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Turn workforce data into better sourcing decisions.
As a Program Office user, you know that sourcing talent isn’t just about filling positions, it's about measuring and understanding the effectiveness of your efforts. That's where the right strategic KPIs come in. They're not just numbers; they're the insights you need to fine-tune your program to ensure you and your supplier aren’t just busy, you’re effective.
With Beeline Analytics you can easily visualize your program effectiveness and supplier performance across these facets—quality, efficiency, cost, and risk—to get a firm grasp on the current state of your program and drive improvement toward future goals.
Use this reference to dive deep into program and supplier data, find out what makes your sourcing tick, how to use Beeline Analytics to measure and understand the effectiveness of your efforts, and how to gain insights to elevate your recruitment strategies.
Data point definitions
Program and Supplier measures involve numerous data points. The following table explains the data points used to generate visualizations.
| Data Point | Description |
| Candidates Submitted | A candidate presented to a requisition. Includes candidates who may have been rejected or withdrawn. |
| Candidates Qualified (shortlisted) | A candidate presented to a requisition by any supplier who also completed one of these events:
Includes Candidates who may have been rejected or withdrawn. |
| Candidates Interviewed | A candidate presented to a requisition by any supplier who also completed an interview-related event, such as interview scheduled, interview date or interview rated. Includes candidates who may have been rejected or withdrawn. |
| Candidates Hired | A candidate processed through sourcing with an Offer Confirmed status and an assignment generated in Enterprise. |
| PreID | When a candidate is identified outside of a requisition, the client can flag a requisition as pre-identified and bypass sourcing. Includes candidates associated with a pre-identified requisition. |
| Active Assignments | Operational assignments with an Active status as of the date and time the visualization data was last refreshed. |
| Assignments | Operational assignments with an Active status at any point during the trend period you define. Currently, you can view only monthly, quarterly or yearly assignment trends. You cannot view daily or weekly assignment trends. |
| Assignments Starts | Assignments with a start date during the trend period you define regardless of the assignment status. Includes Expired, Active and all other assignment statuses. |
| Assignments Ends | Assignments with an end date during the trend period you define regardless of the assignment status. Includes Expired, Active and all other assignment statuses. |
| Data Point | Description |
| Total Spend Through | Applies to final payment registers only. Refers to the total amount of money earned before subtracting certain costs and payments. It includes taxes, expenses and discounts. |
| Total Diversity Spend Through | Applies to final payment registers only. Refers to the total amount of money earned before subtracting certain costs and payments. It includes taxes, expenses and discounts applied to all Suppliers with a Supplier Minority Code flag. Blank, empty, null, NO, and Not Minority Supplier values are excluded. |
Sourcing
Sourcing is all about getting direct access to the qualified and talented professionals you need. To make sourcing productive, you’re looking to spark dialogues that matter with the best candidates, not just generate numbers. Focus on who you're reaching out to and how. Being smart and targeted surpasses sheer volume and helps you be efficient and effective.
TIP: If the Base Reports and/or fields listed in this reference aren’t available to you by default, you must modify your Base Report. Contact your Client Operations Manager if you need assistance.
Candidates Hired
What is it? Shows you the number of hired candidates associated with completed requisitions filled during the trend period you define.
Why would I use it? When you start the recruitment process, you want to find and procure the right person for the role. Examining the number of completed filled requisitions that resulted in hired candidates may help you understand the efficiency and simplicity of your sourcing process, such as whether your job descriptions include sufficient information, which of your suppliers tend to submit candidates you end up hiring, and more.
What’s a good value and why would I use it? High values are good. They indicate your procurement processes are efficient and result in a favorable number of candidates who met the criteria for your open positions. High values also reveal your procurement processes and workflows are being adhered to and complied with, and your workflows are assigned to the correct approvers.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
Candidates Qualified
What is it? Shows you the number of candidates who became qualified on requisitions you’ve selected that were filled during the trend period you define. Qualified candidates are those who were being shortlisted, selected, moved to the interview stage, extended an offer, or began onboarding. Includes candidates who were rejected or withdrawn later.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value and why would I use it? High values are good. They indicate your initial search for candidates resulted in a favorable number of people who met the criteria for your opening. A high value may also indicate that your sourcing and selection processes are well-defined, easy to follow and working smoothly ensuring that qualified candidates are moving through the initial stages of your pipeline quicker.
Low values may be a sign you’re having to repeat your sourcing and selection processes which can increase your cost-to-hire and time-to-hire.
What’s a good value and why would I use it? High values are good. They indicate that your hiring manager, MSP and supplier are working well together to understand what’s required for a requisition. Collaborative hiring may also shorten your time to onboard and improve the overall candidate experience because miscommunications and wasted efforts are minimized.
