How to Design a Perfect Recruiting Dashboard
November 18, 2021 Alexis McMahon
Recruitment itself is challenging, and on top of it, recruiters work on collecting, monitoring, analyzing, and reporting data. Every report takes a significant amount of time and could slow down the necessary decision-making.
For the recruiters who want to make smarter decisions faster with the existing data, the recruiting dashboard can help.
A recruitment dashboard contains a set of metrics, key performance indicators (KPI), and reports that provide you with an overview of the recruitment process and measure the overall impact of your recruitment strategy on the business. It can offer instant insights for future recruitment decisions.
Here are some actionable tips to help you design your recruitment dashboard based on your unique needs.
Stick to the Purpose of the Recruitment Dashboard
Every organization has unique recruitment needs. With the large set of reports available, there will be a difference in how a manager and a team member look at data.
First, it’s important to understand the key factors that influence the purpose of recruiting dashboard. Design your dashboard based on the preferences that can help in monitoring and decision making.
Operational dashboards provide information regarding the status of the talent pipeline, open positions, number of job applications received within a set of specified date ranges, and upcoming deadlines, while analytical dashboards help you identify trends and draw comparisons.
It may be confusing to determine what to consider and ignore, but it gets easier when the purpose is clear. The purpose of dashboards is to provide actionable insights. Visual elements such as charts and graphs are more likely to make it easy to draw insights.
Choose your data sets wisely.
Identify Key Metrics & Get the Right Answer
The customized analytical dashboards are generated based on the requirement of a team member or a manager. Identifying key metrics is crucial in answering the questions you have before making a decision.
For example, if “How much does it cost to hire a new employee across different departments?” is your question, then design the dashboard based on the metrics that could get you the right answer.
Integrate Data sources
All HR data is likely stored in different places. Each function has different applications within HR.
For example, talent discovery platforms, job boards, ATS are recruitment applications. And LXP and LMS tools are learning and development tools. The information for each is stored at different locations and takes much time to interpret results. The data format can be an issue while integrating data from different tools, the possible solution is to export the data in a compatible format.
Set Up your Recruitment Dashboard
Post data compilation, the creation of a dashboard is your next step. Every dashboard tool provides several options on how to present the data.
Be clear about how you visualize, and the choice of representation makes all the difference in understanding the metrics with ease.
For example, a pie chart would look great to represent the gender ratio or a bar chart to show trends. Give a thought before you select the chart format.
The next important aspect is how to present the data. The drill-down method should be engaging and makes it easy to read the metrics. It starts with the consolidated overview and is followed by the segments of data based on the prioritized filters. It is important to have a relationship with each next step or vice versa.
How to Manage Data Effectively
To get the best results, data accuracy and data quality are crucial. Any report that helps determine a decision depends on the data collection, process, and interpretation.
The higher the accuracy, the better results can be.
Every team member should get access to relevant information on relevant HR tools and data sources but needs individual login credentials. The data limitation needs to be set based on the role of a person.
From a security standpoint, the data usage is limited, tracked, and secured.
With growing data, it is more likely to have duplicates or one data point having multiple sources. It is preferred to have to remove duplicates and get the most possible unique information.
For improved accuracy, the data needs to be updated consistently. Sometimes, you may have to import data into the visualization tool manually.
To create a recruitment dashboard, select any one type of tool. Spreadsheet Programs are inbuilt with visualization capabilities; just populate the field value with the real data to get the actual insights.
HR Software applications like ATS, attendance tracking areprovided with analytics feature that helps build dashboards using available data.
And Business Dashboard Software is the most powerful tool that helps you analyze a mass amount of data by integrating multiple sources. Setting up this software can be expensive and requires an expert.
It is crucial to understand your requirement before you set up a recruitment dashboard. If you have a large chunk of data that makes it hard to interpret and determine insights, it could most likely be helpful.
But if you have no analytical knowledge, you need a person who has expertise in handling analytics and numbers. You get a better way of designing your recruitment dashboard.