Report Catalog - Advanced

this catalog focuses mostly on advanced reports, if you want to explore more basic reports take a look at our docid\ vowdo jjgdtwbzc4lirmc for report templates, check out docid\ aurrqfzh1h8qgf6rh0vqi this document provides an overview of various types of reports you can run in ashby we use this document during implementation, to pick your initial set of reports, and it is also a great reference for expanding your reports over time all reports are grouped into high level categories note, that with ashby's flexible report builders, we can build any other kind of report you'd like, that is not shown here if you're interested in that and have trouble building the report yourself, contact your ashby point person! before you get started as you read through the report catalog, keep in mind that all of the following reports can be filtered and grouped by any field and can be reported on for any timeframe you'd like we have some general recommendations on how to filter the reports most companies tend to break up their hiring process into a few major areas (e g business and product & engineering) this is helpful since these different types of roles can have a vastly different recruiting process when using any of the reports below, you most likely should run them separately for each of these major areas if you are hiring across different locations with very different local labor markets or recruiting processes, you will likely want to further separate your reports by location / region for each of the reports below, filtering and/or grouping by source, department, hiring manager, etc will allow you to compare relative performance between different parts of your team and different channels conversion rate reports conversion reports allow you to find inefficiencies in your hiring funnel are there parts of your funnel in which too many or too few candidates are moving to the next stage? you can answer these questions with the reports below funnel report focuses on the overall, historical, pass through rate from stage to stage by looking at the conversion rates of previously completed applications, you can get an estimate of how candidates that are currently in process might progress you can also see if you are dropping too few or too many candidates at a particular stage grouped passthrough report compare funnel metrics across different groups each subgroup includes a rollup of conversion rates grouped passthrough report with projected hires in the view options of the passthrough report with groupings template, enable show active count & projected hires option to enable projected hires based on the currently active applications selected in the report filters skip funnel report this type of report allows you to see conversion rates between two critical stages of your funnel, while skipping over the individual conversion rates for other stages for example, you can answer which % of recruiter screens end up in offers? the most basic report of this kind looks like this as any other report in ashby, you can group this report type any field, e g source type using the count over time report, you can also take a look at the skip funnel metric over time ratios a different way to visualize conversion rates is to use ratios you can create ratios by utilizing the "generic segmentation report" and picking the visualization option "single number" conversion rates from a particular stage over time to spot trends in conversion rates over time, you can focus on a particular stage and take a look at how many candidates pass through that stage there are a few variations of this report, but one popular one is to look at onsite interviews and their outcome over time this report shows which percentage of onsite interviews that occurred each week ended up hired, rejected by you, rejected by the candidate or are still active this kind of report lets you quickly spot if your conversion rate is changing from your historical average candidate flow report this report allows to take a look at the exact stage transitions that occurred in a specific timeframe it can be either used to give status updates on recent activities on individual jobs or to take a detailed look at drop off rates and drop off reasons qualified candidate volume over time this report type uses a calculated field to define what a qualified candidate is in most cases we like to define it as anyone who has made it passed the application review stage(s) looking at this metric you can easily see how the volume & quality of candidates has changed over time activity reports activity reports help you report on the volume of your activities e g how many hires are you making? how many new candidates are you getting into interview process? how many interviews are you scheduling across different stages? new applications by source see how the volume of new applications by source is changing over time this report can give you a sense if new initiatives are performing as expected (e g if you just started sourcing for a new role) interviews by stage over time this is another way to look at if you are getting enough candidate volume to reach your hiring goals based on the conversion reports you will now how many interviews you need at specific stages in the funnel to make one hire this report will show you if you're trending towards reaching that goal or not hires by department you can use this report to track if you're reaching your overall hiring goals by department offer reports offer reports show you how well you're doing at closing candidates that made it all the way through your interview process overall offer acceptance rate this report allows you to get a simple trend of your offer acceptance rate over time as with all reports you can look at this data by department, geography, or any other field you're interested in offer acceptance rate with offer numbers this report allows you to look at offer volume and acceptance rate side by side it's also well suited to be grouped by various fields (e g time, hiring manager, job, department, source, etc ) here is another example of this report, this time grouped by source currently pending offers you can use ashby not only for historical data, but also for keeping track of current activities, e g how many offers are currently pending the most simple version of this report is simply a tile on a dashboard that shows the total amount of pending offers (again, filtered by any field you want) as always in ashby, you can then click into the number to see the underlying candidates alternatively you can show pending offers in aggregate for example, below, all pending offers by department source quality reports hires by source over time this report can show you which candidate sources are contributing most to hires, and how that has changed over time onsite interview outcomes by source when looking at source