The Team Productivity report is an essential tool for optimizing your recruitment team's performance. It plays a crucial role in enhancing collaboration, streamlining processes, and achieving greater success in recruitment. By leveraging insights from this report, users can align their team's efforts with broader business objectives, ensuring a more efficient and successful recruitment process on Kula.
The Team Productivity report delivers core insights into the following:
Efficiency Measurement: Gain a comprehensive understanding of your team's efficiency in recruitment activities.
Collaboration Enhancement: Identify areas for improving collaboration within the team to foster a more cohesive and productive work environment.
Process Streamlining: Pinpoint opportunities to streamline recruitment processes, reducing redundancy and enhancing overall efficiency.
Greater Recruiting Success: Utilize insights to make informed decisions that contribute to the overall success of your recruitment endeavors.
Efficiency and collaboration are the cornerstones of successful recruitment. The insights provided by the Team Productivity report empower users to make informed decisions, fostering an environment conducive to achieving recruiting success.
Understanding your data
Within this report, there are seven key subsections, each providing unique insights and metrics.
Let's delve into each section to better understand their significance in optimizing team efficiency.
1. DEI Breakdown: This section sheds light on Diversity, Equity, and Inclusion (DEI) by analyzing Candidates added, replied, and interested based on gender and Candidate added date. It serves as another visualization of flow health, emphasizing the subset relationship between added, replied, and interested candidates, all anchored on the Candidate Added Date.
Important note: This report is included in the Diversity Report add-on.
2. Activities Performed by Team: Here, all metrics, including candidates added, messages sent, replies, and number of interested Candidates, are based on the event date. The data is grouped by the recruiter who added the Candidate to the flow, providing valuable insights into individual recruiter activities.
3. Activities by Flow: Similarly, metrics in this section, such as added, messages sent, replies, and number of interested Candidates, are based on the event date. However, the data is now grouped by flow, offering a comprehensive view of team activities across different Flows.
Both the Activities Reports contain the following data points:
Added To Kula:
Represents the count of candidates newly added to the recruitment process within the specified timeframe. This metric signifies the growth of the candidate pool.1st Message Sent:
Indicates the number of candidates to whom the initial message was sent. This metric focuses on the first communication step in the recruitment outreach.Follow-Up Sent:
Quantifies the number of messages sent to Candidates. This metric highlights cases where recruiters sent additional messages due to a lack of response after the initial message.Replied Received:
Reflects the count of candidates who responded to the communication. This metric measures the engagement level and effectiveness of the recruitment messaging.Interested Candidates:
Signifies the number of candidates who not only responded but also expressed genuine interest in the recruitment process or presented opportunities. This metric is marked by recruiters to denote candidates with strong interest and potential.
4. Candidate Engagement by Team: This section focuses on replied and interested Candidates, grouped by Recruiter and based on the first message sent date. The performance of each Recruiter is presented alongside relative percentage data for immediate equivalent previous periods, providing a comparative analysis.
This section contains the following data points:
Recruiter Name:
Identifies the recruiter who sourced and added the candidate to a Kula Flow.Replied Candidates:
Represents the number of candidates that responded to a Kula Flow Step.Interested Candidates:
Indicates the number of candidates marked as genuinely interested by each recruiter.Percentage Comparison:
Compares the current timeframe's metrics with those of the previous period.
5. Flow Performance: Sorted by the percentage of Candidates interested, calculated as the ratio of Candidates Interested and Candidates Contacted. This section is grouped by Flow Name and Collaborators. It offers insights into Flow-specific success and engagement.
This section contains the following data points:
Flow Name:
Lists all the Flows created within the selected timeframeCollaborators:
Lists recruiters and sourcers who collaborated on the specific Flows.% Interested:
Represents the percentage of candidates interested in the specific flow, calculated as the ratio of Interested Candidates to Candidates Contacted.# of Messages Sent:
Quantifies the total number of messages sent within the specific flow.
6. No. of Hires by Recruiter: This ATS-related section discusses candidates hired, grouped by Recruiter at the ATS application level and filtered by Hired Date. It provides a direct link between team activities and successful hires.
This section contains the following data points:
Recruiter Name:
Identifies the name of the recruiter responsible for the successful hiring of candidates.Hired:
Represents the total number of candidates successfully hired by the recruiter.Percentage Comparison:
Compare the current timeframe's number of hires with those of the previous period.
Important note: This report is included in the ATS Report add-on.
7. Offer Acceptance Rate by Recruiter: Grouped by Recruiter at the ATS application level, this section delves into offers sent and accepted counts, filtered by the first offer created date for the application. It offers valuable insights into the effectiveness of the offer process.
Important note: This report is included in the ATS Report add-on.