5 analytics dashboards for key talent acquisition players

September 23, 2022

 

iCIMS Staff

11 min read

We can all agree that measuring performance is important. Visibility into how our day-to-day work impacts the organization can be a catalyst for growth. But often, key metrics are difficult or time-consuming to source.  

This is especially true when each member of your talent organization has a unique set of priorities. It can be a challenge to find a single reporting solution that addresses everyone’s needs.  

Recruiters want to see which candidates require immediate attention to move through the funnel, while the CEO wants to identify which departments need additional resources to meet business goals.  

With an all-in-one hiring and mobility platform, you can set up role-oriented dashboards that bring together metrics from across the talent lifecycle. With configurable analytics dashboards, users can view only the most relevant data, quickly evaluate the KPIs critical to their role, and influence their talent acquisition strategies.  

 Below, we’ll dig into five dashboards you can create for your talent team along with key metrics to help you get started.  

Get the ebook to share these five analytics dashboards with your peers.   

5 analytics dashboards for key talent acquisition players

1. Head of Talent Acquisition

TA leaders want to keep their finger on the pulse of their recruiting organization. In this dashboard, leaders can view benchmarks at a glance to determine whether their team is on track to meet hiring goals.  

Candidate source metrics can influence changes to the recruitment marketing budget or signify a greater focus is needed for DEI initiatives.  

Add these metrics to your dashboard:  

• • Jobs closed YTD by recruiter – This can indicate which recruiters need additional support or recognition.  
  • Hired candidate source – share with recruitment marketing leaders to align on which channels require additional budget or cutbacks to reach hiring targets.  
  • Candidates by ethnicity or gender – Significant drop offs in your pipeline by gender or race could indicate unconscious bias in your hiring process.  

2. Sourcing specialist

Sourcing specialists build and maintain robust pipelines of top talent to fill open jobs faster. 

Like other users, a sourcing specialist’s report can act as a list of action items. To tailor their dashboard, include upcoming events and jobs, a tracker for new candidates in various talent pools, links to saved candidate searches, and personal performance metrics.  

Use widgets to visually organize metrics and help the sourcer spend less time searching for data and more time nurturing relationships with qualified candidates.  

Add these metrics to your dashboard:  

• • Open [talent pool] jobs – Customize this panel to show open and forecasted jobs from a specified talent pool.  
  • Low engagement talent – Easily identify which candidates need an extra nudge from a text or email campaign.  
  • Candidates submitted to jobs – See the number of candidates the sourcer has submitted to jobs during the current year.   

3. Recruiter

A recruiter’s dashboard serves as the central hub for their daily workflow.  

To reduce time spent on administrative tasks, provide recruiters with quick access to their open jobs and candidates, frequently used reports, and a list of high-priority tasks. Recruiters can even configure personal metrics based on their needs. 

All of this can be accomplished by configuring panels and widgets on the dashboard. This balanced view puts actionable information front-and-center so recruiters can focus on high impact work.  

Add these metrics to your dashboard:  

• • Candidates in same status 10+ days – Easily identify and address at-risk candidates before they fall out of your pipeline.  
  • New hires with incomplete tasks – This displays the number of new hires starting in the next seven days who have not completed their onboarding tasks or paperwork.  
  • My recently closed jobs – See a list of jobs assigned to the recruiter that closed within the past 30 days.  

4. Hiring manager 

An effective dashboard for hiring managers provides the information they need to monitor their jobs in a simple user experience. This may include some of the same reports as recruiters but with a different set of to-dos. 

A hiring manager’s dashboard should guide them to act on high-priority items and provide a high-level snapshot of their candidate pipeline.  

For example, in the hiring manager’s action items column—their to-do list—they might find a list of candidates that require review and other information related to the candidate pipeline. However, their dashboard would not include the most granular data, as this could overwhelm them with information. 

Add these metrics to your dashboard:  

• • Quick links – Help users easily navigate a platform they don’t use on a daily basis.  
  • Open or pending requisitions – See all approved or pending jobs assigned to the logged-in hiring manager.  
  • Candidates in progress – A helpful chart that shows how many of the hiring manager’s candidates are in each stage of the talent pipeline.  

5. Executives

Talent acquisition impacts every area of the business, so each C-level leader can benefit from a snapshot view of KPIs relevant to their organization. Unlike the action-oriented dashboards mentioned above, an executive dashboard should highlight key metrics and link to important high-level reports.  

As leaders and decision-makers are often pressed for time, configuring a dashboard for each executive is an important step to streamline their workflow. With the right customizations and increased visibility, executives can identify areas of improvement and adjust their organization’s hiring and mobility strategies.  

Add these metrics to your dashboard:  

• • Jobs opened by department – Leaders can identify the areas of the business that may be growing, lagging, or facing high turnover.  
  • Total interviews held and total offers extended – A high number of interviews held with a low number of offers extended can indicate misalignment between job descriptions and the actual offer or an ineffective screening process.  
  • Hires by type – Compare the percentage of new talent versus promotions to help identify a churn issue or lack of advancement opportunities for staff.  

Improve your talent strategies with analytics dashboards 

Whether you’re a recruiter looking for a better way to keep up with your candidates or a VP looking to track business objectives, an all-in-one hiring and mobility platform can give your entire team the visibility they need to evaluate performance and improve their strategies.  

Get the ebook to share these five analytics dashboards with your peers.