AI Screening Analytics - Jobs Dashboard

The Jobs dashboard in AI Screening Analytics provides a comprehensive view of your Voice AI screening performance across all jobs. It helps recruiters and hiring teams understand how screening activities are progressing, evaluate candidate outcomes, and measure the efficiency of the screening process at the job level.

By consolidating key performance indicators (KPIs), evaluation trends, screening velocity metrics, and detailed requisition-level data into a single dashboard, users can quickly identify hiring trends, monitor recruitment performance, and make informed decisions based on screening results.

Whether you want to identify jobs that require attention, compare screening performance over time, or analyze hiring outcomes, the Jobs dashboard provides the insights needed to monitor and optimize your screening workflows.

Who can use this dashboard?

The Jobs dashboard is designed for users who need visibility into the performance of Voice AI screening across their organization, including:

• Recruiters
• Recruiting Managers
• Talent Acquisition Leaders
• Operations Managers
• Recruiting Analysts

The dashboard provides job-level analytics that help users monitor screening progress, evaluate candidate outcomes, and identify opportunities to improve the hiring process.

Before you begin

Before using the Jobs dashboard, ensure that:

• Voice AI screening workflows have been configured and are actively screening candidates.
• Candidate screening calls have been initiated for one or more jobs.
• Evaluations have been completed for the selected reporting period.
• Shortlist and Hired lists are configured if you want to analyze Shortlist Post Screening or Hired Post Screening metrics.

Note: Some charts and metrics display data only when sufficient screening activity has occurred during the selected reporting period. Additionally, the Shortlist Post Screening and Hired Post Screening views populate only when the corresponding lists are configured.

Access the Jobs Dashboard

To open the Jobs dashboard:

1. Navigate to Analytics & Data.
2. Open Pre-built Dashboards.
3. Select AI Screening Analytics.
4. Click the Jobs tab.

The dashboard opens with the default reporting period and displays job-level screening analytics based on your current filters.

Understand the Dashboard Layout

The Jobs dashboard is organized into several sections, each providing insights into a different aspect of your screening performance.

Using these sections together allows you to move from a high-level overview of screening performance to detailed analysis for individual jobs.

Filter the Dashboard

The filter panel allows you to customize the information displayed throughout the dashboard.

Applying filters updates every KPI, chart, and table, enabling you to focus on the data most relevant to your analysis.

Filter by Workflow

Use the Workflow filter to display analytics for one or more Voice AI screening workflows.

If multiple workflows are configured in your organization, you can narrow the dashboard to specific workflows to understand how each is performing independently.

After selecting a workflow, you can further refine the results by selecting one or more workflow nodes.

If required, click Add workflow to include additional workflows in your analysis.

Filtering by workflow is useful when comparing screening performance across different hiring processes or business units.

Filter by Voice Flow Name

Use the Voice Flow Name filter to display analytics for specific Voice AI conversation flows.

For example, if your organization uses different Voice Flows for different job types or hiring campaigns, this filter allows you to evaluate each Voice Flow independently.

This helps identify whether certain Voice Flows are producing better screening outcomes than others.

Filter by Entity

Organizations often categorize jobs using business-specific attributes such as department, region, business unit, location, or other configured entities.

The Entity filter allows you to analyze screening performance for these specific groups.

You can:

• Select an entity from the available list.
• Click Add entity to apply additional entity-based filters.

Using entity filters enables more targeted analysis without affecting data from unrelated business areas.

Please note that in the Requisitions Table, the View by Job and View by Owner reports supports Entity filters on Job, Internal Employee entities respectively.

Select a Reporting Period

Use the Date Range selector in the upper-right corner of the dashboard to choose the period for which analytics should be displayed.

Available options include:

• Current Year (YTD)
• Last 7 Days
• Last 30 Days
• Last 60 Days
• Last 90 Days
• Previous Year

Changing the reporting period refreshes every section of the dashboard, including summary metrics, charts, and the requisitions table.