Assessing this percentage gives you insight into the quality of candidates available in your talent pool for each opening. Examining this count may help improve your cost-to-hire and time-to-hire as you won’t be wasting resources on candidates who didn’t become qualified.
Candidates Submitted
What is it? Shows you the number of candidates presented to the requisitions you’ve selected. Includes requisition filled during the trend period you define and candidates who may have been rejected or withdrawn later.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value and why would I use it? High values are good. It gives you a baseline for measuring engagement and effectiveness. It helps you understand whether you’re sourcing effectively and whether your suppliers are submitting enough candidates for you to evaluate for your open requisitions.
Percentage Fill Rate
What is it? Shows you the percentage of requisitions received by your suppliers against the requisitions filled during the trend period you define. This measure assumes these criteria:
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Candidates hired into your program never exceed the number of requisitions.
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Openings associated with a requisition may exceed the number of candidates hired into your program.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value and why would I use it? High values are good. Fill rate is a top marker of your program’s effectiveness around contingent talent attraction and your engagement processes. High values reveal your sourcing and selection processes are well-defined, easy to follow and working smoothly.
Low rates can mean poor processes, rate card issues, inept suppliers, and other fundamental concerns with your program. Low rates may reveal where to dive deeper to see if other factors might be lengthening your cycle time—like hiring managers who are slow to act when they receive candidates.
Percentage Fill Rate (AVG)
What is it? Shows you the percentage of fulfilled openings associated with all requisitions filled during the trend period you define. This measure assumes these criteria:
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Candidates hired into your program never exceed the number of requisitions.
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Opening associated with a requisition can exceed the number of candidates hired into your program.
This measure shows you a non-weighted average. Every selected supplier is weighted equally. First, the time lapsed in hours before the first qualified candidate is received for each supplier is calculated. Then the average across all suppliers is calculated.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value and why would I use it? High values are good. Fill rate is a top marker of your program’s effectiveness around contingent talent attraction and your engagement processes. High values reveal your sourcing and selection processes are well-defined, easy to follow and working smoothly.
Focus on those suppliers who were associated with 80% of your filled requisitions because suppliers with low volumes can skew the average.
Low rates can mean poor processes, rate card issues, inept suppliers, and other fundamental concerns with your program. Low rates may reveal where to dive deeper to see if other factors might be lengthening your cycle time—like hiring managers who are slow to act when they receive candidates. Isolating hiring managers’ response times may help you determine just how fast your suppliers are moving.
Percentage Hired Rate vs. Median Rate Variance
What is it? Shows you the variance between the candidate bill rate for hired candidates and the median bill rate for all candidates submitted to the same requisition. Includes candidates associated with requisitions filled during the trend period you define. Presents the results of (candidates hired bill rate minus the median submitted bill rate) divided by the candidates hired bill rate.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value and why would I use it? Low values are good. They may reveal your program is sourcing and hiring contingent talent at a rate lower than your projected budget, resulting in cost savings.
Your bill rates are perhaps the most direct and impactful measure of contingent program costs. Assessing excessive differences between bill rates by hiring manager—especially those in the same department—which may reveal uncontrolled spend and an opportunity to adjust a rate’s maximum range.
Percentage Pre-Identified Hired
What is it? Shows you the percentage of hired candidates associated with a pre-identified requisition. Includes all requisitions filled during the trend period you define, and candidates associated with a pre-identified requisition.
When a candidate is identified outside of a requisition, the client can flag a requisition as pre-identified and bypass sourcing.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value and why would I use it? Low values are good. Pre-identified candidates are known by the hiring manager and are affiliated with an approved supplier. This measure may give you insight into supplier favoritism and unfair, biased sourcing activities. Low values reveal your sourcing practices are unbiased and that your organization examines your entire talent pool when filling requisitions.
Percentage Response Rate
What is it? Shows you the percentage of fulfilled requisitions with at least one submitted candidate. Includes all requisitions filled during the trend period you define.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value and why would I use it? High values are good. Response rate is key to a successful sourcing process. Simply put, responsiveness is how quickly suppliers respond to your communications.
High values reveal that your suppliers are quick to respond and that your sourcing and selection processes are well-defined, easy to follow and working smoothly. It also helps identify your
top-performing suppliers and which suppliers need to improve their performance or be removed from your supply chain.
Plus, it may help gauge the effectiveness of your supplier distribution. When suppliers are slow to respond to changes (or don’t respond at all), you’ve introduced risk into your sourcing process.
