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Are You Still Wasting Time on Recruitment Reporting?


The headline caught your attention, didn’t it? Though, it’s not, of course, referring to recruitment reporting per se.

Instead, it references the useless reporting produced by Applicant Tracking Systems that weren’t fit for purpose pre-Covid. So, to say they haven’t been fit for purpose since is an understatement.

The recruitment reporting produced by an outdated Applicant Tracking Systems is effectively wasting your time when it’s only capable of providing you with reams of random data. Data that isn’t automatically processed into information that you can use to help your recruitment. 

Data alone can’t provide you with laser-targeted insight. It needs to be leveraged to mean more than a box ticking exercise. So, stop thinking data. And, start thinking metrics.


Is Your Recruitment Reporting a Help or a Hindrance?

You’re familiar with data and metrics being used to measure KPIs. But, how do you measure if you’re using your information to elevate your recruitment process? Or measure the amount of time being wasted?

Influential author, entrepreneur, marketer and blogger Neil Patel explains, in his signature plain-speaking style, in ‘Metrics, Metrics On The Wall, Who’s The Vainest Of Them All?’ on his website -  

“More data is always a good thing, right? More data means more information and more accurate decisions. More data means we’ll be able to build our business faster. Wrong. Completely and utterly wrong.

Not all data is helpful. Some of it is worse than worthless because it tricks us into believing we have answers when we don’t. But when you focus on data that helps you make decisions, everything else in your business gets easier. It all comes down to one thing: does the metric help you make decisions? When you see the metric, do you know what you need to do? If you don’t, you’re probably looking at a vanity metric.”


Leverage Your Recruitment Reporting from Useless To Useful

In addition to Neil Patel’s cogent summary of useless:useful differentiation, Julie Young elaborates further on the usefulness element, in her article for Investopedia -

“What Are Metrics? Metrics are measures of quantitative assessment commonly used for assessing, comparing, and tracking performance or production. Generally, a group of metrics will typically be used to build a dashboard that management or analysts review on a regular basis to maintain performance assessments, opinions, and business strategies.” 

Julie’s definition will be music to your ears if you’ve become disillusioned that you’ve acquired all this mass of data for no beneficial reason. You haven’t. But you need to ensure your Applicant Tracking System is able to breathe life into that data.


Utilise Your Big Data for Big Results

You’ve possibly hard the term Big Data. If you haven’t yet, you will. It describes the mass volumes of data that businesses accrue daily. It can be delved into analytically and the insights it provides can be used to inform decision making.  

The ‘6 V’s’ of Big Data are
  • Value – The value of data to a business.
  • Variety – Defined in terms of the structured, semi-structured, or unstructured nature of the data.
  • Variability – The ways the data is formatted and utilised.
  • Velocity – The speed of data generation.
  • Veracity – The level of efficacy of the data.
  • Volume – Amount of data from a spectrum of different sources.

Big Data in recruitment is vast, as you can imagine. So, imagine, too, an Applicant Tracking System with the ability to gather, analyse, and process all of that information. Now we’re talking about recruitment reporting that’s far from a waste of time. In terms of the quality of information you can access. Plus, the time saved across the recruitment process.

The result – Recruitment reporting that influences and informs a more effective, more manageable recruitment process that takes less time.


Knowledge is Power  

With contemporary recruitment reporting tools at your fingertips, you only need to ask to receive. And, more importantly, the information you receive will be clear, actionable, and not so hard to decipher it sends you in to a tailspin.

A fit for purpose Applicant Tracking System can signpost the recruitment rabbit holes you don’t even know you’re falling down, such as –

  • Lack of transparency in job ads resulting in candidate disengagement across the recruitment process, even at offer stage, e.g. when key factors such as salary or location aren’t clarified from the onset.
  • Increased admin and communication volume generated by a higher level of job applications.
  • Time spent checking diaries and co-ordinating online meetings about interviews with multiple stakeholders.
  • Difficulty collating feedback and opinions about candidates when the interviewing panel aren’t in the same room.
  • Loss of time, and the best talent from a recruitment process that takes too long to move to interview, shortlist, and offer stages. Due to factors like admin overload, availability of interviewers, collation of candidate feedback from interviewers, elongated pauses for DBS checking, and offer creation.


If you’re an existing Vacancy Filler client, but you’re not quite sure about an aspect of your Applicant Tracking System please get in touch, we’re only a phone call away.

New to Vacancy Filler? Interested in an Applicant Tracking System that provides you with intelligent recruitment reporting to streamline your challenging processes? A clever, instinctive Applicant Tracking System that empowers you to get valuable actionable answers to your questions?

Book a demo

Jack Hardy

Digital Marketing Consultant for Vacancy Filler.

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