Optimize Greenhouse Recruiting for Business Intelligence Connector


Product tier: Available to Expert subscription tier

As you begin building reports using your business intelligence tool, you might notice that your organization has been entering some messy data in Greenhouse Recruiting, which is making it harder to glean insights into your processes.

To give your team the best data to work with, we recommend setting some best practices for how your organization documents candidates, jobs, and other data across Greenhouse Software.

Use consistent stage names and organize your stages in a consistent order

If you have two stages named 'Initial phone screen' and 'Initial phone call,' they'll be split into two categories in your data, even though they're the same thing. Use consistency in your job stage names, and order your stages in a generally consistent manner across jobs for clearer reporting.

Set some expectations on what needs to be entered on candidates and jobs

By assigning all candidates a source and all jobs an office, your data team will have the context necessary for assembling some common reports. 

Make sure to always select a rejection reason when your team rejects a candidate. This small piece of data is essential for keeping track of your hiring maturity.

Here are some common actions that successful organizations record to optimize Business Intelligence Connector:

  • Always record the candidate's source
  • Define an office location for each job
  • Send candidate surveys to all candidates
  • Assign a primary recruiter to each job and avoid having multiple recruiters on a single job

Perform monthly audits to verify that offer information is entered correctly

By double-checking that the creation date, offer date, and other common fields are entered on a scheduled basis ensures that any real-life changes don't cause inconsistency in the future. 

Schedule interviews in Greenhouse Recruiting (and make sure to accept those calendar invites)

If you're recording an interview in Greenhouse Recruiting and re-creating the email on your personal calendar, your interviewing reports won't reflect what is actually happening with candidates.

If your recruiter wants to track an interview without having to complete a scorecard, you can schedule interviews on a shared recruiting calendar or add the recruiter to the invitation as an optional attendee. 

Use custom field options that are actionable and specific

A data analyst's worst nightmare is a report that shows 78% of candidates were rejected for a rejection reason of "other."

By making sure your custom field options, including rejection reasons, are specific (such as "Candidate accepted another offer") and actionable (like "Candidate accepted another offer with higher salary"), your organization will be able to react to the insights provided in your data team's report.