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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.

Information: 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.

Information: 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)).

Information: 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 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.

Information: 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.