Percentage Response Rate (Avg)
What is it? Shows you the percentage of filled requisitions with at least one submitted candidate. Includes all requisitions filled during the trend period you define.
This measure shows you a non-weighted average. Every selected supplier is weighted equally. First, the average for each supplier is calculated. Then the average across all suppliers is calculated.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value and why would I use it? High values are good. Response rate is key to a successful sourcing process. Simply put, responsiveness is how quickly suppliers respond to your communications.
High values reveal that your suppliers are quick to respond and that your sourcing and selection processes are well-defined, easy to follow and working smoothly. It also helps identify your
top-performing suppliers and which suppliers need to improve their performance or be removed from your supply chain.
Plus, it may help gauge the effectiveness of your supplier distribution. When suppliers are slow to respond to changes (or don’t respond at all), you’ve introduced risk into your sourcing process.
1st Qualified Submit
What is it? Shows you the average number of hours that passed before the first qualified candidate was received on a requisition. Includes all requisitions filled during the trend period you define.
What value drives or constrains the trend period interval? The request filled date must occur in the trend period you define.
What’s a good value and why would I use it? Low values are good. Sourcing efficiency is about making the most of your recruitment efforts. It's about understanding and improving the effectiveness of each step in your sourcing process.
Analyzing this measure helps you track how quickly you found a candidate who moved from initial contact to become qualified by being shortlisted, selected, moved to the interview stage, extended an offer, or began onboarding. Studying this measure may also help you determine who your top-performing supplier is.
Low values also suggest your sourcing process is simple and efficient, suggesting that your suppliers and hiring managers are working together within your program’s defined best practices and policies. Low values may also imply that you have the right people assigned to requests, approvals, and other steps in your workflows and that your job descriptions provide sufficient detail to guide suppliers to find candidates that fit.
1st Qualified Submit (Avg)
What is it? Shows you the average number of hours that passed before the first qualified candidate was received on a requisition. Includes all requisitions filled during the trend period you define and candidates who were later rejected or withdrawn.
This measure shows you a non-weighted average. Every selected supplier is weighted equally. First, the time lapsed in hours before the first qualified candidate is received for each supplier is calculated. Then the average across all suppliers is calculated.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value and why would I use it? Low values are good. Sourcing efficiency is about making the most of your recruitment efforts. It's about understanding and improving the effectiveness of each step in your sourcing process. Focus on those suppliers who presented 80% of your submitted candidates who were the first to be qualified.
Analyzing this measure helps you track how quickly you found a candidate who moved from initial contact to become qualified by being shortlisted, selected, moved to the interview stage, extended an offer, or began onboarding. Studying this measure may also help you determine who your top-performing supplier is.
Low values also suggest your sourcing process is simple and efficient, suggesting that your suppliers and hiring managers are working together within your program’s defined best practices and policies. Low values may also imply that you have the right people assigned to requests, approvals, and other steps in your workflows and that your job descriptions provide sufficient detail to guide suppliers to find fit candidates.
Time to Onboard (Calendar Days)
What is it? Shows you the average number of calendar days that elapsed from the time an offer was accepted until the point the candidate was onboarded. Includes all requisitions filled during the trend period you define.
This measure shows you a non-weighted average (candidate onboarded date minus the candidate offer accepted date).
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value and why would I use it? Low values are good. Unlike time-to-fill, which shows you the number of calendar days until you filled a position but doesn’t consider whether a candidate was hired, time to onboard only considers the time after a top talent was initially found. So low values reveal that your program is effective and you’re getting a return on your talent investment quickly.
This measure reveals how fast your company moves as soon as you’ve contacted the right candidate to fill a position or work on a project. Investigating this throughput, or talent velocity, also gives you visibility into how fast your contingent workforce program is delivering value.
High values may show you’re spending too much time in recruiting which can equate to higher costs. Investigate those areas to uncover time-consuming and costly variables, such as inefficient and ineffective sourcing practices. High values might also give you insights into areas where you can improve the overall candidate experience and your brand.
Cost Containment
Saving on costs is a consistent factor in contingent workforce management, and many organizations rank contingent workforce costs as a top spend category.
Containing costs doesn’t just include bill rates, but the total costs of your overall program. It means tracking things like competitive pay rates, rate card compliance, supplier markup, compliance fines, and more. Inconsistencies in those areas may lead to a lack of visibility and unnecessary contingent spend.
Percentage Assignments Over Rate Card
What is it? Shows you the percentage of assignments active during the trend period you define where the assignment bill rate exceeds the current rate card rate (actual system rate).
