Understanding Interview Analytics
Stefan Zivanovic avatar
Written by Stefan Zivanovic
Updated over a week ago

Overview of Interview Analytics

At its essence, Interview Analytics is a sophisticated system providing a deep dive into each candidate's interview performance. It offers insights beyond mere questions and answers, involving detailed scores, activity levels, and specific positive or negative feedback - all aimed at presenting a holistic view of your candidate's potential.

Refer to the text below to gain more insights about the analytic functionalities and found how you can streamline candidate quality evaluation.

Interview Analytics

1. Exploring the Candidate Funnel

Understanding the candidate funnel is crucial. It's a dynamic overview tracking the flow of applicants from being sourced to their final scoring. Your journey begins with "Sourced Candidates," moving onto "Pending Candidates" awaiting their interviews, and culminates in "Scored Candidates" who have been thoroughly assessed by the ShortlistIQ AI. This funnel perspective allows you and your team to monitor progress and ensure no candidate slips through the cracks.

Candidate Funnel

2. The Average Candidate Score

A critical metric, the Average Candidate Score, reveals the overall competency level of applicants post-first-round interview. It’s a barometer for gauging the quality of the candidate pool at a glance, enabling strategic decisions on whether the recruitment drive is attracting the right talent.

Average Candidate Score

3. Source Effectiveness by Score Range

Diving deeper, ShortlistIQ sheds light on the effectiveness of various sourcing channels. By categorizing scores based on the candidate's source - be it Our Website, LinkedIn, Recruitment Agency, etc. - organizations can pinpoint the most fruitful sourcing strategies.

Source Effectiveness

4. Measuring Source Efficiency

Efficiency goes hand in hand with effectiveness. Here, we consider metrics like "Cost per Score" and "Cost per Candidate"’ to evaluate the economic impact of each sourcing channel. It's about maximizing return on investment in recruitment, ensuring quality hires without unnecessary expenditure.

Source Efficiency

Streamlining Candidate Quality Evaluation

"Assessing Source Value"

This step involves a strategy to benchmark and compare candidate sources effectively. Here’s a simplified approach to unearth which channels yield the most qualified applicants:

  1. Review Source-Based Scores: Examine the average scores of candidates from each source. This reveals immediate insights into which channels tend to attract higher-caliber candidates.

  2. Calculate Efficiency Metrics: Compare the "Cost per Score" across different sources. A lower cost with high scores indicates a more efficient channel.

  3. Analyze Qualitative Feedback: Beyond numbers, delve into the AI-generated feedback for candidates from each source. Look for trends in strengths and weaknesses which can indicate source-specific training or background.

  4. Future Investment Decision: Based on the data gathered, strategize where to concentrate future recruitment efforts. Aim for sources that not only bring in quality candidates but do so cost-effectively.

  5. Iterate and Optimize: Recruitment is an evolving field. Regularly revisiting these steps ensures that your strategy remains aligned with market changes and technological advancements.

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