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Analytics in your mailbox - 4 powerful usage metrics that you can use to level up your hiring process

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In order to measure the effectiveness of your hiring strategy, accurate metrics are needed. This data is invaluable; it can improve the hiring experience for your team and candidates, save your department money and prove your value to your organization. One of the Key Performance Indicators (KPI) when using an assessment tool is the weekly usage data. Visibility of your most important metrics helps teams stay on the same page, monitor changing metrics, and make the changes as required.

Mocha has introduced Weekly Usage Email – a usage report that summarizes the previous week’s data in a nutshell. This allows you to keep a pulse on the key usage metrics and steer your recruiting goals accordingly. You can easily share this email with your team, and other stakeholders for data-driven decision making.

The 4 powerful usage metrics that will create an impact within your team.

A. Invited Candidates

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What it says: This metric tells you the number of candidates that were invited over a week, when were the highest or the lowest number of invites sent.

Benefit: You can derive whether your job post/sourcing channels generated the number of desired interests. If during the entire week the number of test invites sent were less in number, maybe the job position is not highlighted in the way it should be and it could be improved.

B. Appeared Candidates

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What it says: This tells you how many candidates have appeared for the test along with the test status. A high completion rate is satisfying, however, a low completion rate means that candidates are leaving the test unfinished – perhaps the test is too long, is boring, or does not contain the relevant questions. It could also indicate some sort of technical glitch (Test Suspended status).

 Benefit: You can use the data points to investigate the low completion rates and other metrics that are hampering your hiring process. Your team can brainstorm with our assessment experts to make the assessments better.

C. Top Active Tests of the Week

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What it says: It shows the top 3 active tests of the week along with the performance categories for each test. You can view which tests have been trending during the week.

Benefit: You can correlate the active tests with the current job positions that are open. E.g. If the current job openings are for Java Developer, Content Writer, and Business Analysts then these should be your top active tests. This can be shared with your Hiring Managers to let them know the traction for the week.

D. Candidate Feedback

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What it says: A snapshot of the how the candidates have rated their experience for your tests and what is the % increase or decrease in the various feedback received from the candidates.

Benefit: A great indicator of candidate experience, it helps recruiters and hiring managers gauge how their test is received by the candidates. A significant increase in unhappy candidates and a significant decrease in happy candidates should be investigated.

Usage metrics are great to align the recruitment strategy with the goals. Identify problem areas you want to optimize and improve your hiring process.

Happy Recruiting!

Topics: HR Practices

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