What is Talent Acquisition Software? - In-Depth Guide
Are you one of those hiring professionals who spend hours of time manually reviewing candidate resumes and segmenting applications...
Businesses are transitioning rapidly towards a data-driven approach to recruitment. Therefore data is a valuable resource in recruiting. But only if the data is accurate and easy to comprehend. That is why most companies put recruiting dashboards to work!
According to the research by the Association of Talent Acquisition Professionals (ATAP), 50% of Talent Acquisition practitioners in their organisations already have a dedicated dashboard, and 38% are actively planning or developing one.
Recruitment dashboards are the ultimate solution for hiring managers and recruiters trying to derive more value from their data and make better hiring decisions.
The talent acquisition dashboard provides detailed reports on essential recruitment analytics such as cost per hire, offer acceptance rate, time to fill, and time to hire to improve the hiring process. Let’s understand together on deeper insight into recruitment dashboards.
The recruiting dashboard comprehensively examines a company's hiring procedure and significant HR KPIs and data. It shows you how your recruitment funnel is doing through a visual compilation of data-driven metrics, key performance indicators, and reports.
Hiring professionals, HR teams, recruiters and hiring managers can better understand the hiring process with recruitment dashboards.
You may find out the number of open opportunities, the number of candidates for those positions, and detailed applicant information in one location.
Hiring dashboards are a great help to keep the recruitment team's attention on the progress towards targets and OKRs. It visually responds to most recruitment questions and provides quick insights for upcoming hiring decisions.
Also, it helps to create data-driven recruitment strategies that will enhance the recruitment process.
Creating a recruitment metrics dashboard comes with a preference of opting among its three broad categories, i.e. operational, analytical, and hybrid dashboards. So it's crucial to understand the purpose of the recruitment dashboard.
Regarding the recruitment and selection part, many in the sector recommend using an analytical approach. At the same time, most teams will desire a recruitment dashboard that combines elements from both data visualisation categories.
Make a list of the questions you want to address. These inquiries will aid in a better understanding of your team's performance. Whether you're a team of one or fifty people, this phase holds importance.
It will assist you in organising the specific recruitment process needed to find and hire the best applicants for your company. You should gather your significant stakeholders for this step.
While larger teams might only include the recruiters' leaders, smaller ones could approach collaborative recruitment and involve all recruiters.
Want to leverage data-driven recruitment for success? Then Read this blog to learn about essential Recruiting KPIs for Recruiters.
Choose the KPIs that will provide you with the answers to your queries. You must also locate the required input data points to calculate KPIs.
For example, to calculate the cost per hire, you need to know the total amount spent on recruitment activities and the number of open positions. Therefore, the amount spent and the number of open vacancies serve as your input data for the metric "cost per hire."
Assemble the information for the KPIs from all of your sources. It's time to make the dashboard once you've collected the data. Presentation is the next crucial step, regardless of how you compile your data.
A talent management dashboard's objective is to take complicated information and make it understandable, and visualisation is essential to achieving this.
A selection of data visualisation charts is available in every dashboard tool. Use them! It may appear better than just a list of numbers by taking a few easy steps, like using simple fonts, proper alignment, colour differentiators, and charts.
To remain competitive in the rapidly evolving world of data, you need to hire the best people and use the most advanced HR analytics software. Moreover, in today's cutthroat digital world, retention of the existing workforce that is motivated, engaged, and valued is crucial for a successful business.
This is why recruitment dashboards are put into action. They assist in visualising data to manage the workforce effectively and comprehend prospective pain areas to address them instantly.
As a data-driven organisation, you can use your recruitment dashboards to understand KPIs better, assess the success of your hiring process, and examine a range of characteristics that can aid in the hiring process.
HR managers can utilise visual dashboards to manage their existing workforce and use data to entice new hires to their company.
HR software comes in handy when you plan on building an HR recruitment dashboard. The analytics component in cloud-based HR software, such as Applicant Tracking Systems, attendance tracking, Talent Acquisition Software and employee engagement tools, enables you to create cool dashboards using the available data.
However, these applications don’t often allow integration with other programs. Thus, you won't be able to obtain a thorough picture of the hiring process until the program supports integration.
Nearly all spreadsheet programmes, including Microsoft Excel, LibreOffice Calc, and Google Sheets, have data visualisation features.
With the help of these spreadsheet programs, you can view and interpret the data. They also provide options for using pre-built dashboard templates. If not, you can also use your custom-made dashboard design.
The most potent tools in this area may be business dashboards. By connecting several data sources, software like Smartsheet, Klipfolio, Zoho Analytics, Tableau, and Datapine, you get to analyse bulk recruitment data with ease.
However, some of these programmes can be pretty pricey, and you'll need a professional to set them up. Also, to be a good recruiter, you need to be tech-savvy to handle such programs.
Dashboards are meant to give users immediate access to actionable insights. However, straight away, putting data in numbers or tabular form can be confusing and time-taking to interpret.
Including charts, graphs, and other visual elements in the dashboard makes it simple to form conclusions. Notably, you must decide on the charts you will use to present the data.