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value and why would I use it? Low values are good. They show that your suppliers are following your processes and rate cards, which helps you keep your overall program costs within your budget. Examining adherence to your standardized rates helps you identify your top-performing suppliers and which suppliers need to improve their performance or be removed from your supply chain.
It may reveal which suppliers are adhering to rate cards and which ones are consistently submitting above the median rate. You might find it’s a single supplier or all your suppliers. In the latter scenario, you may want to compare your rate cards with market trends and refresh them to ensure your rates align with the level and quality of candidates you want.
High values may indicate poor processes, rate card issues, inept suppliers, and other fundamental concerns with your program.
Percentage Assignments Within 1% of Rate Card
What is it? Shows you percentage of assignments active during the trend period you define where the assignment bill rate is within one percent of the current rate card rate (actual system rate).
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value and why would I use it? Low values are good. They show that your suppliers are following your processes and rate cards, which helps you keep your overall program costs within your budget. Examining adherence to your standardized rates helps you identify your top-performing suppliers and which suppliers need to improve their performance or be removed from your supply chain.
It may reveal which suppliers are adhering to rate cards and which ones are consistently submitting above the median rate. You might find it’s a single supplier or all your suppliers. In the latter scenario, you may want to compare your rate cards with market trends and refresh them to ensure your rates align with the level and quality of candidates you want.
High values may indicate poor processes, rate card issues, inept suppliers, and other fundamental concerns with your program.
Percentage Candidates Over Median Rate
What is it? Shows you the number of hired candidates with a bill rate that exceeded the median bill rate for all candidates submitted to the same requisition. Includes requisitions filled during the trend period you define.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value and why would I use it? Low values are good. Your company’s ability to acquire high-quality contingent talent, fast and at competitive rates is largely due to the suppliers you partner with. Low values indicate suppliers are following your processes and rate cards, which helps you keep your overall program costs within your budget.
Examining adherence to your standardized rates helps you identify your top-performing suppliers and which suppliers need to improve their performance or be removed from your supply chain.
It may reveal which suppliers are adhering to rate cards and which ones are consistently submitting above the median rate. You might find it’s a single supplier or all your suppliers. In the latter scenario, you may want to compare your rate cards with market trends and refresh them to ensure your rates align with the level and quality of candidates you want.
Percentage Candidates Over Request Rate
What is it? Shows you the percentage of submitted candidates with a bill rate that exceeded the request rate for requisitions filled during the trend period you define.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value and why would I use it? Low values are good. Your company’s ability to acquire high-quality contingent talent, fast and at competitive rates is largely due to the suppliers you partner with. Low values indicate suppliers are following your processes and rate cards, which helps you keep your overall program costs within your budget.
Examining adherence to your standardized rates helps you identify your top-performing suppliers and which suppliers need to improve their performance or be removed from your supply chain.
It may reveal which suppliers are adhering to rate cards and which ones are consistently submitting above the median rate. You might find it’s a single supplier or all your suppliers. In the latter scenario, you may want to compare your rate cards with market trends and refresh them to ensure your rates align with the level and quality of candidates you want.
Percentage Candidates with 1% of Request Rate
What is it? Shows you the percentage of hired candidates with a bill rate within one percent below the request bill rate for requisitions filled during the trend period you define. Presents the results of the (candidate bill rate minus the request bill rate) divided by the request bill rate.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value and why would I use it? Low values are good. Your company’s ability to acquire high-quality contingent talent, fast and at competitive rates is largely due to the suppliers you partner with. Low values indicate suppliers are following your processes and rate cards, which helps you keep your overall program costs within your budget.
Examining adherence to your standardized rates helps you identify your top-performing suppliers and which suppliers need to improve their performance or be removed from your supply chain.
It may reveal which suppliers are adhering to rate cards and which ones are consistently submitting above the median rate. You might find it’s a single supplier or all your suppliers. In the latter scenario, you may want to compare your rate cards with market trends and refresh them to ensure your rates align with the level and quality of candidates you want.
Percentage Hired Over Median Rate
What is it? Shows you the number of hired candidates with a bill rate that exceeded the median bill rate for all candidates submitted to the same requisition. Presents the results of (candidate hired with bill rate greater than the median submitted bill rate) divided by the number of candidates hired. Includes candidates associated with requisitions filled during the trend period you define.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value and why would I use it? Low values are good. They may reveal your program is sourcing and hiring contingent talent at a rate lower than your projected budget, resulting in cost savings.
Your bill rates are perhaps the most direct and impactful measure of contingent program costs. Assessing rate consistency across your organization and the market standards can help you normalize rates and set up parameters around your bill rates across your program.
Investigate excessive differences between bill rates by hiring manager—especially those in the same department—which may reveal uncontrolled spend and an opportunity to adjust a rate’s maximum range.
