When is this data as of? This data is semi live data. At the end of the day data is pushed from Success Factors into other software that connects with this dashboard. The data will be up to date as of the end of the day yesterday. If you are making changes in Success Factors these will be reflected the following day.
Note all data on this page consists of open requisitions.
Withdrawn: Any situation where a candidate chooses not to process with their application process. This is any scenario where a candidate chooses to actively withdraw from the process (deletes application, informs recruiter they would not like to process) or fails to complete one of the steps of the process such as choosing not to complete an assessment.
Disqualified: This is any situation where JetBlue decides to end the candidacy of the prospective applicant, or they fail to reach a specific threshold in one aspect of our screening process. Examples of this are not being as competitive and a recruiter choosing not to move them forward or a candidate failing an assessment.
Current & Total Volume: This bar graph shows both the current volume of candidates within a stage (blue) as well as the total number of candidates to hit that stage (blue + gray). The gray on its own is the number of candidates who at one point in time where within that stage, but, no longer are in that stage because they moved forward, or where dispositioned.
Disposition Stage: This graph shows the stage at which applicants in open requisitions were dispositioned.
Disqualify Type: This graph shows of all the candidates disqualified, why where they disqualified? The details within this graph will likely change over time with more nuanced categories continuing to emerge. Withdrawal Type: This graph shows of all the candidates who withdrew, why did they withdraw? The details within this graph will likely change over time with more nuanced categories continuing to emerge.
Candidates With Final Status: For all closed requisitions the percent of candidates who are either hired or placed in a disposition status.
Selection Rate: For all closed requisitions the percentage of Applicants that we hire for roles. (hired/applicants)
Candidates/Hire: For all those with a final status the number of candidates per hire. Hires/Candidates. Since the specific stage being examined can differ based on the stage selector the calculation dynamically changes. Example: When Interview Complete stage is selected the calculation is Hires/Interview Complete, the number of candidates who complete and interview for every hire.
Selection Percentages: For all those with a final status the number of hires/candidates. This is the opposite of the candidates/hire calculation. Since the specific stage being examined can differ based on the stage selector the calculation dynamically changes. Example: When Interview Complete stage is selected the calculation is Interview Complete/Hires, the percentage of candidates we hire for every candidate that completes an interview.
Candidate Volume: For all applicants ever regardless of final status or the requisition being open or closed, how many applicants where in any particular stage at any point in time.
Time to Stage: For all those with a final status how long from application to the stage listed in the column it took for an applicant to reach that stage. Currently these metrics should not be used for any decision making, but, are aspirational as system usage improves.
Time to Stage: For all closed requisitions this is the percentage of candidates who reach each stage listed. Example: Compliance Start stage says x% of applicants reach compliance start.
Stage to Stage Yield: For all closed requisitions this is the percentage of candidates who go from one stage to the next stage. Example: Interview Invite of 73.2% indicates that 73.2% of candidates who complete an interview make it to the following stage.
Req Creation Date: This is the date at which a req is created within the system. This date does not update for things such as reposting the role, but, stays true to the original creation of a requisition.
Application Date: Filters the data based off individual candidates date of application.
Department: A cost center derived variable that groups the organization into our major Big 6 functions and our various groups within Support Services.
Workgroup: Built off of Department this is a broader grouping of Operational groups (anyone within a Big 6 group) vs. Support Services. Operations includes not just core frontline roles such as AO, GO etc. but also salaried roles such as Airports Supervisor or analyst Airports.
Job Group: A variable that is used to define our core frontline roles
Job Title: The title for which the position was posted and what exists in Success Factors. This may not match to SAP titles exactly and is the SAP equivalent of Position title.
Job Req ID: The job requisition id a role is assigned
LocCd: The 3 letter code that assigns the station or support center for which the role is listed to hire under.
Recruiter Name: The single recruiter who is assigned to and owns a requisition
SLT: Another organizational variable similar to Department and based off cost center assignment that splits apart the organization by SLT member. Those SLT members who report to other SLT members (not including Robin/Joanna) are not available in this filter due to overlap.