Job Posting Analytics for a Job Postings Distribution and Recruitment Firm

Job Posting Analytics for a Job Postings Distribution and Recruitment Firm

Customer Details: Headquartered in USA, the customer is a Global Job Posting Distributor Company

Technologies Deployed: QlikView, SSIS, DotNet, MySQL, MSSQL Server

Data Source: Multiple Data Portals, MS Excel

KPI’s and KPA’s addressed:

  • The total number of Job Advertisements made and Published during a certain Time Period. It offers a summary of the number of job listings and may be used to monitor the amount of recruiting activity. Basically, this was a compilation or aggregation of the job listings.
  • Job posting quality: This KPI assesses how well job postings are written, including the completeness and correctness of job descriptions, prerequisites and qualifications. Metrics including the average length of job descriptions, the availability of important information and adherence to business branding and style rules can be used to measure it.
  • Performance of job listings: This KPI assesses how well job postings perform in terms of views, clicks, and applications. It gives information on how much interest and engagement job listings create and may be used to distinguish between high-performing and low-performing job postings.
  • Source of applicants for jobs: This KPI assesses the efficiency of several sources of applicants for jobs, including job boards, social media, career websites and employee recommendations. It can assist businesses in figuring out the best ways to reach potential candidates and in making the most use of their hiring budget.
  • Time-to-fill: This KPI tracks how long it takes to hire a candidate once a position has been listed for employment. It offers information on the effectiveness of the hiring procedure and may be used to spot bottlenecks and problem areas.
  • Cost-per-hire: This KPI calculates the overall cost of hiring for a particular position, which includes recruitment advertising, agency fees and other expenditures, and divides it by the number of recruits. It aids businesses in evaluating the value of their hiring initiatives and maximising their budget for hiring.
  • Candidate demographics: This KPI tracks information on potential employees’ ages, genders, ethnicities and levels of education. It may be used to evaluate the applicant pool’s diversity and inclusivity and to make sure that equal employment opportunity (EEO) laws are being followed.
  • Retention rate: This KPI evaluates the proportion of job applicants who are employed as a result of job ads and remain with the company for a predetermined amount of time, such as six months or a year. It aids businesses in evaluating how well competent applicants are attracted to and retained by their job advertisements.
  • Applicant experience: This KPI gauges the happiness and experience of job seekers who submit applications via job advertising, such as comments made in applicant surveys or evaluations posted on job boards. It may give organisations insights into the hiring process and help them build a stronger employer brand.
  • Conversion rate: This KPI calculates the proportion of qualified applicants who submit applications in response to job ads. It may be used to optimise job posting tactics and helps organisations determine how well their job posts convert views or clicks into real applications.


  • The customer wanted a BI solution to analyse the performance of HR Recruitment postings across global job portals, optimise recruitment business process and analyse the talent acquisition process with the aim of enabling recruiters to connect with thousands of candidates worldwide and give them the power to reach a diverse and talented pool of potential hires.


Technoforte understood the customers’ requirement and dedicated a team of BI experts, including a skilled data analyst, experienced database developers and seasoned senior BI developers, who collaborated with the client to deliver the following outstanding results:

  • Rightly identified different data sources, analyzed the data and business processes and put up a proper requirements and solutions document.
  • Jobs performed included:
    • Data cloning & ETL scripting to load Data into Data warehouse
    • Data extraction from miscellaneous external data sources like MS Excel and SQL Server and loading the data into Data Warehouse
    • Data modelling, Application Design, Development and Testing of Dashboards
    • Configured and Scheduled daily ETL jobs execution, data extractor and application reload.
    • Report Generation, Distribution and scheduled the reports using Reporting tool.

Technoforte also Implemented a detailed document level security by assigning tokens to users for dashboard access. Our team was instrumental in setting up the infrastructure, software installation and deployment of the required services.

Value Delivered:

The delivered BI dashboard helped customer to:

  • Compute Industry Wise Job Posting metrics from 1000+ job board portals and provide comparisons for Businesses with Industry Benchmarks
  • Track Job Postings for summarized as well as drill down analysis related to Viewed / Clicked / Applied aggregate summaries and KPIs thereof for around 7000+ customer companies.
  • Get Early Warning Alerts and Notifications for ineffective Job Postings which do not see acceptable traction on the Job Portals
  • Analytical reports generation and distribution for client’s reference.