Read mobility analytics

What this achieves

Mobility analytics answers whether offering work internally is working: how many opportunities are open, where applications stall, and whether matching is surfacing the right people. It is the evidence for advertising internally before going to the external market.

Required role: Administrator.

Steps

Go to Opportunities → Analytics.
Read Dashboard Overview for Open Opportunities, Total Applications, and Fill Rate.
Read Open by Type and Applications by Status.
Under Opportunity Funnel, choose an opportunity to see its conversion rates.
Read Matching Effectiveness for how the recommendations are performing.

The funnel is per opportunity

The funnel is not a company-wide figure. You choose one opportunity and see how its applicants moved through it.

Option	Description
Submit → Review	How many submitted applications were picked up at all.
Review → Shortlist	How many of those reviewed were taken forward.
Shortlist → Offer	How many shortlisted applicants were offered.
Offer → Accept	How many offers were taken.

Read the first conversion before the others. A low Submit → Review rate means applications are not being looked at, which is a different problem from a low shortlist rate and needs a different conversation.

Example: an engineering opportunity at HC Corp UK Ltd with twenty applications and a poor Submit → Review rate does not have a candidate quality problem. It has a reviewing problem.

Matching effectiveness

This section asks whether the recommendations are worth generating.

Option	Description
Total Recommendations	How many matches have been generated.
View Rate	How many were opened by the people they were sent to.
Apply Rate	How many led to an application.
Dismissed	How many were dismissed.
Applied vs Overall Match Score	The average score of people who applied, against the average across all recommendations.

The last one is the most informative. If the people who applied score higher than the average recommendation, matching is surfacing candidates who recognise themselves in the role. If the two are level, the recommendations are not adding much beyond a posting anybody could browse.

A poor view rate is not a matching problem. It usually means people are not looking at their recommendations, which is a communication question rather than a scoring one.

Fill Rate needs reading carefully

Fill Rate is the ratio of closed opportunities to filled ones. It depends on opportunities being marked as filled.

Marking an opportunity filled from an accepted application is not currently available, so this figure will understate how much internal hiring is actually happening. Treat a low fill rate here as a gap in what has been recorded rather than evidence that internal moves are not working.

For a truer picture of permanent moves, count completed mobility requests. That is the record that reflects somebody actually changing job.

Applications by status

The status breakdown shows where applications are sitting across the workspace. Concentrations tell you where the process stops.

Example: a large group at Submitted across several opportunities at HC Corp UK Ltd means applications are arriving faster than anyone is triaging them. A large group at Offered means decisions are being made and not closed out.

What happens next

Use the funnel to find the opportunity that is stalling and the status breakdown to find the stage that is stalling everywhere. Where internal matching is not producing applicants, the cause is usually upstream: job profiles without requirements, or employee skill records that have not been kept current, both of which make scoring meaningless.