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Recruit tracks how candidates reach your careers website, allowing you to attribute them to their source when they apply. This helps you analyze the quality of your talent acquisition channels.
Sources are generally tracked automatically, but can also be manually defined for additional granularity.
Before you begin
Tracking candidate sources works for the following setups:
Recruit's WordPress plugin (must implement the Application form widget)
Integrated careers website (must implement the Application form widget)
⚠️ Important: Tracking candidate sources will not work if your website is not integrated with Recruit or if it is integrated but does not implement the Application form widget.
Source attribution
When candidates apply for a job on the careers website, they are attributed to the source that referred them, such as a company employee, a sourcing campaign, or another website.
When candidates land on your careers website, Recruit creates a tracking cookie to track the source that referred them.
The cookie is valid for 30 days. If the candidate applies for a job within this timeframe, they will be attributed to that source.
After 30 days, the tracking cookie expires.
Tracked sourcing channels
Recruit automatically tracks the following sourcing channels:
Employee referrals
Candidates can be referred through social media posts, emails, or resume submissions on the company’s careers website. When a candidate clicks a link or post shared by an employee using the Employee referral widget, Recruit recognizes the employee as the candidate’s source.
💡 Learn more about referring friends and colleagues.
Sourcing campaigns
You can track candidates from a campaign, article, ad, or post using a trackable link:
Create a new source (from Position > Sources > New source) or edit an existing source.
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In the source window, pick a position (or the careers website), then click Copy to copy your trackable link to your clipboard.
Paste this link in your article or ad. Candidates who click the link will be associated with that source, regardless of the referring website.
Recruit also tracks UTM parameters, which don't affect source attribution. Learn more about tracking UTM parameters.
Integrated job boards
Candidates who reach your website from posts on job boards integrated with Recruit (e.g., Indeed, LinkedIn) are automatically associated with the job board as their source.
📚 See the list of integrated job boards.
Company’s website
Candidates who reach the careers website from another page on your website are associated with a source named by the company’s domain (e.g., yourcompany.com).
Traffic from other websites
When candidates reach the company’s careers website through a link on another website, Recruit recognizes the referring website’s domain as the candidate’s source. For example, if you see a source named ‘Google.com’, it means a candidate clicked a link on Google that directed them to your careers website.
The referring domain takes effect only when the above scenarios don’t apply.
💡 Best practices: Recruit can track traffic to any page on your website from any page on the web. To do that, integrate Recruit's Careers API on all the pages of your website.
View sources on the candidate’s activity log
To find a candidate’s source email:
Go to the candidate’s activity log and filter by Source history.
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Find the notification indicating that the candidate has been added via email and click Show email.
Have more questions? Contact us at recruit.support@sparkhire.com
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