Percentage Hired Over Request Rate
What is it? Shows you the percentage of hired candidates with a bill rate that exceeded the request rate for requisitions filled during the trend period you define.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value and why would I use it? Low values are good. Your company’s ability to acquire high-quality contingent talent, fast and at competitive rates is largely due to the suppliers you partner with. Low values indicate suppliers are following your processes and rate cards, which helps you keep your overall program costs within your budget.
Examining adherence to your standardized rates helps you identify your top-performing suppliers and which suppliers need to improve their performance or be removed from your supply chain.
It may reveal which suppliers are adhering to rate cards and which ones are consistently submitting above the median rate. You might find it’s a single supplier or all your suppliers. In the latter scenario, you may want to compare your rate cards with market trends and refresh them to ensure your rates align with the level and quality of candidates you want.
Average Bill Rate—Candidates
What is it? Shows you the median bill rate across all candidates associated with requisitions filled during the trend period you define. Candidates with bill rates less than zero are excluded.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value and why would I use it? Low values are good. They may reveal your program is sourcing and hiring contingent talent at a rate lower than your projected budget, resulting in cost savings.
Your bill rates are perhaps the most direct and impactful measure of contingent program costs. Assessing rate consistency across your organization and the market standards can help you normalize rates and set up parameters around your bill rates across your program. Researching this measure helps you understand how much each candidate is paid, how much a supplier marks up that cost, and the impact that cost has on the quality of contingent talent and speed of delivery.
Compare your rates to the market standard in your industry and location to help reduce cost gaps. Investigate excessive differences between bill rates by hiring manager—especially those in the same department—which may reveal uncontrolled spend and an opportunity to adjust a rate’s maximum range.
Average Markup—Candidates
What is it? Shows you the median candidate markup percentage across all candidates associated with requisitions filled during the trend period you define. Presents the results of the (candidate bill rate minus the candidate pay rate) divided by the candidate pay rate. Candidates with markup percentages less than zero are excluded.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value and why would I use it? Low values are good. They show you’re containing costs within your projected budget. Or they may reveal that your program is sourcing and hiring contingent talent at a rate lower than your projected budget, resulting in cost savings.
Analyzing this measure can help you set up a consistent standard markup across your suppliers and drive down your overall program costs. Plus, insights into this data may help you configure markup rates based on use—with one markup for top-tier suppliers and another for your second tier.
Average Markup—CTC/1099
What is it? Shows you the median candidate markup percentage across all candidates flagged as a corp-to-corp (CTC) or as a 1099 independent contractor. Includes candidates associated with requisitions filled during the trend period you define.
Presents results of the (candidate bill rate minus the candidate pay rate) divided by the candidate pay rate. Candidates with markup percentages less than zero are excluded.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value and why would I use it? Low values are good. They show you’re containing costs within your projected budget. Or they may reveal that your program is sourcing and hiring contingent talent at a rate lower than your projected budget, resulting in cost savings.
This measure lets you investigate markup by contractor type. Analyzing average markup can help standardize markup across your suppliers and drive down your overall program costs.
Average Markup—W-2
What is it? Shows you the median candidate markup percentage across all candidates flagged as a W-2 independent contractor. Includes candidates associated with requisitions filled during the trend period you define.
Presents the (candidate bill rate minus the candidate pay rate) divided by the candidate pay rate. Candidates with markup percentages less than zero are excluded.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value and why would I use it? Low values are good. They show you’re containing costs within your projected budget. Or they may reveal that your program is sourcing and hiring contingent talent at a rate lower than your projected budget, resulting in cost savings.
This measure lets you investigate markup by contractor type. Analyzing average markup can help standardize markup across your suppliers and drive down your overall program costs.
Average Pay Rate—Candidates
What is it? Shows you the average pay rate across all candidates associated with requisitions filled during the trend period you define. Candidates with pay rates less than zero are excluded.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value and why would I use it? Low values are good. They may reveal your program is sourcing and hiring contingent talent at a rate lower than your projected budget, resulting in cost savings. It’s important to review pay rates so you can balance them against candidate quality and your budget.
Quality
Most organizations list quality as a top factor in their contingent workforce program. Assessing quality frequently considers these objectives and categories—program operations, talent services/quality and supplier services.
Program operations involve things like job descriptions and submission rates, number of candidates, paced talent vs. rejected candidates, and more. Talent services include measures like manager satisfaction, the ratio of assignments completed on time and budget, early contract terminations, diversity, and more. Supplier services contain measures like responsiveness, fill rate, time to hire, rate card adherence, and much more.
