The Past Candidate Funnel report helps you to analyze and assess past hiring processes from beginning to end. By a high-level visualization of the hiring process, based on the recruiting stages, you can easily single out stages with exceptional pass-through rates as well or drop-off rates, identify bottlenecks, and pinpoint specific aspects in the hiring process that require optimization.

The Past Candidate Funnel report is set to:

In order to represent data in a funnel chart, there are several prerequisites that must be fulfilled.

Only Past Candidates Are Considered

In order to analyze the conversion well as dropout rates it the necessary to take into consideration only candidates who are no longer under consideration, i.e. candidates whose status is rejected, withdrawn or hired. Data of candidates who are still in the midst of a hiring process is filtered out.

Period/Date Filter Is Based on the Candidates’ Application date

The period filter is based on the date on which the candidates began their hiring process, i.e. application date. This date was chosen because this date is recorded for all the relevant candidates, whether they were eventually hired or dispositioned.

This report helps you answer questions such as the following:

The recruiting process is highly dynamic and as such it requires considerable flexibility. In most cases, the hiring team is needed to assess candidates on the basis of various aspects determined by the requirements of a position that demands a specialized workflow.

For instance, some positions might require a simulation, a home exam, or an additional in-person interview, while others do not. Some highly competitive positions might require a few additional steps such as a manager CV screen or a phone screen in order to ensure that only qualified candidates advance to the following stages. In some circumstances, it becomes necessary to customize a workflow of a specific candidate, either by allowing candidates to skip steps or adding steps to their workflow, in order to accommodate the specialized needs of that particular hiring process.

Consequently, each position presents its own unique and specialized workflow with respect to the number of steps as well as their order, type, and at times even their name.

Comeet excels when it comes to flexibility, as it allows the user to accurately record each and every one of the above-mentioned scenarios.

However, we are aware that the data recorded in Comeet is of interest to different types of users. Upper management personnel, who wish to review a clear summary of past and ongoing hiring processes, usually ask for a high-level view. In essence, they want to understand easily and quickly if the hiring processes are progressing as expected and if there are any bottlenecks that should be addressed. Key data points of interest are how many candidates were hired, how many new applications were made, how many candidates completed a given interview, and what was the pass-through ratio.

While these questions seem simple enough, often times the high-level view covers multiple positions, each with its own unique workflow. While we recommend selecting a single position or multiple positions with similar workflows when reviewing the funnel report, we are well aware that this is not always the case. In this respect, the much-needed flexibility poses a challenge to the desired high-level view, especially when asked to display data from multiple positions, each with its own unique and often time customized workflow.

This creates a considerable challenge as it becomes unclear what steps should be displayed and in what order. The challenge we seek to overcome can be demonstrated through a simple example.

The workflow of position A includes the following steps:

The workflow of position B is fairly different, as it entails the following steps:

While there is a certain degree of similarity, each position features a different set of steps that are placed in an order that benefits the hiring process. On the one hand, Position A includes a simulation and an HR interview, while position B does not. On the other hand, the workflow of position B features a manger level interview, while position a does not.

Consequently, when displaying the workflow steps of positions A & B in a single table we get the following outcome:

The combined workflow of merely two positions with distinct workflows is almost always confusing, far from intuitive, and unlikely to encourage the production of useful insights.

We at Comeet stepped up to the challenge posed by the demand for a platform that welcomes flexible and dynamic hiring processes by proposing a two-fold solution.

First, in order to represent an ever-changing combination of various workflows, we implemented the Recruiting Stages. The purpose of the recruiting stages is to standardize the recruiting process by creating a predefined set of workflow stages that are used across all position workflows. When a new step is created the user is required to assign it to a recruiting stage. By displaying the funnel based on recruiting stages, we can easily combine multiple positions with various distinct and specialized workflows.

Comeet’s recruiting stages are:

Second, we know that hiring processes are full of surprises. Often times candidates skip steps, transition from one position to another, or have to go through extraordinary additional steps. To accommodate the ever-changing and highly flexible hiring process, Comeet allows the user to make the necessary adjustment at the position and the candidate level.

However, one of the prerequisites of a funnel chart does not allow a scenario in which a candidate skips one or multiple steps. In order to achieve a funnel chart view as expected and required, the data is normalized. For example, consider a scenario in which a candidate passed the CV screen and phone screen in position A, but then the recruiter moved the candidate to position B, which is a better fit. Since the recruiter knows that the candidate has already passed the screening steps in Position A, he assigns the candidate to the Home exam step in position B, which means that the candidate skipped the screening steps in his current position. In such cases, the data on display in the funnel chart will be normalized. In other words, the candidate will be regarded as if he actually completed and passed the skipped steps in position B and will be counted as one of the candidate who reached the recruiting stage or stages to which the CV screen and phone screen steps are assigned.

By using the recruiting stages and normalizing the data we created a funnel report that allows us to maintain rather than limit the aforementioned flexibility, while displaying the data of multiple positions, each with its own unique workflow, in a coherent and clear manner to all types of users, i.e. those who want to be able to drill down as well as those who want to focus on the big picture.

The funnel report provides insights that allow you to measure the health of your hiring process in many different ways.

Volume of Applications

Screening Stages: Pass-Through & Drop-Off Rates

Applications per Hire

Bottom Funnel Efficiency