For any organization to grow and achieve long-term goals, recruitment is paramount. In today’s world, all the strategies used to put the hiring processes into action revolve around data-driven techniques. Recruitment metrics like screening calls, interviews, number of applications, and more, are all tracked in Excel sheets. Making sense of all these metrics is the challenge, even for tech-savvy recruiters in an IT support company who may have help from their IT department. A recruitment dashboard gives you a comprehensive overview of your organization’s data, which aids in predicting upcoming activities and devising your plan of action accordingly.
What Is a Recruitment Dashboard?
A recruitment dashboard basically refers to a visual collection of readable hiring reports. These records highlight the most significant key performance indicators and hiring metrics while giving you insights about the performance of your recruitment funnel simultaneously. The campaigns, hires, budget, and applicant data all add to the performance evaluation.
The recruitment dashboard metrics help your organization in numerous ways. These include reducing recruitment expenses, sourcing the most suitable candidates, and developing state of the art talent acquisition strategies. All these metrics combine to positively impact your entire organization.
Here are a few steps to create a recruitment dashboard to streamline and improve your hiring processes.
Identify Your Company’s Goals
The data of your organization can be used for analyzing past behaviors and for making decisions about what actions to implement in the future. Therefore, keeping in mind your prior experiences, identify the challenges faced by your hiring team that require immediate resolutions. The challenges can vary from scheduling better interviews, attracting more applicants, to improving candidate experience, and reducing drop-offs.
When developing an actionable recruitment dashboard, you have the option of either creating one tailored to your unique needs or downloading a recruitment dashboard template. You can either go with an analytical or reporting approach for your dashboard. The vast majority advocates an analytical approach which plays a vital role when it comes to internal evaluations and decisions. On the contrary, a reporting approach focuses on interdepartmental communication. This type of dashboard highlights certain information which aids in promptly updating the stakeholders about open role statuses, general performance, and overall budget queries. A hybrid of both data visualization types is ideal for most teams.
Know What to Ask
Bringing your key stakeholders together is crucial for this step. You can begin by brainstorming all potential questions that may require readily accessible solutions. Instead of fretting over the answers, focus on asking the right questions; those that are more aligned with your performance goals, and would give you answers to the challenges highlighted in the previous step.
These may include queries about current open positions, the number of applications per department, accepted and rejected offers, average hiring time, and the number of candidates for initial screening processes. Apart from this, you may want to include queries regarding other goals such as the conversion of screened to active candidates, number of offshore vs onshore candidates, and of those receiving offers, the drop-off time, average hiring cost, etc.
Determine Key Recruitment Dashboard Metrics
The data from the key metrics you identify will be in correspondence to your queries, which will be ultimately visualized in your recruitment dashboard. Additionally, to reach that stage, you will be required to identify input metrics as well. These metrics help identify all possible issues regarding your recruitment funnel. There are several metrics which you may want to track including:
- Time to fill
- Hiring time
- Cost per hire
- Quality of hire
- Funnel effectiveness
- Opening applications
- Candidate source
- Candidate satisfaction
Collate Data Sources
Following the identification of all key metrics, you can then move on to determining possible data sources. Most organizations have access to a rich data pool. This may include both qualitative data, like filtering information from candidate surveys, and quantitative data, like ATS metrics. Using tracking documentation and a complete stack of HR software, you can successfully evaluate your options. This aids in combining insights throughout the recruitment journey.
In order to focus on talent acquisition processes, select data from your organization’s website, ATS, experience surveys by candidates, job postings, training and onboarding, and team notes.
To track the success data of your employees, examine your workforce management tools such as performance reviews, attendance tracking, payroll, and project management software. These may include employees from various departments including those providing contact center solutions, digital services, and many more. For example, for your contact center team, the relevant data may include the software incorporated to streamline their processes such as CRM, automatic call distributor, interactive voice response, etc. Such tools may have a massive impact on the overall performance of your team.
Choose Tools to Build Recruitment Dashboard
After sorting through the questions, metrics, and data sources, you can finally evaluate your options for creating a recruitment dashboard. There are generally four options including purchasing the dashboard software, downloading a pre-made recruiting dashboard template, using a built-in dashboard, or building one yourself.
Create Visualizations
Presentation is one of the most vital steps in creating a recruitment dashboard. The main objective of a recruitment dashboard is to break down complex information into easily digestible chunks and make it visually appealing. Irrespective of if you use any customized tool or a spreadsheet, you will have ample display options for the key metrics.
Conclusion
Developing an effective recruitment dashboard for customer care in metaverse has proven to be an indispensable tool for today’s recruiters. Though this may initially require some time, resources, and money, in the long run, having a recruitment dashboard would definitely pay off. Moreover, this is ideal if you aim to make your hiring processes cost-effective and efficient without having to compromise on talent. However, unless you fully understand its insights and take appropriate action, this dashboard will be of no use.