Percentage Negative Turnover
What is it? Shows you the percentage of assignments with an unfavorable completion and end dates during the trend period you define.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
Why would I use it?
What’s a good value and why would I use it? Low values are good. They indicate assignments finished favorably, which may imply that your contingent talent had a positive experience with your organization.
Not only does contingent talent need to impress you, but your business needs to impress them. That’s why, once contingent talent has finished an assignment, you need to understand how satisfied they were when working with your company.
Examining this measure may help you manage contingent talent retention, drive a higher ROI on spend and give you a crucial edge over your competitors. Increasing contingent talent satisfaction, productivity and loyalty grows your talent pool and positions your program to acquire skilled contingent talent on an ongoing basis.
You might want to investigate high values to find areas where you can improve your sourcing and selection processes. You might find that negative turnover often occurs with contingent talent sourced from a single supplier or all your suppliers. Those details can help you figure out where you need to improve.
Percentage No-Show
What is it? Shows you the percentage of assignments where the candidate didn’t arrive for an assignment with an end date during the trend period you define.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value and why would I use it? Low values are good. They indicate your hiring manager, MSP and supplier are working well together to understand what’s required for a requisition. Collaborative hiring, clear communications and improving candidate experience may reduce external factors that result in numerous no-show candidates. Low values may also reveal that you’re not having to repeat your sourcing and selection processes—keeping your cost-to-hire and time-to-hire within budget.
Exploring the percentage of candidates that never arrive for an assignment may give you insights to help you mitigate that risk. This measure may reveal external factors that influenced the candidate’s actions.
You may find that a candidate had different expectations for the assignment after reading the job preview. Or you may discover an industry where you need to spend more time learning about the candidate’s expectations and skills and making sure they’re a right fit for your company and before they’re engaged.
Percentage Positive Turnover
What is it? Shows you the percentage of assignments with a favorable completion with end dates during the trend period you define.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value and why would I use it? High values are good. They indicate assignments finished favorably, which may imply that your contingent talent had a positive experience with your organization.
Considering this measure may help you manage contingent talent retention, drive a higher ROI on spend and give you a crucial edge over your competitors. Understanding and replicating contingent talent satisfaction, productivity and loyalty helps you grow your talent pool and sets up your program to continually acquire skilled contingent talent.
Percentage Qualified to Hire
What is it? Shows you the percentage of qualified candidates that resulted in hired contingent talent on requisitions filled during the trend period you define.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value and why would I use it? High values are good. They indicate that your hiring manager, MSP and supplier are working well together to understand what’s required for a requisition. Collaborative hiring may also shorten your time to onboard and improve the overall candidate experience because miscommunications and wasted efforts are minimized.
Examining this percentage gives you insight into the quality of candidates available in your talent pool for each opening.
Percentage Qualified to Hire (Avg)
What is it? Shows you the percentage of qualified candidates that resulted in talent hired into your contingent workforce on requisitions filled during the trend period you define. Qualified candidates were shortlisted, selected, moved to the interview stage, extended an offer, or began onboarding.
This measure shows you a non-weighted average. Every selected supplier is weighted equally. First, the average for each supplier is calculated. Then the average across all suppliers is calculated.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value and why would I use it? High values are good. They indicate that your hiring manager, MSP and supplier are working well together to understand what’s required for a requisition. Collaborative hiring may also shorten your time to onboard and improve the overall candidate experience because miscommunications and wasted efforts are minimized.
Examining this percentage gives you insight into the quality of candidates available in your talent pool for each opening.
Percentage Submit to Hire
What is it? Shows you the percentage of candidates submitted on requisitions filled during the trend period you define that resulted in hired contingent talent.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value and why would I use it? High values are good. They indicate that your hiring manager, MSP and supplier are working well together to understand what’s required for an opening. Collaborative hiring may also shorten your time to onboard and improve the overall candidate experience because miscommunications and wasted efforts are minimized.
Examining this percentage gives you insight into the quality of candidates in your talent pool presented to each opening.
Low values may reveal you have a supplier that submits an unreasonable number of candidates just to see what sticks.
Percentage Submit to Hire (Average)
What is it? Shows you the percentage of candidates submitted on requisitions filled during the trend period you define that resulted in talent hired into your contingent workforce. This measure shows you a non-weighted average. Every selected supplier is weighted equally. First, the average for each supplier is calculated. Then the average across all suppliers is calculated.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value and why would I use it? High values are good. They indicate that your hiring manager, MSP and supplier are working well together to understand what’s required for an opening. Collaborative hiring may also shorten your time to onboard and improve candidate experience because miscommunications and wasted efforts are minimized.
