The latest addition to the Adapt platform: Adapt Reporter

AdaptUX ReporterWe are pleased to announce the latest addition to Adapt, expanding the platform’s business intelligence reporting tools with Adapt Reporter.

Adapt Reporter is a flexible report designer and Business Intelligence solution that enables users to create, run and deliver custom reports to their preferred criteria and specifications; directly from the Adapt platform. This new solution is a feature-rich, self-service reporting solution that presents custom reports in visually appealing and easy to understand ways.

Adapt Reporter provides three extensive and flexible custom reporting options:

1. Express Reports

Adapt Reporter’s ‘Express Reports’ enable users to quickly and easily create tabular reports with real-time data from within Adapt. These reports can also be sorted, filtered, categorised and modified based on live streams of data from Adapt; allowing for many further structural alterations to reports produced in order to meet all bespoke reporting requirements.

Express Reports allow users to:

  • Categorise: Choose the data users would like to use in reports from a list of available categories
  • Sort: Arrange user data in the order they would like it to appear within the report
  • Filter: Select the values or limit the data-set used in the report to receive the necessary information. Users can select as many filter values as they wish

As users add new data fields to reports, the interactive preview from Adapt Reporter is updated and populated in real-time. The flexibility of the solution enables users to change the appearance of the page, add text, images, titles, headers, footers and fast-format pages using pre-built themes.

Also, as Adapt Reporter utilises live data from the Adapt database, users can edit and run reports whenever or wherever – making it simple to make even the subtlest of changes.

If you want to alter your report to access more functionalities, you can convert your Express Report to a Standard Report to utilise even more advanced features.

2. Standard Reports

While Express Reports focus on getting raw data in front of users as quickly as possible, Standard Reports offer greater flexibility and graphical representations for presenting data. Users can easily enhance images, maps and charts within reports by using the ‘Full Feature Design’ toolbar – accessing additional functions and animated visualisations, including:

  • Autosum: Quickly calculate totals of selected cells within a report
  • Image Insertion: Insert images to support information in the report
  • Formula Editing: Edit and create formulas to perform calculations across the report
  • Chart Wizard: Utilise graphical charts that visually represent report information
  • Gauge Wizard: Display data scales
  • Map Wizard: Easily visualise data in five dimensions on geographical maps
  • Crosstab Wizard: Expand data both horizontally and vertically
  • Link Reports and Drilldowns: Link together an unlimited number of charts and tabular reports to focus on the data that matters

3. Crosstab Reports and composite reports

  • Crosstab Reports allow the report to grow both horizontally and vertically, adding new rows and columns when you add filters to the report
  • There are also two composite reports. The first is a dashboard which enables users to place multiple reports and visuals onto one page, as well as applying filters directly to the page that update data, graphs and reports in real-time
  • The second composite report is the chained report. This is really useful if users need to run more than one report at a time, as it can produce reports quickly and easily

Furthermore, if users are working remotely and need a report to be delivered on a deadline – Adapt Reporter can schedule reports for automatic emailing or archiving. All parameters, including time, recurrence and recipients can be set from the Report Scheduler tool, ensuring that reports are provided on time.

Adapt Reporter is the latest addition to the Adapt platform, delivering incredible compatibility and usability across multiple programs and languages.

Adapt Reporter can automate the process of merging data onto PDF, RTF and Excel templates and all language elements within Adapt Reporter can be translated into any language; making it incredibly easy to create reports for any client.

If you would like to know more about Adapt Reporter, please get in touch.

SIA’s Collaboration in the Gig Economy: An Erecruit Retrospective

Last week, Erecruit’s Sales and Best Practices teams had the privilege of attending Staffing Industry Analyst’s Collaboration in the Gig Economy conference in Dallas, TX. There were some fantastic keynote and panel discussions about how buyers, staffing suppliers, and technology platforms can work together to shape and support the future of the way people will and want to work. Sara Moss, Tim Quirk, Doug Edwards, and Amy Yackowski sat down for a round table retrospective on what they learned.

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‘Penny Poking’ and the Virtuous Cycle of Gratitude

In my non-work time (yes, Virginia, there can be work-life balance), I came across an article that was in no way related to the staffing industry, but triggered an idea I felt was worth sharing. It’s the notion of what is referred to as “penny poking” – where individuals send small amounts of money to friends, family, co-workers, etc. as a simple act of gratitude or kindness.

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Giving Interview Feedback – Is It Still Worthwhile?

