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
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1From India, Hyderabad
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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 an 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 the target number of hires, the 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, the 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, and 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 and 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 the number of accepted offers, etc.
Hope this info helps.
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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 an 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 the target number of hires, the 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, the 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, and 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 and 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 the number of accepted offers, etc.
Hope this info helps.
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Hi Shyam,
I just wanted to ask you if you are from Hyderabad? I guess you are in a good HR position, so I wanted to know if there are any openings in Hyderabad for HR recruitments or operations. Please let me know.
Thanks,
Vasavi
From India, Hyderabad
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I just wanted to ask you if you are from Hyderabad? I guess you are in a good HR position, so I wanted to know if there are any openings in Hyderabad for HR recruitments or operations. Please let me know.
Thanks,
Vasavi
From India, Hyderabad
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Hi,
I was reading your inputs on the dashboard. I would like to know if this can be shared with team members. Also, do you have a sample of this? It would be greatly helpful.
Thanks and regards,
Angel
09885052537
email: avalentine2004@yahoo.co.in
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I was reading your inputs on the dashboard. I would like to know if this can be shared with team members. Also, do you have a sample of this? It would be greatly helpful.
Thanks and regards,
Angel
09885052537
email: avalentine2004@yahoo.co.in
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