4 Hiring Insights You Can Get From Your Indeed Performance Report

Featured Video Play Icon

When you post a job on Indeed, you have access to a free Employer Dashboard that stores all your crucial recruitment data in one place. To make reviewing your recruitment data simple, you can easily create real-time performance reports from directly within your Employer Dashboard. Using this data, you can evaluate your recruiting efforts and make adjustments to your recruitment budgets if necessary.

Here are four more things you can learn from your performance reports in your Indeed Employer Dashboard.

1. How many candidates viewed your job descriptions

Posting your job on Indeed is the first step to kicking off your online recruitment strategy. The next step is ensuring your job postings are seen by the right candidates. Your performance reports include data about how often your job postings are being seen by job seekers. “Impressions” refer to the number of people who view a job search results page that includes your job. This data can tell you if your job postings have regular visibility to job seekers on Indeed. If your impression numbers look low, this could indicate that your job description doesn’t include the right keywords that match search terms used by relevant candidates.

To increase visibility to your job postings quickly, consider optimizing the content in your job title and description or adjust your Sponsored Jobs budget.

Indeed Performance Report

2. How many people click on your jobs

Your performance reports also show the number of clicks on your jobs as well as click-through rate (CTR). Your CTR is the number of clicks on your job divided by the number of views your job has received. A high CTR suggests your job title is strong enough to inspire a job seeker to click on it from search results to view your entire job description. A low CTR could mean that your job title isn’t clear or compelling, or that your role is harder to fill. If this is the case, consider adjusting your sponsorship budget or how you’ve written your job title. For example:

  • Keep the job title concise and avoid all caps and special characters.

  • Avoid internal titles that don’t accurately describe the job. “Senior Web Designer,” for instance, is much clearer to applicants than “Web Designer II.”

  • Use the job title to describe the main aspects of the job. For example, “Events and Sponsorships Manager” is much more effective than just “Marketing.”

3. How many people apply to your jobs

After people view and click on your job, the next step is getting them to apply. Your performance report will give you the complete picture of your job posting performance by showing you how many people viewed (impressions), then clicked (CTR), followed by how many applied. To ensure a high apply rate, make sure your job description is compelling enough to inspire candidates to apply. Here are some tips for writing great job descriptions:

  • Open with a strong paragraph to grab their attention. Describe what makes your company a great place to work and why they should apply to your opportunity.

  • Be specific about day-to-day responsibilities. If the position requires 20% travel or calls for 50% writing, tell them that. This will ensure you’re hiring candidates who enjoy their day-to-day responsibilities.

  • Be specific about requirements. If some skills are required and others are just nice to have, say that. Ask that candidates only apply if they meet your requirements. This should deter unqualified candidates from applying.

For more advice for creating quality job titles and descriptions, watch this video.

4. How much you are spending

If you have ever promoted your job posting as a Sponsored Job, you have access to many sources of data to inform your spending decisions and evaluate the success of your recruitment efforts, including:

  • Cost of your job posting per date

  • Cost-per-click (CPC), or the amount you are spending each time a job seeker clicks

  • Cost-per-apply (CPA), or the amount of time spent as a function of the number of people who have actually applied to your job

  • Cost-per-hire (CPH), or the amount of time you’ve spent to promote the job

Understanding your performance report and the data collected within is a critical part of managing a successful recruitment campaign on Indeed. Visit the Indeed How-to-Hub for more employer tips and resources to help you succeed with Indeed.

The How-To Hub has Hiring Answers