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Job Pipeline

This article continues from the Recruitment Funnel Section. To review the previous article, click here: Recruitment Funnel Section.

  • Job Pipeline
    • The Job Pipeline table is filtered using both static and section-specific filters. When a section filter (e.g., Last 7 days) is applied, it overrides the static filter (e.g., Last 30 days) for that section, updating the data numbers accordingly in the sub-section.
    • The View Data option allows you to see combined subsection data for each parent section on a separate page. You can apply column filters, use the download icon to export data as Excel or PDF, perform global searches, and navigate through multiple records with pagination.
    • Clicking the Download option gives you two choices: Excel or PDF. Selecting Excel downloads the entire section's data as an Excel file, while choosing PDF exports it as a PDF file.
    • Expand/Collapse will let you collapse or expand the recruitment funnel section. Collapsing will hide all subsections but will keep the parent section visible.
    • The six-dot icon allows you to drag and drop the entire section wherever you need.
      • Client Job Rate:
        • The data in these columns will be based on the selected workflow and will default to showing jobs where the logged-in user(s) is the primary owner.
        • The Clients Name will reflect in the table based on the clients associates with these jobs.

Note: The search box at the top of the table will allow you to search for clients.

For example, the logged-in user will see the names of three different clients if they own five jobs across those clients, with a total headcount of five across all jobs.

If a user selects a particular job in the Job(s) dropdown and not a primary owner of the job, then no data will be shown.

        • Job(s) count will be shown based on the client’s name in the Jobs column. 
        • Placement(s) (Headcount(s)) is the number of headcounts required for the position (job(s)).

For example, we have Blue cross hospital as a client with 2 active jobs, 1st job with a headcount (required candidates for the positions) of 3 and 2nd with 5. The total will be 3+5 =8 will be the open placement reflected under the Placement column.

        • The Candidate(s) Applied column reflects the total number of candidates who have applied across all jobs for a specific client. This number reflects based on the Applied stage type mapped to Applied stage for each job.
        • Interviewed column displays the number of candidates in the Interviewed stage across all jobs for a specific client. This number reflects based on the Interview stage type mapped to an Interview stage for each job.
        • Hired column shows the total number of candidates in the Hired (mapped to Hired stage type or any stage mapped to Ready to Hire stage type) stage across all jobs for a specific client. This number reflects based on the Hired stage type mapped to Hired stage for each job.
        • Open Placement(s) represents the number of headcounts that remain unfilled and need to be placed by the recruiter across all active jobs for a specific client.
          • For example, if BlueCross has two active jobs with headcounts of 3 and 5, respectively, totalling 8 placements, and the recruiter has filled 2 headcounts, the Open Placement number will be 6.
        • Unfilled Placements indicates the number of headcounts that remain unfilled for a specific client due to various reasons, such as the client withdrawing the job, the job expiring, or the recruiter being unable to fill the role.
          • For example, if a recruiter has 3 open headcounts and the job expires tomorrow, those 3 headcounts will be counted as Placements today. If the recruiter cannot fill them before the job expires, they will be moved to Unfilled Placements.
        • Job Fill Percentage is calculated by dividing the number of candidates placed in the Hired stage by the total number of placements across all jobs for a particular client.
          • For instance, if a client (BlueCross) has 2 jobs with a total of 3 placements (1 in the first job and 2 in the second), and 2 candidates are placed in the Hired stage, the Job Fill Percentage is (2/3) * 100 = 66%.

Job Pipeline – Client Job Rate

      • Client(s) Fill Ratio: Displays the average job fill or client job fill percentage on the Y-axis, based on the dropdown selection, over a specific time period on the X-axis.
        • Select options like Client Job Fill or Average Job Fill from the Group By drop-down to group data based on the selected time period. The system will display Client Fill Ratio by default when the page loads.

Note: The Date Period is a single-select drop-down filter with options like Last 7 Days, Current Week, Current Month, Current Year, Custom, etc. By default, "Last 7 Days" is selected. Each option displays data for its respective time frame, such as the current week (Monday to Sunday), the current fortnight (1st-15th or 16th-30th), and so on. For the Custom option, users can select a date range, with a maximum period of 1 year.

        • Clicking chart will display different chart types. The Bar chart is the default option.

If a user clicks on any bar representing a date range, a line graph will appear showing each client as a separate line within that specific date range.

        • Client Job Fill: The number of candidates successfully placed in the hired stage divided by the total placements across all jobs for a specific client.
        • The chart shows average of the job fill percentage to the selected date period. Average Job Fill = (Sum of all the Job fill % / Total no. of clients). Job Fill % = (No. of candidate in Hired stage / Total no. of placements (Headcount)) *100.
          • For example, the average job fill percentage is calculated as (50% + 50% + 30% + 60%) / 4 = 47.5%.

Job Pipeline - Client Fill Ratio

Note: For details on how the Application ROI (Return on Investment) section and sub section (including Visitors Graph, Source Completion Rate and Application Completion Rate) works, click here: Application ROI (Return on Investment). This article continues from the Job Pipeline section.