For instance, to cover the area of relationship information, you can use a bubble chart, and for demonstrating composition, you can use pie charts and heatmaps.
The dashboard is designed to facilitate understanding. Therefore, keep the navigation simple and ensure the queries are addressed sequentially.
Make the user navigate only once rather than making them click back and forth to connect different pieces of information.
Use consistent data, font formatting, and nomenclature and maintain symmetry in the design. Be sure to balance the grid by placing the widgets appropriately. Also, when positioning the widgets, use a hierarchy.
Before developing a fully-functional dashboard, you need to have a brief knowledge of colour theory. Most tools come with built-in colour palettes.
Therefore, you should know how to employ analogous, monochromatic, and complementary shades, tints, and tones of the chosen colour. Use no more than three or four colours when displaying data.
These dashboards generally concentrate on the data around sourcing candidates, which is crucial in determining how and where qualified candidates find the post. It helps channel your efforts to the sources that produce the most valuable prospects to make the hiring process more effective for growth.
This kind of dashboard gathers data about candidates' opinions and experiences to aid in spotting trends. You can utilise this data to determine whether your application process is simple for candidates to complete and whether your application site needs any tweaks.
A time-to-action dashboard provides information on the length of the entire hiring process. It can assist you in calculating the amount of time an average candidate spends in the hiring process before receiving a job offer.
You can make your homepage a source of useful information with a recruitment analytics dashboard. These dashboards are constantly updated, allowing you to monitor daily development.
The homepage of every dashboard can be customised as per need to meet the demands of each user. Also, you can streamline information sharing by publishing dashboards to your teams.
You can get the precise information you require about your hiring process with the help of role-specific dashboards. These dashboards are pre-programmed to cater to the requirement-based data analytics of your overall hiring procedure.
You can control the data you track by customising each role-specific dashboard as necessary.
When you create dashboards, you must consider when and how a person from or outside the team can access the data. For better recruitment management, you must ensure that the concerned team members have easy access to the data.
Each team member should have a unique login ID and access to HR tools and data sources. Also, it’s crucial to establish hierarchical data access privileges while taking into account the issue of data security.
There is a high possibility of redundancy as the same data will be accessible across various applications and sources due to the expansion of distribution channels. However, errors and duplicity in the data will make the dashboard inaccurate.
Therefore, choosing the data points you want to include and their appropriate sources when designing the dashboard is important. To reduce any confusion, we would suggest you use fewer data channels.
Data management is incomplete without following up with the updates. To obtain reliable insights, the data needs to be updated regularly. While making manual imports and exports into the visualisation tool, be certain to have the most recent copy of the data from the source.
This dashboard is intended to provide a thorough knowledge of the hiring process to everyone in the organisation, especially hiring managers, so they won't need to ask HR or the recruitment team for updates continually. In the dashboard, key recruitment indicators are outlined in the top row. The remaining widgets go into further detail on each stage of the recruitment process and its sources.
This dashboard is similar to the previous dashboard in purpose but with a stronger focus on the objectives and key results of the internal recruitment team. It provides a more in-depth insight into the hiring process.
For instance, the dashboard highlights qualitative candidate feedback, which is a crucial way of measuring how candidates feel about the selection process.
The digital experience for potential recruits is the foundation of this dashboard. It keeps track of the number of visits to the careers page. It is a crucial metric for the company's "employer branding" and also the main traffic source for the page.
The dashboard also displays the number of active and passive candidates in the visual pipeline and the number of applicants who have advanced through each funnel level.
These dashboards display information using graphs and charts, making tracking measurements and KPIs simpler. With the help of these visual representations of data, you can easily comprehend the crucial events taking place during your hiring process.
A recruiting dashboard helps you become more aware of the issues with your hiring procedure. Making sense of the data would be quite difficult without dashboards.
It's even harder to track data consistently. The dashboard's collected data offers a detailed study of hiring and recruitment metrics and procedures. Thus, streamlining the data management task within the team.
Recruitment dashboards categorise your data and make it easy for you to search through it. You'll pick up on patterns, ideas, and perhaps even problems you've never seen before.
By identifying the most important variables to track and removing the rest as you analyse the data, you may improve the efficiency of your hiring procedures.
The dashboard's collected data thoroughly overviews the hiring or recruitment metrics and procedures. Thus, letting you make decisions in the conference room with the accessibility of real data and insights.
A recruiting dashboard can show you the most effective platforms, techniques, and practices for recruiting so you can make the hiring process more effective. They not only assist you in locating issues but also give you the ability to anticipate hiring requirements and make preparations accordingly.
Recruiting dashboards help assess the status of all hiring details in a snap. You can track several hiring metrics with the help of many popular dashboards kinds that are available. Recruitment technology suppliers offer the simplest setup to make recruitment dashboards functional and easy to use.
However, you must check the software's ability to integrate with the company's other HR systems to ensure the smooth sailing of your hiring procedure.
Happy Conducting Organised Hiring with Recruitment Dashboard!!