Recruiting Planner

This document reviews how to create and configure the Recruiting Planner template report.

The Recruiting Planner is available on the Legacy Plus, Plus and Enterprise plans:

The Recruiting Planner template report allows you to plan required recruiting activities based on historical performance, input headcount goals, and a hiring date range (e.g. this quarter). Ashby will then compute the total available time available to achieve your target headcount hires while incorporating the customizable passthrough rates to summarize the total number of activities at each stage required to hit those goals. Additionally, the overall goals will be presented as a weekly pace of events to better understand the required weekly efforts.

To create a new recruiting planner report:



A recruiting planner table will then be generated for you based on the targets set, showing you the overall and weekly numbers for activities in each stage group, broken down by the contributing plans.

The recruiting planner defaults to selecting the last 6 months of historical data to generate representative passthrough rates for your organization. If you wish to customize the passthrough rate, then you can customize the passthrough rate data by editing your targets.

You can amend your timeframe and targets using the left-hand menu of the recruiting plan.

To adjust the timeframe, click on the current time frame within the Duringsection. You can then adjust your timeframe accordingly for your targets.

Once you’ve adjusted and saved your timeframe, the recruiting plan and your targets will adapt to the new timeline.

If you’d like to adjust a target, click on the hires target within the Targets section on the left-hand menu.

On the Edit targetmenu, you can adjust the hire target, the positions being hired for, the target name and the passthrough rate data being used to calculate your activity recommendations within the recruiting planner.

Within the Passthrough Rates field, you can click the arrow to view the calculations being made and adjust the data used. You can either amend the simple filters used to generate the provided passthrough rates (positions hired for and timeframe) or manually update the passthrough rates within each stage.

Show advanced filters will allow you to add advanced filters for both your target (in terms of positions being hired for) and for your passthrough rate historical data so you can fine-tune further if needed.

Click Save to confirm your target changes and the recruiting planner will update accordingly. If you’d prefer to switch back to simple filters, click Switch to simple, then save your changes by clicking Save on the original menu.

If you’d like to add an additional target to your recruiting planner, click + Add Target.

You will then be prompted to fill out the hire target, the positions you are hiring for and the passthrough rate data being used. You will also have the option to use advanced filters to refine your target as needed.

Once you’ve configured your target, click Add target to add it to your recruiting planner.

The progress across plans is tracked and presented against goal per stage group once configured. Hovering over the progress column will provide additional information on time elapsed and your progress to meet your targets.



If you’d like to hide specific stage groups or metrics within your recruiting planner, click the eye icon. You can then opt to show or hide stage groups or metrics so only the data most relevant to you and your team is displayed on the recruiting planner. In terms of metrics, you can hide the overall, weekly, progress and/or forecast columns as needed.



The recruiting planner presents a detailed summary in the plan table. However, there are various manners of visualizing your overall plan and progress towards the final hiring targets. Each visualization option suits a different manner of reviewing goals and progress and is briefly summarized below.

You can click the Summary dropdown to switch between visualization options within your recruiting planner.



Some visualization options that are common to chart types are:

The plan table visualization summarizes your recruiting planner results in a dense table format. You can further adjust this table by hiding stage groups and other plan summary columns, as well as including forecasts, progress tracking and conditional color formatting.



In the above chart you can see:

The stage progress chart aims to show the progress for each stage group for each individual plan. This chart can show results on an absolute count basis, or a percent progress basis. This visualization can aid immediate visual insight into which parts of the funnel are proceeding at what rate.

In this example, you can see that the Analytics plan is trailing at the top of funnel stages, but that onsites, offers and hiring outcomes have turned out well and are leading expectations.

In the above chart you can see:

The plan progress chart provides quick and immediate access to a view that focuses on hiring targets and outcomes. When the optional forecast is turned on, the end of plan outcome is summarized by showing likely hires and the likely deficit against plan, if any.

In the above chart you can see:

This view is provided for teams looking to analyze their progress over time against a hiring target. The total hiring target is taken and presented as a linear goal over the specified plan period. An optional forecast can be included, as well as options to view these results on a weekly, monthly or quarterly time basis.

In the above chart you can see:

Another, intuitive way of summarizing all progress is to use a pace to goal chart: this shows the percent progress against the target against the percent time elapsed for the plan duration. This allows for a quick visual assessment of which plans are on track or off track as paced against time elapsed.

For example, in the below chart it can quickly be seen that the Analytics plan is roughly on target and will likely end at ~92% of plan, while the Marketing plan is severely behind targets and likely to end at only ~65% of plan.

In the above chart you can see: