Having the big picture

Case study: Company only had partial, ad hoc data on open positions – but missed global data and important insights.

With InHiro, you can look at your data globally and in detail to every position. The difference between positions can sometimes be huge. That’s why we’ve created global stats: it’s great when you want to see the big picture of your recruiting efforts. But you are also able to dive deeper and into more detail with each position.


InHiro PRO users can get even more detailed statistics for sourcing, hiring and user activity tracking.


Know your hiring success ratio

Case study: Company didn’t know how many candidates to source to successfully hire a new employee. Now, they can easily analyze their pipeline at every stage of their process.

What is more, we created the “Hiring Success” ratio that tells you how many sourced candidates led a successful hire. This way, recruiters have better insight on planning and future hiring.



Create smart reports

Case study: A recruiter needed reports for the management.
It’s easy as pie to create reports for you manager for every stage of your hiring process. Just select date for your report and save all relevant candidates in the stage.



Create better sourcing strategies

Case study: HR department needed to create a recruiting strategy for the next year. What they were missing? Data.

When you know the most effective sources of your candidates and hires, you can easily adjust your sourcing strategy.

Candidates sources vs. Successful hires – you always know what works for you:

A great sourcing strategy should have balanced inbound (candidates who applied by themselves), outbound (actively identified and sourced by company or agency) and referral candidates.

Not enough inbound candidates
Work on your employer branding, company culture and vision. Make sure you are open to inbound sourcing – Do you have a career page, email, is it easy for initiative candidates to apply for a job at your company?

Not enough outbound candidates
You probably rely on active candidates and prefer the waiting strategy. In some cases and with a strong employer brand, it might work – but you might be missing the niche. You should do more active sourcing. Look for candidates on LinkedIn and specialized social networks, communities – and save them to your database.

No referrals
Is your employee referral program transparent? Do your employees recommend working at your company? WARNING: you might open Pandora’s box a reveal some unpleasant problems at your company.


Learn more about your referrals

Is your referral program productive enough? See more with InHiro stats:



See how your Job Ad is performing

Case study: Companies created nice Job Ads, but had no information about their social media performance.

The most interesting is the “Views vs. Applied” ratio. Based on our stats, on each 100 views, you should get at least 1 application. The smaller the number is – the better for you.

“Time on page” is another interesting metric. Average time spent on job ads created with InHiro is 5 minutes. If the number is lower, your job ad might be not targeted to the right audience. Or you should make your job ad more attractive.



Check the activity of your team and recruiting agencies

Case study 1: Matej is the CEO of a recruiting agency – he needs to see how his recruiters and sourcers are performing.

With InHiro, you’ll get complete analytics of all possible actions of InHiro users. Including enrolled candidates, messages, interviews, notes, ratings and moves.

Case study 2: Susan is the HR manager at a big company. They use services of several agencies and she’d like to make their cooperation more transparent.

With InHiro roles, you’ll always know how many candidates the agencies brought in, together with their activities.


Get the bigger picture with InHiro stats