Jobvite’s Recruiting Intelligence Puts Metrics in Their Place

One of Jobvite’s strengths has always been its ability to track an “invited” candidate back from the application to see how they came to learn of an opening. Now, Jobvite is adding more depth and breadth to its tracking, giving recruiters data about their job postings and the effectiveness of their own career site.

Announced today, the real-time recruiting intelligence can tell you how many people saw an an ad or visited your career site, what they did and, if you have Jobvite Hire, which includes an ATS, what you did.

For instance, if you distributed a job through social sites, sent a Jobvite to your employees, and posted it to traditional job boards, the recruiter intelligence part of the Jobvite dashboard can give you the number of visitors to each page where the ad appeared; how many then opened it; how many of them applied, and how many were interviewed, and, finally, if a hire was made, from where.

With Jobvite Hire, all the data flows in automatically. If you use Jobvite Source, some of that data requires a connection to your ATS.

Lots of companies provide metrics on ad placements. And most ATS platforms can give you data on the inbound applicants and traffic reports on career sites hosted by your recruitment management vendor.

Managing the various data bits and bytes gets challenging the more sourcing methods you use. So Jobvite’s graphical dashboard intelligence makes life a little simpler, which means a recruiter is more likely to actually consult the data to see what’s working.

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“The goal is to have it become a daily habit,” says Jobvite CEO and President Dan Finnigan.

What I particularly liked about it during the quick demo Monday was the ease with which you can see the results for different types of jobs and different candidate sources. With Jobvite Hire — or a connection to your recruiting system — you’ll know which source produced the most interviews,  an indication of applicant quality and a useful guide to sourcing for similar jobs in the future.

If you’re going to HR Tech in Chicago next week, Jobvite is one of six companies invited to demo during the “Awesome New Technologies for HR” general session Thursday afternoon.

John Zappe is the editor of and a contributing editor of John was a newspaper reporter and editor until his geek gene lead him to launch his first website in 1994. He developed and managed online newspaper employment sites and sold advertising services to recruiters and employers. Before joining ERE Media in 2006, John was a senior consultant and analyst with Advanced Interactive Media and previously was Vice President of Digital Media for the Los Angeles Newspaper Group.

Besides writing for ERE, John consults with staffing firms and employment agencies, providing content and managing their social media programs. He also works with organizations and businesses to assist with audience development and marketing. In his spare time  he can be found hiking in the California mountains or competing in canine agility and obedience competitions.

You can contact him here.


5 Comments on “Jobvite’s Recruiting Intelligence Puts Metrics in Their Place

  1. Volume is not a quality indicator, it’s a volume indicator. I particularly like the statement that “which source produced the most interviews” is an “indication of applicant quality”. Uh, no. It’s an indication of source volume. Show me the controls for dependent and independent variables in this equation and it *might* be an indicator, but who does that level of analysis on a recruiting budget?

    The “sales assumption” here is obvious to any competent recruiter. That is; at the end of the process the hire that was made was a “good” one and the source was the “right” one. Both erroneous assumptions… but a great way to sell the product. And you get to see all the neat looking charts along the way too!

  2. Sorry Dave, but I have a different point of view. Even a seat of the pants analysis is enough to suggest that if one source yields 100 apps, and 2 interviews and source B yields 100 apps and 10 interviews, then in the judgment of the recruiter, B yielded more candidates of sufficient quality to at least warrant taking a closer look. And if the hire is made from source B, that strengthens the hypothesis that Source B produces more potential quality candidates than Source A for that specific job.

    I agree that one job req cycle isn’t decisive. But after a while, the data adds up and some conclusions can be drawn.

    Jobvite isn’t drawing the conclusions for you. The company is simply providing the data – and in a visual way that makes quick comparisons easier. What you do with the data and how you regard it is up to the individual.

  3. And I respect your point of view. I maintain that it is a commonly held point of view based on the assumption that a boat-load of data MUST really mean something.

    I’m sure that Jobvite isn’t drawing any conclusions from the data. After all, it’s just raw data. My point was that you are.

    I would re-phrase your view this way: “ONLY a seat of the pants analysis… could suggest something from this raw data.”

    You assume that a 10% interview rate versus a 2% interview rate somehow *suggests* something about quality. It does not. By your own analysis you have only described a percent of total VOLUME. If you hire one person from each of these groups and the one from the 2% group meets all perfomance goals and the one from the 10% group gets fired, what does that suggest?

    Exactly – it suggests nothing at all. Reproduce this about 30 times (or whatever a significant “n” would be) for the same job and you *may* have something. You’d also have massive turnover in that job which suggests internal issues, not candidate quality issues.

    Absolutely the only way to determine quality of a candidate is to hire them and then draw a correlation between a quantifiable performance measurement and some aspect(s) of all this raw hiring data. I’m still waiting to see that study. Until then, it’s a cool way to document that the blind “good” squirrels eventually find the “good” nuts. Squirrels, trees, and the nuts found are your only measurable variables. Which are the “good ones” is up to you.

  4. Personally, I like what I’m reading here about Jobvite’s initiatives. I’m a huge proponent of inbound marketing, especially closed-loop, which the tie-in to the ATS and reporting on hires gives you. What happens after the hire is influenced by a whole host of things, but Jobvite’s marketing system does what is within its means… it reports on the success rate of the marketing efforts, up to and including the hire.

  5. @Eric – Amen. The product functions as advertised. It appears to do a marvelous job of quantifying and organizing volume-related data. As it relates to marketing – volume is the fuel for the engine.

    Speculation related to the data representing the quality of the candidates was the nature of my comments, not the efficacy of the product.

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