Selecting an appropriate reporting period helps you analyze recent screening activity, compare historical performance, or identify longer-term hiring trends.

Summary Metrics

The summary metrics provide a quick snapshot of screening performance across all jobs included in the selected filters.

These metrics are designed to answer common questions such as:

• How many jobs are currently being screened?
• How many jobs have successfully produced evaluations?
• How many jobs resulted in hires?
• What is the overall quality of evaluated candidates?

Reviewing these metrics before exploring the charts provides a high-level understanding of your overall screening performance.

Total Jobs

Total Jobs represents the total number of unique jobs for which at least one Voice AI screening call was attempted during the selected reporting period.

This metric reflects the overall volume of hiring activity being processed through Voice AI screening.

A higher value generally indicates broader adoption of Voice AI screening across open or active requisitions.

Example: If screening calls were attempted for 150 different jobs during the selected reporting period, the Total Jobs metric displays 150, regardless of how many candidates were screened for each job.

Jobs With 0 Evaluations

This metric shows the number of unique jobs that have not produced any completed candidate evaluations.

Jobs included in this metric may have had screening calls initiated but no candidate evaluations completed.

Monitoring this KPI helps recruiters identify jobs where screening activity may have stalled or where additional follow-up may be required.

A consistently high value could indicate that candidates are not progressing through the screening process or that evaluations have yet to be completed.

Jobs Filled

The Jobs Filled metric represents the number of unique jobs where at least one fully evaluated candidate has been hired.

This KPI connects Voice AI screening activity to hiring outcomes, allowing teams to understand how many screened jobs ultimately resulted in successful hires.

Tracking this metric over time helps measure the effectiveness of the screening process in supporting hiring goals.

Median Score

The Median Score card displays the median evaluation score across completed evaluations where the candidate transcript was used for evaluation.

Unlike an average, the median represents the middle score after all completed evaluation scores are arranged in order. This approach minimizes the impact of unusually high or low scores and provides a more representative view of overall candidate performance.

Monitoring the median score over time can help recruiters understand whether the overall quality of evaluated candidates is improving, remaining consistent, or declining.

Evaluation Score Distribution - All Candidates

By default, the dashboard displays the score distribution for all evaluated candidates.

Each data point represents completed evaluations for a unique job-candidate pair.

The chart helps answer questions such as:

• How are candidate evaluation scores distributed?
• Are most candidates receiving higher evaluation scores?
• Has candidate quality improved over time?

Understanding the chart

A higher value for a particular score indicates that more candidates received that evaluation score during the selected reporting period.

For example, if the highest point on the chart is around score 8, it indicates that most evaluated candidates received a score close to 8.

This view helps recruiters quickly understand the overall quality of screened candidates without reviewing individual evaluations.

Compare Performance Using View Change

Enable View Change to compare the selected reporting period with the immediately preceding reporting period of the same duration.

When enabled:

• The first line continues to display data for the current reporting period.
• A second line is added to display data for the previous reporting period.

For example:

• If the dashboard is filtered to Last 90 Days, enabling View Change displays another line representing the 90 days immediately before the selected period.

This comparison makes it easier to identify trends, such as:

• An increase in higher-scoring candidates.
• A decrease in evaluation volume.
• Changes in overall screening quality over time.

Rather than switching between different date ranges manually, View Change allows both periods to be analyzed together.

View Evaluation Scores for Shortlisted Candidates

Select Shortlist Post Screening from the comparison selector to view the score distribution of shortlisted candidates.

Instead of displaying all evaluated candidates, this view includes only candidates who:

• Completed their evaluation, and
• Are present in the configured Shortlist list.

Analyzing shortlisted candidates separately helps recruiters understand the evaluation scores that typically lead to shortlisting.

For example, if most shortlisted candidates have evaluation scores between 8 and 10, recruiters can quickly identify the score range commonly associated with successful screening outcomes.

Note: This view displays data only when a Shortlist list has been configured.

View Evaluation Scores for Hired Candidates

Select Hired Post Screening to analyze evaluation scores for candidates who were hired after completing the screening process.

