Hi all Could any one help explaining as to what are dashboards & metrics relating to recruitments. And if possible give an example. Thanks VM
From India, Hyderabad
1From India, Hyderabad
Vasavi,
A dashboard is an electronic page that gives the gist of the hiring status. Primarily used by Heads of staffing and hiring managers to monitor progress, a dashboard could be a MS Excel sheet on a shared server drive or a web page or the welcome page of an ATS (Applicant Tracking System).
A dashboard typically has information like target number of hires, number already hired, numbers to be hired, timeframes, etc. The information could be present business group-wise, domain-wise and so on.
Among the host of metrics in recruitment, two most important ones are:
Time-to-Hire
Cost-per-Hire
Time-to-Hire gives the average time taken to onboard a candidate.
Similarly, Cost-per-Hire gives the average cost incurred to onboard a candidate, including costs for job boards, advertisements, administrative costs
A third, mostly unsung dimension to recruitment is the quality of hire. Recruiters and hiring managers, in their melee to hire volumes, do not take into account the cost of an incorrect hire (a misfit or force-fit). This cost can impact the projects & teams and one cuts across a sorry face in front of the client.
Other metrics could be:
Offer-to-Joinee ratio
This is the number of joinees against the number of offers. Refinements could be the number of hires against number of accepted offers, etc.
Hope this info helps.
A dashboard is an electronic page that gives the gist of the hiring status. Primarily used by Heads of staffing and hiring managers to monitor progress, a dashboard could be a MS Excel sheet on a shared server drive or a web page or the welcome page of an ATS (Applicant Tracking System).
A dashboard typically has information like target number of hires, number already hired, numbers to be hired, timeframes, etc. The information could be present business group-wise, domain-wise and so on.
Among the host of metrics in recruitment, two most important ones are:
Time-to-Hire
Cost-per-Hire
Time-to-Hire gives the average time taken to onboard a candidate.
Similarly, Cost-per-Hire gives the average cost incurred to onboard a candidate, including costs for job boards, advertisements, administrative costs
A third, mostly unsung dimension to recruitment is the quality of hire. Recruiters and hiring managers, in their melee to hire volumes, do not take into account the cost of an incorrect hire (a misfit or force-fit). This cost can impact the projects & teams and one cuts across a sorry face in front of the client.
Other metrics could be:
Offer-to-Joinee ratio
This is the number of joinees against the number of offers. Refinements could be the number of hires against number of accepted offers, etc.
Hope this info helps.
Hi,
was reading your inputs on the dash board. Would like to know can this be shared with team members
Also would you have a sample on this it would help greatly.
Thanks and regards,
Angel
09885052537
was reading your inputs on the dash board. Would like to know can this be shared with team members
Also would you have a sample on this it would help greatly.
Thanks and regards,
Angel
09885052537
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