As you begin building reports using your BI tool, you might notice that certain data is not configured in the way you would like to report on it. Below is a list of "best practices" we've identified from our own implementation of BI Connector on our recruiting team here at Greenhouse.
We will update this list to make it as comprehensive for the BI Connector community as possible. If you have any questions about how to implement these suggestions, please reach out to your Greenhouse Customer Success Manager.
- As much as possible, have consistent stage names in a consistent order.
- All candidate applications should be assigned to a source
- All jobs should be assigned to a specific office
- Offer Creation Date and Offer Resolved Date (either accepted or rejected) should be accurate. At the very least, do a month-end close that audits this data
- Interviews should be scheduled through Greenhouse, but make sure your recruiter does not shadow-schedule interviews on their own calendars - that will throw off most interviewing reports. For good reporting that also enables a recruiting team to keep track of things, you can:
- schedule interviews on a shared recruiting calendar
- or add the recruiter to the invitation but mark them as an "optional attendee"
- Make selecting a rejection reason required
- Create rejection reasons that are detailed enough to give you actionable insights (i.e. 78% of candidates that rejected an offer rejected because they decided to take another job...but why did they take another job?). Be mindful of the balance between detailed rejection reasons and a list of rejection reasons that is too long to be manageable
- Send candidate surveys after all interviews
- Make sure every job is assigned a recruiter, and try to only have the primary recruiter assigned to each job (avoid having more than one recruiter assigned to a job)