Understanding the application and candidate stats

Inside your idibu account you will see data and statistics pertaining to both candidates and applications. In this article we explain the difference and how both sets of data are displayed.

1. The difference between application and candidate stats
2. Where to find application stats
3. Where to find candidate stats
4. Duplicate application stats
5. Comparing application vs. candidate stats
6. Two reasons why these data sets may differ

The difference between application and candidate stats

Application stats relate to the number of applications which have been made to an advert. Because the advert is likely to have been posted to multiple destinations, it is possible that a candidate may apply more than once. Each of the applications they make is recorded in the application stats.

Candidate stats relate purely to the candidate records. As long as a candidate continues to use the same email address, we will only ever create one candidate record inside your idibu account. All the applications that the candidate makes to your adverts will be logged against this record, and that record in turn will become attached to the relevant vacancies.

Where to find the application stats

The application stats can be found in the 'Adverts' tab. The data shown against the advert panels only ever relates to the number of applications that have been made, and may include duplicate applications by the same candidate. 

When you expand the advert panel you can see how many applications have been made to each job board or social source the advert was posted to.

Where to find the candidate stats

The candidate stats are recorded inside the ATS area of the vacancy. Remember that because we only ever create one candidate record using the same email address, the number of candidates listed in this area may be less than the number of applications recorded against the advert(s).

Duplicate application stats

Because candidates sometimes apply more than once to the same advert/vacancy, this can sometimes cause confusion when comparing application stats with candidate stats. However, help you reconcile this data, inside the vacancy you can now see the total number of duplicate applications received for all of connected adverts.

Comparing application vs. candidate stats

Let's look at an example vacancy and the advert that has been posted from it.

Reviewing the application stats we can see that there has been a total of 9 application made, 3 of which are 'new applications'.  These are what we refer to as unactioned applications.

Reviewing the candidate stats in the vacancy we can also see 3 candidates listed as unactioned 'applicants' in the ATS.

There are 2 other candidates who have been actioned and allocated the 'keep on file' status. Therefore, the total number of candidates in the vacancy is 5. 

To reconcile the candidate data in the vacancy with the application data, we then need to look at the 'rejected' and 'duplicate' stats at the bottom of the ATS.

Here we can see that 1 candidate has been rejected and deleted, while 3 duplicate applications have been made against the vacancy. This brings the total applications made to 9 which correlates with the application data shown against the adverts. 

Two reasons why these data sets may differ

1. Candidates being added to the vacancy via other means:

So far we have reviewed the data based solely on applications received. However, because of the diverse range of sourcing tools we offer, applications are not the only route by which a candidate can be added to a vacancy. They can be added manually from inside the candidate record, created and added from a CV upload made inside the vacancy, or be added from a local or job board search.

2. Candidates being removed from the vacancy:

Candidates can easily be removed from a vacancy, for example if a candidate is found in a search but then is deemed unsuitable after all. Alternatively, a candidate who applied to the vacancy or was found in a search may decide that they wish to withdraw their interest at a later date. Furthermore, it's possible that a candidate record may also be completely deleted at their request in line with data retention regulations. 

Whether added or removed from a vacancy, these candidate scenarios will mean that the totals in the advert stats and the vacancy stats will not tally when compared using the method previously described. What is important to remember is that nothing is wrong here and the application data will always remain accurate.