Giving Interview FeedbackInterview feedback has become an increasingly fraught area over recent years, and as a result many employers have now stopped giving it. A survey by the charity Business in the Community found that 24% of young people did not receive any feedback after interviews, while only 41% of those who did receive feedback found it helpful.

Of course, it is never a pleasant task to tell people they haven’t got the job, but there are also other reasons why recruiters are increasingly wary about contacting unsuccessful applicants.

One factor is simply the pressures of work, as when you are trying to keep track of a lot of applications it can be hard to find the time to send an acknowledgement or contact a candidate. However, recruitment software can help to streamline the processes and ensure you can make the time to add a human touch.

The fear of legal action is another reason why some recruiters are wary about giving feedback. In an increasingly litigious age, many recruiters have become nervous that they could lay themselves open to discrimination claims if they say the wrong thing.

Reasons to Give Feedback

All the evidence shows that there is still a demand for feedback from candidates. Many will have taken a day off work for interviews and spent a lot of time preparing, as well as paying for transport and new clothes. After an interview, they understandably want to know of any shortcomings, to ensure that they can improve their performance in the future.

However, it isn’t just candidates who can benefit from feedback. Recruiters also stand to gain from taking the time to follow-up with applicants. If you give constructive feedback, it may encourage candidates to work with you again in the future, hopefully after more thorough preparation.

Conversely, if you don’t get back to a candidate on one occasion, they might avoid you in future and tell their friends and colleagues not to bother contacting you either. This applies both to in-house recruiters and agencies who manage many job applications.

Ways of Giving Feedback

Using a sophisticated recruitment CRM makes it easier to keep track of the interview process and all interactions between clients and candidates. This means you can send timely feedback and keep lines of communication open.

It may not be practical to email everyone individually at every stage, but recruitment software can be used to send out automated responses, for example when people send in their CV or apply. Sending an acknowledgement email after a first contact can assure a candidate that they haven’t been forgotten and their efforts are appreciated.

An automated response does not have to sound impersonal. It can still have a warm, friendly tone and encourage candidates to apply for future vacancies, as well as linking to useful resources. For instance, these could include a link to a section on your website containing careers advice, or a way to sign up to newsletters and social media feeds.

After an interview or brief initial face-to-face meeting, the personal touch is important. Candidates will usually appreciate some individual feedback, whether this is via an individual email, phone call or other channels such as social media. However, it is best to avoid calling people at their current job with interview feedback.

Making a summary of key points straight after a full job interview makes it easier to remember details about particular candidates which you can refer to when giving them feedback. Notes on this can also be recorded in the staffing CRM.

What to Include – and Leave Out

Very bland feedback might not give offence, but it doesn’t really benefit candidates. For instance, just saying that all the candidates were very good, but someone else had better qualifications for the job, is not the type of feedback which can actually help someone. While legally safe, this won’t help a job applicant to prepare better for future interviews or know where they went wrong on this occasion. 

For feedback to be more worthwhile than this, it needs to be honest but kind, pointing out the main reasons why a candidate was not successful. This will give them something to build on for the future.

Comments need to be tactfully worded, however, and avoid being too blunt, as job interviews are very stressful at the best of times. Feelings can easily be hurt, while the risk of litigation is also a reality.  Employment lawyers advise recruiters to avoid what could be seen as personal comments and keep things fairly general, but there is a balance to strike between being general and bland.   

An important element of feedback is to let candidates know the things they did right as well as those which missed the mark. For instance, you could let them know if their CV has an especially good section which they could build on, or if their answers in a particular section of the interview were impressive.

Using Adapt recruitment software can make it easier to manage the whole application process. Adapt streamlines applications and makes all the information received from candidates easily accessible and searchable by recruiters. This frees you up to concentrate on interacting with both candidates and clients, without having to spend a lot of time on admin tasks.  For more details of Adapt, please get in touch.

Silver Medalist Candidates: Leverage the Power of the Runner-Up

When there are multiple competitors vying for a single, top winning spot, at the end of the contest we tend to focus our attention on the ultimate winner, forgetting about those who may have come in a (sometimes very close) second place. During most Olympic events, the top three finishers – not just the decisive winner – are awarded. Why? Because it’s recognized that just because you didn’t finish first, doesn’t mean you aren’t still one of the top elite performers in your event. In fact, several countries determine an athlete’s future Olympic qualification based on past performance history. Read more