BI Reporting in recruitment software… is like the icing on…
A Recruitment Software platform without Business Intelligence (BI) capabilities, is like walking in the dark or like a blind leading a blind.
It never seizes to amaze me how users and managers react when they see their first MRPlus BI report!
It’s always something like “Wow” or “Ah” or “Interesting” followed by a silence where you can almost hear their brain working… sometimes in a good way and sometimes in a bad “Ah”.
When we first launched MyRecruitmentPlus as a Recruitment Software Platform, our reporting capabilities were fairly limited – we were mostly focusing on advertising ROI -mostly around: “where are you posting to and which medium is providing what ROI?” This kind of things.
Over the last 3 years… our clients started to talk to us about more in depth reporting that can be considered as BI. We didn’t know anything about BI for recruitment… because you have to be either an HR/Recruiter person or someone who’s looking at Recruitment in a strategic way for a business, you have be in those shoes before you can begin to understand what they really mean by that.
Also many of our clients started to talk to us about BI in relation to gender-based reporting.
So what’s the difference between BI for a Recruitment System and a set of reports for a Recruitment System like MyRecruitmentPlus – well I have to admit that there are many differences between them… but there are many overlaps between them too. But here’s an example that might help me to better illustrate my point.
Take a humble “Placement Report” for example – well there isn’t much to it right? I mean every Recruitment Software like MyRecruitmentPlus should have a Placement Report – Basically it’s a list of all the candidates that were placed in a specified time period… and perhaps the job that each candidate was placed against??? And perhaps the department or division it belongs to? the Hiring manager it belongs to? The Recruiter that’s responsible for filling the role… that’s if the Hiring manager isn’t doing their own recruitment. OK… you get my point right? It’s a list of information about the candidates that wee placed.
But how about if you then start to show this type of information on the same candidate (placement) record… OK things like.. well, for this placement, how many application did you start with? How many people did you interview? How many people did you offer the job to? How many people rejected your offer before this person actually accepted your offer? Also… Time to fill information, so for this placement how many days did it take you to make this placement from the time when the request-to-recruit was approved?
So when you see this type of information you immediately start to think outside the box and start to see the big picture don’t you?
I mean this type of information start to shed lights on efficiencies of the recruitment process in the business and compare various recruiters – also compare various roles and industry conditions… and seasonal effects too.
So after a few years of developing good “in depth” reports we decided that we need to start to redevelop our approach to BI and rebuild our BI platform.
And so our dev team embarked on a journey, that led them to re-constructing our entire BI platform from the ground up… and turned it into something really special.
Our BI platform now, not only reports on Gender Participation but it also reports on Sourcing ROI, Recruitment Trends by Month, and Time to Fill… just to name a few.
Please see this screenshot from the Stats report.
I’d like to share with you a couple of interesting links on what BI is?
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