Focus on those suppliers who were associated with 80% of your filled requisitions because suppliers with low volumes can skew the average. Examining this percentage gives you insight into the quality of candidates in your talent pool presented to each opening.
Low values may reveal you have a supplier that submits an unreasonable number of candidates just to see what sticks.
Submit to Hire/Submit to Hire (Avg)—Ratio
What is it? Shows you the percentage of candidates submitted on requisitions filled during the trend period you define that resulted in talent hired into your contingent workforce. Results of the total number of hired candidates divided by the total number of submitted candidates are presented as a ratio. For example, when 1 out of 10 submitted candidates is hired, a ratio of 10:1 is shown.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value and why would I use it? High values are good. They indicate that your hiring manager, MSP and supplier are working well together to understand what’s required for an opening. Collaborative hiring may also shorten your time to onboard and improve candidate experience because miscommunications and wasted efforts are minimized.
Examining this ratio gives you insight into the quality of candidates in your talent pool presented to each opening. Low values may reveal you have a supplier that submits an unreasonable number of candidates.
Percentage Submit to Interview Activity
What is it? Shows you the percentage of submitted candidates who moved to the interview stage on requisitions filled during the trend period you define.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value and why would I use it? High values are good. They indicate that your hiring manager, MSP and supplier are working well together to understand what’s required for an opening. Collaborative hiring also improves the overall candidate experience because miscommunications and wasted efforts are minimized.
Examining this percentage helps you evaluate the effectiveness of your sourcing processes in identifying candidates who moved from initial contact to become qualified by being shortlisted, selected, moved to the interview stage, extended an offer, or began onboarding. Favorable numbers may also shorten your time to onboard.
Percentage Submit to Interview Activity (Average)
What is it? Shows you the percentage of submitted candidates who moved to the interview stage on requisitions filled during the trend period you define. This measure shows you a
non-weighted average. Every selected supplier is weighted equally. First, the average for each supplier is calculated. Then the average across all suppliers is calculated.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value and why would I use it? High values are good. They indicate that your hiring manager, MSP and supplier are working well together to understand what’s required for an opening. Collaborative hiring may also shorten your time to onboard and improve candidate experience because miscommunications and wasted efforts are minimized.
Focus on those suppliers who were associated with 80% of submitted candidates who moved to the interview stage because suppliers with low volumes can skew the average. Examining this percentage gives you insight into the quality of candidates in your talent pool presented to each opening.
Low values may reveal you have a supplier that submits an unreasonable number of candidates.
Percentage Submit to Qualify
What is it? Shows you the percentage of submitted candidates who became qualified on requisitions filled during the trend period you define.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value and why would I use it? High values are good. They indicate that your hiring manager, MSP and supplier are working well together to understand what’s required for an opening. Collaborative hiring also improves the overall candidate experience because miscommunications and wasted efforts are minimized.
Examining this percentage helps you evaluate the effectiveness of your sourcing processes in identifying candidates who moved from initial contact to become qualified by being shortlisted, selected, moved to the interview stage, extended an offer, or began onboarding. Favorable numbers of qualified candidates may also shorten your time to onboard.
Percentage Submit to Qualify (Average)
What is it? Shows you the percentage of submitted candidates who became qualified on requisitions filled during the trend period you define.
This measure shows you a non-weighted average. Every selected supplier is weighted equally. First, the average for each supplier is calculated. Then the average across all suppliers is calculated.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value and why would I use it? High values are good. They indicate that your hiring manager, MSP and supplier are working well together to understand what’s required for an opening. Focus on those suppliers who submitted 80% of your qualified candidates because suppliers with low volumes can skew the average.
Collaborative hiring improves the overall candidate experience because miscommunications and wasted efforts are minimized. Plus, favorable numbers of qualified candidates may shorten your time to onboard.
Interview Rating (Average)
What is it? Shows you the average interview rating for all interviewed candidates with results recorded in Enterprise. Includes candidates associated with requisitions filled during the trend period you define. Candidates with a rating of zero are excluded.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value and why would I use it? High values are good. They indicate your hiring manager, MSP and supplier are working well together to understand what’s required for a requisition. Collaborative hiring may also shorten your time to onboard because miscommunications and wasted efforts are minimized.
Analyzing interview ratings may give you insight into the quality of candidates submitted by your suppliers. Low values may reveal shortcomings in your talent pool, the manager’s selection criteria or that the candidate’s interest in the position was inadequately assessed.
Spend
Managing a global contingent workforce may mean using multiple vendors to supply talent. Plus, different managers may use a range of vendors to source contingent talent and may not be aware of which vendors perform the best.