Only candidates who satisfy both conditions are included:

• Their evaluation is complete.
• They are present in the configured Hired list.

This view helps recruiting teams understand the evaluation score patterns of successful hires.

For example, if hired candidates consistently receive higher evaluation scores, it may indicate that the evaluation process aligns well with hiring decisions.

Note: This view is available only when a Hired list has been configured.

Velocity Metrics

While the Evaluation Score Distribution focuses on candidate quality, the Velocity Metrics section measures the efficiency of your screening process.

These metrics help answer questions such as:

• How quickly are candidates being evaluated?
• Are candidates completing evaluations on the first call?
• Is screening efficiency improving over time?

Monitoring these metrics regularly helps identify opportunities to reduce screening delays and improve candidate engagement.

Avg Time to Screen

The Average Time to Screen card measures the time taken to complete a candidate's evaluation after the first screening attempt.

The calculation begins when the first call attempt is made for a job-candidate pair and ends when the candidate's evaluation is successfully completed.

Only completed evaluations are included in this calculation.

Why this metric matters

A shorter screening time generally indicates that candidates are progressing efficiently through the screening process.

A longer screening time may suggest:

• Multiple call attempts are required.
• Candidates are completing evaluations after significant delays.
• Additional follow-up is needed before evaluations are completed.

Monitoring this metric over time can help teams identify opportunities to streamline the screening process and improve the overall candidate experience.

Avg Time to Screen Trend

The Average Time to Screen trend chart illustrates how screening time changes over the selected reporting period.

This visualization helps determine whether screening efficiency is improving or declining over time.

Understanding the chart

If the trend line gradually decreases over time, it indicates that candidates are being evaluated more quickly.

Conversely, an increasing trend may suggest delays in completing evaluations.

Enable View Change to compare the current reporting period with the previous reporting period and determine whether screening efficiency has improved.

% Evaluated in the First Attempt

This metric shows the percentage of candidate evaluations that were completed during the first screening call.

It is calculated as:

Completed evaluations during the first call attempt ÷ Total completed evaluations

A higher percentage indicates that candidates are successfully completing evaluations without requiring multiple call attempts.

Why this metric matters

A strong first-attempt completion rate often indicates:

• Candidates are answering calls promptly.
• Voice AI conversations are engaging.
• Fewer follow-up attempts are required.

A lower percentage may indicate that candidates frequently need additional call attempts before completing their evaluations.

Monitoring this metric can help teams identify opportunities to improve candidate engagement and increase screening efficiency.

% Evaluated in the First Attempt Trend

This trend chart illustrates how the first-attempt evaluation rate changes over time.

Like the other trend charts, it supports View Change, allowing you to compare the current reporting period with the previous period of the same duration.

Tracking this metric over multiple reporting periods helps determine whether changes to your screening strategy are improving first-call completion rates.

Interpreting the Dashboard

The Evaluation Score Distribution and Velocity Metrics sections are most effective when analyzed together.

For example:

• An overall high Evaluation Score combined with a high First Attempt Evaluation rate suggests that candidates are progressing smoothly through screening while maintaining strong evaluation quality.
• An overall high Evaluation Score but long Avg Time to Screen may indicate that high-quality candidates are eventually completing evaluations, but only after multiple attempts or delays.
• A low First Attempt Evaluation rate together with an increasing Avg Time to Screen may suggest opportunities to review call timing, candidate engagement strategies, or Voice Flow effectiveness.

Reviewing these metrics together provides a more complete understanding of both candidate quality and screening efficiency, enabling recruiters to identify trends and make informed improvements to their screening process.

Requisitions Table

The Requisitions table provides a detailed, job-level breakdown of your Voice AI screening performance.

While the summary metrics and charts provide an overall view of screening activity, the Requisitions table allows you to investigate the performance of individual jobs. Each row represents a single job and includes screening metrics that help you understand candidate progression, evaluation outcomes, and hiring performance.

