Improving Reporting and Data Hygiene in Ashby

Having access to lots of hiring data is only useful if you can trust the data you're looking at.

We started working with Flux (now OLIX Technologies) when they were already established Ashby users. They wanted to optimise their existing setup, with a particular focus on improving their reporting and making sure the data sitting behind it was accurate and consistently maintained.

We worked closely with their Head of Talent to understand what she needed visibility on, both to manage the Talent team effectively and to give the wider business much better insight into what was happening with their hiring.

Building better visibility of team performance

One of the first areas we focused on was giving the Head of Talent better visibility of the team's performance.

There is a huge amount of information you can report on within Ashby, but having more data doesn't necessarily make it more useful. We started by looking at the information she actually needed to manage the function and then built dashboards and reports around those priorities.

This meant she could more easily keep track of the team's performance, understand what was happening across their roles and identify areas that might need more attention, without having to manually pull information together each time.

Reporting is only as good as the data behind it

Alongside performance reporting, we also wanted to make it much easier to identify where information was missing or processes weren't being followed.

Even the best dashboard quickly becomes unreliable if the data behind it isn't being consistently maintained, so we created reports that highlighted gaps in the data and allowed the team to keep on top of their data hygiene on an ongoing basis.

For another example of how we’ve used Ashby’s reporting functionality to give leadership and Talent teams better visibility, you can see how we approached this with Orbital.

We set up alerts against these reports so the Talent team was automatically notified when information was missing, candidates had been sitting at a particular stage for too long or agreed SLAs were being missed. This meant they didn't have to rely on someone manually checking reports to spot problems and could address them as they happened.

Rather than periodically discovering gaps when someone needed to produce a report, the team had a much easier way of keeping the data clean and making sure candidates continued to move through the hiring process.

For us, this is a really important part of building reporting in any ATS. It's not just about creating a great looking dashboard, you also need to think about how you're going to keep the information feeding into it accurate and use the data to actually improve the way the team works.

Start with the question, not the report

One of the things we always encourage teams to do when looking at Ashby reporting is to start with what they're actually trying to understand.

What does the Head of Talent need visibility on to understand team performance?

What does leadership need visibility on?

What do hiring managers actually care about?

Do we have gaps in our data that are impacting the accuracy of our reporting?

Once you understand those questions, you can build reporting around them rather than creating dashboards full of information that nobody really looks at.

Not confident you can trust the data in your Ashby setup?
We can review your reporting, data hygiene, alerts and wider configuration to identify where things could be working better. Get in touch.