Journeyfront Reporting & Analytics Dashboards

Access an abundance of data instantly, surpassing any other ATS available. Take advantage of the innovative dashboards and analytics that are unlocking data previously inaccessible to hiring teams. With more than 30 dashboards and hundreds of visuals and reports, every stakeholder can find the information they need to perfect the hiring process.

Candidate Overview

Track all applications within your Job Req. Utilizing filters to conduct analytics based on specific criteria such as region, time, and applicant status, this dashboard provides comprehensive insights into the total number of applicants, number of hires, completion rates, and various other metrics. These tools enable you to gain a thorough understanding of your company's hiring processes,

Interviews

Track all interview activity within your Job Req. Monitor metrics such as the total number of interviews submitted, average score, total time spent interviewing, interviews conducted by each interviewer, and various other key performance indicators to gain insights into your company's interviewing practices. 

Hiring Process Fidelity

Know of those hired what percent completed each activity. For hiring teams who want unbiased and structured hiring process this dashboard provides a health check by looking at all those hired and which activities where submitted by applicant or interviewer before being hired. Some metrics within this dashboard are:

• # of hires
• % of activities completed by hires
• Trend overtime of % of hires completing activities.

Language Assessment Tracking

Easily see your candidates language proficiencies. This dashboard dives into language results so that you don't have to. Easily see distributions of language proficiency scores, as well as individual candidate results. Within this dashboard you'll be able to see the following:

• Total # of language test completed
• Language score distribution
• Language score by status 

Interview Question Effectiveness

Identify which interview question scores correlate with post-hire job success. This dashboard shows which interview question scores correlate with new hire performance or retention.

Filter by time period, performance KPI, turnover separation reason, or other custom job fields (e.g., department, role-type, location, source of hire, supervisor, recruiter, department, shift schedule, etc.)

Interviewer Effectiveness

Identify who your most effective and least effective interviewers are. This dashboard ranks interviewers by total hires interviewed and interview accuracy, as measured by how much interview scores submitted on candidates hire correlate with candidates' later job performance.

Filter by every candidate interviewed, the questions asked, the interview scores given (overall and across each attribute evaluated), the new hire's performance in the job, and how accurate that specific interview was in terms of predicting that hire's later job performance.

New Hire Turnover Trends

Identify new hire turnover trends. This dashboard allows you to monitor the trends of turnover over time, such as:

• % of hires in a given time period (monthly, quarterly, bi-annually, annually) that turnover in certain time periods (0-30 days, 31-60 days, .... 2+ years, Still employed)
• # of hires in a given time period (monthly, quarterly, bi-annually, annually) that turnover in certain time periods (0-30 days, 31-60 days, .... 2+ years, Still employed)
• # of hires that turned over based on period after start date over time (i.e., how many hires turned over at 1 months, 2 months, etc.)
• # of hires that turned over based on time of year (i.e., Jan., Feb., Mar., etc.)

Filter by time period, turnover reason, or custom job fields (e.g., department, role-type, location, source of hire, supervisor, recruiter, department, shift schedule, etc.)

New Hire Performance Trends

Identify new hire performance trends. This dashboard allows you to monitor the trends of new hire performance over time, such as:

• -% of hires in a given time period (monthly, quarterly, bi-annually, annually) that miss, meet, or exceed overall or specific performance KPI targets (e.g., % of hires with unsatisfactory > exceptional performance overall or across specific KPIs)
• -# of hires in a given time period (monthly, quarterly, bi-annually, annually) that miss, meet, or exceed overall or specific performance KPI targets (e.g., % of hires with unsatisfactory > exceptional performance overall or across specific KPIs)

Filter by time period, overall performance vs. specific performance indicators, performance period (e.g., performance given at 3 months), or custom job fields (e.g., department, role-type, location, source of hire, supervisor, recruiter, department, shift schedule, etc.)

Candidate Overview

Track all applications across your entire organization. With filters to allow you to run analytics based on specific criteria (region, time, applicant status, etc.), this dashboard will show you the total # of applicants, # of hires, completion rates, and many more metrics to get a pulse on your application volume and quality across your entire company.

Hiring Process Fidelity

Know of those hired what percent completed each activity across your entire organization. For hiring teams who want an unbiased and truly consistent/structured hiring process, this dashboard provides a health check. It measures for all hires, which hires successfully completed each hiring step before being hired (as measured by whether the applicant completed the step and/or interviewers submitted scores during their respective step).

Attributes Correlated with Performance / Retention

Identify (company-wide) which candidate attributes correlate with post-hire job success.

This dashboard ranks every attribute measured during the hiring process by whether those attributes are correlated with new hire performance KPIs or retention.

Filter by time period, performance KPI, turnover separation reason, or other custom job fields (e.g., department, role-type, location, source of hire, supervisor, recruiter, department, shift schedule, etc.)

Interview Questions Effectiveness

Identify which interview question scores correlate with post-hire job success.

This dashboard shows which interview question scores correlate with new hire performance or retention.

Filter by time period, performance KPI, turnover separation reason, or other custom job fields (e.g., department, role-type, location, source of hire, supervisor, recruiter, department, shift schedule, etc.)

Interviewer Effectiveness

Identify who your most effective and least effective interviewers across your entire organization.

This dashboard ranks interviewers by total hires interviewed and interview accuracy, as measured by how much interview scores submitted on candidates hire correlate with candidates' later job performance.

Filter by every candidate interviewed, the questions asked, the interview scores given (overall and across each attribute evaluated), the new hire's performance in the job, and how accurate that specific interview was in terms of predicting that hire's later job performance.

New Hire Turnover Trends

Identify new hire turnover trends across your entire organization. This dashboard allows you to monitor the trends of turnover over time, such as:

• % of hires in a given time period (monthly, quarterly, bi-annually, annually) that turnover in certain time periods (0-30 days, 31-60 days, .... 2+ years, Still employed)
• # of hires in a given time period (monthly, quarterly, bi-annually, annually) that turnover in certain time periods (0-30 days, 31-60 days, .... 2+ years, Still employed) 
• # of hires that turned over based on period after start date over time (i.e., how many hires turned over at 1 months, 2 months, etc.) -# of hires that turned over based on time of year (i.e., Jan., Feb., Mar., etc.)

New Hire Performance Trends

Identify new hire performance trends across your entire organization. This dashboard allows you to monitor the trends of new hire performance over time, such as:

• % of hires in a given time period (monthly, quarterly, bi-annually, annually) that miss, meet, or exceed overall or specific performance KPI targets (e.g., % of hires with unsatisfactory > exceptional performance overall or across specific KPIs)
• # of hires in a given time period (monthly, quarterly, bi-annually, annually) that miss, meet, or exceed overall or specific performance KPI targets (e.g., % of hires with unsatisfactory > exceptional performance overall or across specific KPIs)