This table is particularly useful when you want to:

• Identify jobs with low screening completion rates.
• Compare screening performance across multiple requisitions.
• Analyze candidate engagement for individual jobs.
• Review hiring outcomes after Voice AI screening.
• Export job-level analytics for further reporting.

Understand the Requisitions Table

The table displays one row for each job and includes several predefined metrics. Depending on the selected View By option, the same metrics can also be grouped by different business dimensions, such as Country or Job Status.

The columns displayed in the table help answer questions such as:

• How many candidates were screened for a job?
• How many candidates completed their evaluations?
• How many candidates requested to reschedule?
• How many candidates opted out?
• How many candidates were ultimately shortlisted or hired?

Table Columns

The following columns are available in the default View by Job view.

ATS Job ID

Displays the job identifier assigned by your Applicant Tracking System (ATS).

This value helps correlate analytics in AI Screening with the corresponding job record in your ATS.

Job Title

Displays the job title as defined in your Applicant Tracking System.

Use this column to easily identify the requisition associated with each set of screening metrics.

Median Evaluation Score

Displays the median evaluation score across all completed evaluations for the selected job.

Because the median represents the middle value of all completed evaluation scores, it provides a balanced view of candidate quality without being significantly influenced by unusually high or low scores.

This metric is useful when comparing the overall quality of candidates across different jobs.

N/A indicates that none of the contacted candidates went through with an evaluation.

Attempted

Displays the number of unique candidates for whom a Voice AI screening attempt was made.

A candidate is counted only once for a job, regardless of how many call attempts were made.

A screening attempt is recorded when:

• A phone number is successfully dialed (whether valid or invalid), or
• A Voice AI screening link is sent through supported channels such as SMS or WhatsApp.

Example

If a candidate receives four screening calls for the same job, they are counted as one Attempted candidate, not four.

Answered

Displays the number of unique candidates who answered the screening call for the job.

Candidates who answer multiple calls for the same job are counted only once.

Comparing Attempted and Answered helps you understand candidate reachability.

Completed

Displays the number of unique candidates who successfully completed the Voice AI screening conversation.

Candidates who exit the conversation before completion are not included in this metric.

Comparing Answered and Completed can help identify whether candidates are dropping off during the screening process.

Evaluated

Displays the number of unique candidates whose evaluations were successfully completed for the job.

Only candidates with completed evaluations are included.

This metric is commonly used alongside Completed to understand how many screening conversations resulted in usable evaluation outcomes.

Rescheduled

Displays the number of unique candidates who requested to reschedule their screening call at least once.

A higher value may indicate that candidates require greater scheduling flexibility.

Opt Out

Displays the number of unique candidates who chose not to participate in the screening process after being contacted.

Monitoring this metric can help identify candidate disengagement or communication issues.

Not Interested

Displays the number of unique candidates who informed the system that they were no longer interested in the job opportunity.

Tracking this metric helps recruiters identify jobs that may require improvements in candidate engagement or job attractiveness.

Average Attempt to Connect

Displays the average number of screening attempts required before candidates answered the call.

Only candidates who eventually answered are included in this calculation.

Example

If a candidate answers on the third call attempt:

• Attempt 1 – No answer
• Attempt 2 – No answer
• Attempt 3 – Answered

The Attempt to Connect value for that candidate is 3.

Candidates who never answer are excluded from this calculation.

Average Attempt to Evaluate

Displays the average number of screening attempts required before candidates completed their evaluation.

Unlike Average Attempt to Connect, this metric measures the effort required to obtain a completed evaluation rather than simply establishing contact.

Example

If a candidate:

• Does not answer the first two calls.
• Answers the third call.
• Completes the evaluation during that call.

The Attempt to Evaluate value is 3.

Candidates who never complete an evaluation are not included in the calculation.

Average Time to Screen

Displays the average time between the first screening attempt and evaluation completion for completed evaluations associated with the job.

This metric helps identify jobs where candidates require longer than expected to complete the screening process.

Skipped

Displays the number of unique candidates whose screening attempts were skipped for the job.