Assessing spend measures helps you find out if you’re paying more than is necessary to fill a position or complete a project. You can compare the cost of making the hire with the benefits of the results, or learn whether invoices are processed timely and efficiently.
Average Spend by Supplier
What is it? Shows you the median amount invoiced by supplier per invoice period. Includes final invoices with an invoice/statement date during the trend period you define.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value? Low values are good.
Beeline Fee Percentage
What is it? Shows you Beeline’s fee expressed as a percentage of the total spend through on final invoices with an invoice/statement date during the trend period you define. Shows the total amount of money earned including taxes, expenses and discounts before subtracting specific costs and payments.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value? Low values are good.
Total Diversity Spend—Through
What is it? Shows you the gross amount invoiced by suppliers meeting your diversity criteria for final invoices with an invoice/statement date during the trend period you define.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value? High values are good.
Total Program Discount Percentage
What is it? Shows you the total for all discounts applied to final invoices with an invoice/statement date during the trend period you define. The value is expressed as a percentage of the total spend for services processed through Enterprise. Shows the total amount of money invoiced including taxes, expenses, volume discounts and prompt pay discounts before subtracting specific costs and payments.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value? High values are good.
Total Prompt Pay Discount Percentage
What is it? Shows you the prompt pay discount applied to final invoices with an invoice/statement date during the trend period you define. The value is expressed as a percentage of the total spend for services processed through Enterprise.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value and why would I use it? High values are good. They show that your program is receiving favorable discounts on services processed through Enterprise. Includes final invoices from suppliers who have met pre-agreed payment terms. This usually applies to suppliers with a high volume of contractors and spend.
Studying this percentage helps you know the correct amount that a supplier will receive during a given period for services processed through Enterprise. Tracking and reviewing the allocation of program spend across your suppliers may help you prepare for conversations about discounts with your suppliers. Solid data makes negotiations easier.
Total Spend—Through USD
What is it? Shows you the gross amount invoiced during the trend period you define in United States dollars.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value? Low or high values are good based on your business model.
Volume Discount Percentage
What is it? Shows you the volume discount applied to final invoices with an invoice/statement date during the trend period you define. The value is expressed as a percentage of the total spend for services processed through Enterprise.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value and why would I use it? High values are good. They show that your program is receiving favorable discounts on services processed through Enterprise. Includes final invoices from suppliers who have met pre-agreed payment terms. This usually applies to suppliers with a high volume of contractors and spend.
Studying this percentage helps you know the correct amount that a supplier will receive during a given period for services processed through Enterprise. Tracking and reviewing the allocation of program spend across your suppliers may help you prepare for conversations about discounts with your suppliers. Solid data makes negotiations easier.
Compliance
New labor laws and regulations may make managing your extended workforce complex and inadvertently add hidden costs. Failure to comply with laws and regulations may lead to litigation, fines, adverse publicity, and reputational damage.
Drill down into one of these measures to gain visibility into areas for improvement so you can mitigate potential compliance risks.
Percentage 1099 Assignments
What is it? Shows you the percentage of assignments active during the trend period you define with hired contingent talent flagged as a 1099 independent contractor.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value and why would I use it? Low values are good. Assessing this percentage may help you ensure you’re correctly classifying contingent talent. This measure can help you gain complete clarity around the types of contingent talent you engage so you can manage them effectively.
Misclassifying contingent talent can lead to significant consequences for businesses, including legal and financial repercussions. Correctly classifying contingent talent can help you mitigate risks, avoid penalties and legal repercussions, and ensure you’re complying with legal and regulatory requirements.
Percentage Diversity Suppliers with Spend
What is it? Shows you the percentage of spend from suppliers meeting your diversity criteria for final invoices with an invoice/statement date during the trend period you define.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value and why would I use it? High values are good.
Percentage W-2 Assignments
What is it? Shows you the percentage of assignments active during the trend period you define with hired contingent talent flagged as a W-2 worker.
What value drives or constrains the trend period interval? The request filled date must occur within the trend period you define.
What’s a good value and why would I use it? Low values are good. Assessing this percentage may help you ensure you’re correctly classifying contingent talent. This measure
can help you gain complete clarity around the types of contingent talent you engage so you can manage them effectively.
Misclassifying contingent talent can lead to significant consequences for businesses, including legal and financial repercussions. Correctly classifying contingent talent can help you mitigate risks, avoid penalties and legal repercussions, and ensure you’re complying with legal and regulatory requirements.
| Persona Program office users, | Modules Beeline Analytics | Documentation release Beeline Enterprise | Q1 2024 | Feedback? Email us: |