing the talent within your Live Talent Community.

You will quickly see who in your recruitment team are the best at humanised engagement, and then help your team learn best practice communication techniques from your star performers.

Unsuitable Candidates Card:

unsuitable-candidates-individual-job-vacancy

Let’s get one thing clear: unsuitable candidates are also customers of your brand, and they are most certainly talking about you to other people, who are also your customers.

Did you know 8% of candidates rejected from job applications by automated emails vow to never buy that company’s product or service again? This is why candidate relations is incredibly important. If you advertise your roles to receive applicants, you are more in the game of rejection than recruitment.

Get it? Good! Let’s fix it.

Working the same as the high level overview, the Unsuitable Candidates card shows you how many people you need to engage with. Give those candidates a reason to stay in your Talent Community and become advocates for your brand. A simple open and honest answer is by far the best policy. You could even refer them to many other companies that host their  Talent Communities on LiveHire, to help them on their job search.

What an amazing and unique candidate experience that would be.

Candidate Progression Card:

candidate-progression

The card that’s all about progression is teaching you how you can, well, progress your job vacancies.

You can’t make hires without moving candidates through your hiring process, and a well structured hiring process is also key to a good candidate experience. So make sure you reflect this in your Talent Community.

It’s a great tool to understand how many people are moved through each stage of your hiring pipeline. Do only 25% of people usually accept job offers? Maybe it means you need to have more people in your Talent Pools to ensure you fill all your roles quickly.

That’s all for now, but keep an eye on this space for more exciting releases coming to a Talent Community near you. As always, visit our help centre for more information on the new LiveHire features.

Proactive recruitment and hiring is easy when you have your own Talent Community. Do you make over 100 hires a year? Book a demo to find out if LiveHire is the solution for you.

Be sure to take the Talent Community Academy two-week email series.

And download the Getting Started with Live Talent Communities Guide.