Product tier: Available to Expert subscription tier

As you build reports using your business intelligence tool, you might notice that your organization has entered messy or inconsistent data in Greenhouse Recruiting which makes it harder to glean insights into your processes.

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

Use consistent stage names

If you have two stages on different jobs 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 candidate and job expectations

Setting clear expectations for how candidates and jobs are managed can improve data accuracy.

These simple actions can substantially improve reporting, and help create stronger data for Business Intelligence Connector.

Perform monthly audits

Perform audits on a regular cadence to check that job opening dates, offer dates, and other common fields are properly entered. Everyone makes the occasional mistake, but by double-checking your team's work, you can help ensure good data hygiene. Check out Identify and correct inaccurate hiring data for more tips.

Schedule interviews in Greenhouse Recruiting

Schedule interviews and submit scorecard feedback in Greenhouse Recruiting for every interview. 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.

By scheduling and completing interviews in Greenhouse Recruiting, you'll see enhanced reporting capabilities. 

Create actionable, specific custom fields

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

Make sure your custom fields, including rejection reasons, contain specific and actionable options, such as "Candidate accepted another offer," or "Candidate accepted another offer with a higher salary."

These details ensure your organization can better react to key insights in reporting.