quality, you don't only want to look at the absolute amount of hires contributed to each source, but also at the amount of effort your team is putting into each hire based on their source one good measure for this is looking at onsite interview outcomes by source the heat map below allows you to quickly detect hotspots for example you can see that, 71% of onsite interviews for candidates from hired com end in your team rejecting the candidate (note that we're using demo data for these examples) archive reason reports for archive reason analysis, be sure to check out docid\ r1tynivqjq5ikc3v8cttf candidate rejection reasons over time use this report, to keep track of why candidates are pulling out of the interview process and how that has changed over time hiring speed reports time in process by job this report shows you how long candidates are on average spending in the hiring process it gives you both an overall metric as well as a breakdown by stage time in process by outcome use filters to examine the final outcome of all candidates by their time in process you can further examine the outcome of candidates that make it to the offer stage to see how big of an impact speed in process makes for final outcomes! time in process by outcome png time to hire by custom groupings source type, department, gender, and so on from the time to hire template report, you can quickly adjust the filters and group by options to dynamically explore many different results with this example, you’ll learn how to explore hiring speed by any grouping of interest time to hire by source type png current pipeline reports current pipeline with candidate names this report allows you to explore the pipeline for individual jobs, while taking a look at candidate details current pipeline with aggregate numbers this type of report can give you a high level overview of where active candidates are currently in process, showing the jobs they are interviewing for and the stage they are currently in load balancing and capacity planning reports interviews scheduled by coordinator this report can give you a sense of how your scheduling load is balanced across coordinators note that this report currently counts all scheduled panels (e g an onsite consisting of 4 interviews is counted as 1 in here), and counting is based on interviews that are scheduled and the coordinator assigned to the application to which the interview belongs so it will not give you a perfectly accurate picture that considers, e g re schedules however we do find this very useful for high level load balancing interview load explore how many hours interviewers on your team have spent interviewing as any other report, you can look at this over time, group it by interview stage, etc candidate hours hours a candidate spends in interviews interviewer hours aggregate hours across all interview participants when this report is grouped by interviewer candidate hours aggregate calendar hours of each particular interviewer interviewer hours aggregate hours across all interview participants job reports open job count by job status this report allows you to see the total count of open jobs for a given time interval, grouped by the job status this chart will give a visual sense for how often jobs remain open, in aggregate jobs by active candidate count you can use a custom list report with the active candidate count field to filter for jobs that have at least 1 active candidate and juxtapose this with those in review, active processes or archived screen shot 2022 08 10 at 2 38 36 pm png feedback completion reports interview feedback sla this report shows how to identify interviewers that have not yet completed feedback for applicants that are still under consideration starting with a segmentation report on the interview participation subject, the filter selects for active applicants and incomplete feedback submission in this example, an additional filter option selects for jobs in the sales department the sorted results show which jobs have the largest number of pending feedback submissions by the individual interviewers similarly, with the same filter conditions you can adjust the grouping to be over the interviewer and interview scheduled in stage group this chart reveals which individuals are delayed in submitting feedback, delineating between interview stage interviewer calibration reports feedback distribution by interviewer (template) this report lets you see how frequently interviewers submit "strong yes"/"yes"/"no"/ "strong no" feedback in the example below you can see the values expressed as % typically you want to filter this report down to e g only hired candidates, or interviews for a particular job at a particular stage that way you can detect if interviewers that interviewed under similar circumstances potentially skew more positive/negative feedback correlation with application outcome with this report you can look at how the feedback a particular interviewer provided correlated with the outcome of the application again, as in the other calibration reports, you will likely want to narrow this report down to a specific stage & job, to ensure that the data is relevant (for example, it is quite common for the earliest interview to be a "yes" even though the candidate might end up being rejected, simply because the chance of a candidate being rejected increases as they move down the funnel) most commonly this report is used to calibrate on onsite interviews feedback correlation with how far an application makes it through the interview process this type of report can vary quite a bit, based on your job setup generally it allows you to answer questions like "how predictive is my technical phone screen of how far a candidate will make it in the process?" if want to answer questions along these lines, let us know, and we're happy to set you up with a customized template! sequence reports click sorted sequences this example report looks at recent sequences where the reply status is not set but the sequence has been opened or has clicks the results are sorted by clicks to float potentially high interest candidates filters for the click sorted sequences report filters for the click sorted sequences report results section for the click sorted sequences report results section for the click sorted sequences report diversity reports intersectional race & gender pivot table this example shows how to use docid\ dojwxiu3zhgaa3h8omexz to produce an intersectional report on eeoc gender and race dei example png recruiter screens by gender in this example we look at reporting on scheduled interview events by gender to examine the overall composition of recruiter screens over time we use our intelligent candidate’s gender field which preferentially looks for eeoc data first and falls back on inferred gender results as a backup to maximize reporting coverage recruiter screens by gender png