Review this metric when investigating why expected screening activity did not occur for certain candidates.

Shortlisted

Displays the number of unique candidates who:

• Completed their evaluations, and
• Are included in the configured Shortlist list.

This metric helps recruiters understand how many evaluated candidates progressed to the next stage of the hiring process.

Hired

Displays the number of unique candidates who:

• Completed their evaluations, and
• Are included in the configured Hired list.

This metric provides visibility into hiring outcomes after Voice AI screening.

Customize the Table View

The View By drop-down lets you analyze the same screening metrics from different business perspectives.

Instead of viewing data by individual jobs, you can group the information using another business dimension.

Available options include:

• Job
• Country
• City
• Source
• Status
• ATS Owner

Changing the view reorganizes the table while preserving the same screening metrics.

This allows you to compare screening performance across different parts of your organization without creating separate reports.

View by Job

This is the default table view.

Each row represents a single job and displays all available screening metrics for that requisition.

Use this view when investigating the performance of individual jobs.

View by Country

Groups screening metrics based on the Country associated with each job.

In addition to the screening metrics, this view displays:

• Country
• Total Jobs

This view helps organizations compare screening performance across different countries.

View by City

Groups screening metrics based on the City associated with each job.

Each row represents a city rather than an individual requisition.

This view is useful for organizations hiring across multiple locations.

View by Source

Groups screening metrics by the source through which the job originated.

This allows recruiters to compare screening performance across different recruiting sources.

View by Status

Groups screening metrics according to the current status of each job.

This view helps recruiting teams understand screening activity across jobs in different stages of the hiring lifecycle.

View by ATS Owner

Groups screening metrics by the owner assigned to each job in the Applicant Tracking System.

In addition to the screening metrics, this view includes:

• Owner ID
• Owner Name
• Owner Email
• Total Jobs

This view is useful for comparing screening performance across recruiters or hiring managers responsible for different jobs.

Export and Schedule Reports

The Requisitions table supports composable columns, allowing you to add or remove supported fields to the report.

You can also export or schedule the report for future analysis or distribution, making it easier to share screening insights with stakeholders or incorporate the data into regular reporting workflows.

Best Practices

The following best practices can help you get the most value from the Jobs dashboard:

• Apply Workflow, Voice Flow, and Entity filters before reviewing dashboard metrics to ensure the data reflects the jobs or business units you want to analyze.
• Use the Date Range filter consistently when comparing performance across reporting periods.
• Enable View Change to compare the current reporting period with the previous period of the same duration and identify trends in screening performance.
• Review Jobs With 0 Evaluations regularly to identify jobs where candidates are not progressing through the screening process.
• Monitor Avg Time to Screen and % Evaluated in the First Attempt together to understand both the speed and efficiency of your screening process.
• Use the Evaluation Score Distribution charts to identify score patterns across all evaluated, shortlisted, or hired candidates.
• Switch between the available View By options to analyze screening performance across different business dimensions, such as Country, City, Source, Status, or ATS Owner.
• Use the Requisitions table to investigate individual jobs and identify opportunities to improve screening outcomes.

Things to Keep in Mind

Keep the following points in mind while using the Jobs dashboard:

• All dashboard metrics are recalculated based on the selected filters and reporting period.
• Candidates are counted as unique candidates for metrics such as Attempted, Answered, Completed, and Evaluated, even if multiple call attempts are made for the same job.
• Shortlist Post Screening and Hired Post Screening views display data only when the corresponding Shortlist or Hired lists have been configured.
• View Change compares the selected reporting period with the immediately preceding period of the same duration.
• Some metrics are calculated only for completed evaluations. If no completed evaluations are available for the selected filters, those metrics may not display data.
• Different View By options reorganize the same screening metrics by another business dimension, allowing you to analyze screening performance from multiple perspectives without changing the underlying data.
• The Requisitions table has a separate filter option on the right to query the metrics based on each dimension like Job Title, Country Code, Status, Source etc.