You can upgrade your account access to include the Global Report feature at any time, but it will be most useful for aggregate reporting after you’ve hired at least 5 candidates. You may find that the role level reports included as standard are often missing diversity data for the latter stages of your process as we only show data when there are 5 or more candidates in a group. If you routinely hire fewer than 5 people per open role, you will only get aggregate information via this Global Report or from your quarterly and annual impact reports.
Global Reporting is only accessible to users with admin-level permissions, as it contains data about roles that non-admin users may not have been invited to participate in.
To learn more about the Global Reporting Feature, please watch the video overview.
1. Key stats
➤ Date range
Defaults to the last three months but can be set this to whatever date range you wish. Dates are inclusive at both ends, meaning if you choose 1st - 31st, you’ll return results that match 00:00 on 1st to 11:59:59 on 31st.
➤ Teams Filter
Filters based on the team name that was selected when building a role. The filter is an ‘OR’ filter, meaning if you select multiple teams, you will return results that fit either one team OR another.
(AND filters return results that satisfy both criteria)
➤ Seniority Filter
This filter is based on the ‘seniority / internal grade’ field selected when building a role. The filter is also an ‘OR’ filter, meaning if you select multiple levels, it will return results that fit either one team OR another.
A note on using filters in combination:
While team filters and seniority filters use ‘OR’ logic, when you combine a team filter and a seniority filter, roles must satisfy both the team AND the seniority you have selected to be returned.
2. Summary statistics
➤ Total Candidates
This figure represents all applications received between the dates requested. It is based on the date we record as an application being submitted.
➤ Open roles
This is not technically all the roles that were open, because this is actually a count of all roles that received at least one application in the chosen period. It is therefore conceivable that a role was open but did not receive any applications and will therefore not show up in this summary card. This may be the case with roles being used as general talent pools. Because roles can be opened and closed multiple times, we currently do not have a foolproof way of assessing whether a role was simply open at any time in a given period without tracking applications. Any role counted here will show up in the ‘Jobs open in this period’ breakdown further down the page.
The count of any and all candidates who were marked as hired in the period selected. This statistic uses the date we record of a candidate marked as hired. Importantly, because many roles will close to applications several weeks before someone is marked as hired, this number may include candidates whose applications were submitted outside of the chosen date range. That is to say, if a candidate applied before the ‘from’ date, but was marked as hired within the range, they will not show up in ‘Total Candidates’, but they will appear in ‘Hired’.
As with the ‘Hired’ count, this number relies on the date we record of a candidate being marked as rejected. It is not technically a measure of the number of times feedback was sent, but is in fact a tally of how many candidates have been rejected. As with ‘Hired’, this statistic is not concerned with when a candidate applied for a role, and as such, it is possible that an org will see more rejected candidates than applications for their chosen period (because they may be rejecting candidates who applied before the ‘from’ date they chose).
➤ Time to hire
Please note, we do not use the “date a role went live” as the start date because roles are often re-opened at various times and therefore it would not necessarily be an accurate indicator.
Time to hire represents the average time from when a successful candidate’s application was submitted to when they were marked as hired. At present, this average comprises only candidates who both submitted and were hired in the period selected.
3. Pipeline diversity
The pipeline diversity charts represent a funnel. They highlight the diversity make-up (and drop-off) from stage to stage for only those candidates who applied in this period.
While you may see 10 hired candidates for the period in the summary stats, you may well see fewer represented in the charts. You may even see no data in the ‘Hired’ column at all (due to the ‘fewer than five’ rule). Why is this? Because it is not necessarily the case that all 10 hired candidates submitted their applications in the window selected.
If we received 100 applications in our chosen date range, the pipeline diversity data will tell us, of those 100 what percentage were, say, female/latin/over 45, and how does that translate into candidates at interview? Each column represents a gateway at which the original 100 candidates are being whittled down.
➤ Candidate experience
➤ Sourcing Insights
➤ Jobs open in this period
All jobs counted in the summary stats ‘open roles’ section. The sum of all applications listed here is equal to the ‘Total applications’ count in the summary stats.
Downloads are based on the selected period, but do not take into account teams and seniority filters that have been applied to the data prior to downloading.
They are based on the total applications in the selected period and therefore there might be some discrepancy between the number of hired candidates shown in the downloaded data and the number shown in the summary statistics above. This is because the 'Hired Candidates' figure shown in the summary statistics also includes those candidates who were hired but submitted their applications before the selected dates.