By looking at the conversion rates of candidates at each stage, you can see how attractive your job is compared to similar roles from other companies

Benchmarks are based on other companies’ roles that are the same sub-function, experience level and location as your job

If your save rate or application rate is low, this could indicate that something in the job description is turning off candidates. Your Customer Success Manager can share tips on how to improve this

The actual number of candidates who have applied for the role is normally between the “Clicked Apply” and “Applied” numbers

By clicking on any of the candidate categories, you can see the diversity (Gender or Ethnicity) of candidates at each stage

Candidates volunteer this information when they sign up. The vast majority of candidates share this, so this data is representative of the entire candidate base.

By seeing the diversity of candidates viewing your job, it allows you to more accurately set targets/goals for diversity of your pipelines. For example, it may be unrealistic to expect 50% of your Software Engineering applicants to be female. But by seeing what percentage of Software Engineering candidates were female, you can set a more realistic target.

This data is at a job level. Your Customer Success Manager (Pro and Advanced, only) can share this data at an aggregate level i.e. by function.

By clicking on the “Seniority” candidate categories, you can see the seniority of candidates at each stage

The number of years experience maps to the bandings like so:

This is the seniority of the roles the candidates are looking for, as opposed to their seniority or experience relevant to your specific role

You can use this to see if

If the seniority of the candidates seeing/ applying for your role is not what you’d like, speak with your Customer Success Manager (Pro and Advanced, only) to see how you can make sure the right seniority of candidates are seeing/ applying for your roles

If you scroll to the bottom of the analytics page, you can see the sourcing performance of your team

You can see how efficient your team is at identifying quality candidates in sourcing. The higher the conversion rates the better. It means the recruiters have not had to look through many candidates to find ones that match the role.

You can see the percentage of positive, negative and no responses. On average, recruiters have a 50-60% positive response rate.

You can see the same breakdown of candidates by gender, ethnicity, and seniority as listed above for views/applications.

This aggregates all recruiters’ performance that has worked on the role you are on. If you’d like to see an individual recruiter’s performance, please contact your Customer Success Manager (Pro and Advanced, only)