Build a hiring metrics dashboard in minutes.

• Job posting performance to track the number of job postings, channels where it was posted, applicants from each channel, hires per job posting, etc.

• Tracking applicant flow at each stage of the recruitment process, including resume screening, interviews, and offer acceptance.

• Measuring time-to-hire to know the amount of time it takes to fill a position, from posting to offer acceptance.

• Cost-per-hire to calculate the total cost of the recruitment process, including advertising, staffing agency fees, and internal HR expenses.

• Source of hire to track where successful hires originated from, such as job boards, employee referrals, or direct applications.

• Diversity and inclusion metrics to monitor diversity representation in applicant pools and hires.

• Offer acceptance rate to track the percentage of job offers accepted by applicants.

• Applicant satisfaction metrics to evaluate candidate experience with the recruitment process.

Many companies need custom hiring metrics dashboards because:

• They want to elect the unique KPIs and data you want to see, and how you want to view it instead of trying to adapt your requirements to a pre-built solution.

• They want to integrate this dashboard with their existing HR and recruitment systems, allowing for seamless data flow and improved efficiency.

• Many off-the-shelf products are expensive and out of budget for the teams considering the ongoing subscription costs add up quickly.

• Custom dashboards can be designed to meet the specific needs and preferences of users within the company, improving user experience, adoption as well as people’s productivity.

• Developers, and compliance teams, want complete control over their data, ensuring it is stored and managed securely.

• As a company grows, its recruitment needs and KPIs may change and a custom dashboard can be easily updated and scaled to accommodate these changes.

• Collecting and managing recruitment data from multiple sources, and ensuring data accuracy and consistency can be complex and time-consuming.

• Building a dashboard requires engineering bandwidth as it involves a certain level of technical expertise, including knowledge of data visualization, data management, access controls, and more.

• Integrating the dashboard with a company’s existing HR and recruitment systems can be a technical challenge and a time drain.

• Designing a dashboard that is easy to use and provides meaningful insights requires a good understanding of frontend design principles and data visualization best practices.

• Ensuring the security and privacy of recruitment and candidate data is a critical concern, and requires careful planning and implementation to prevent unauthorized access or breaches.

• Recruitment teams: to track the hiring process, measure the efficiency and effectiveness of the recruitment process, and identify areas for improvement.

• People operations teams: to track the number of incoming hires and filled positions for various teams, and plan candidate onboarding with the respective teams.

• Finance teams: to make data-driven decisions regarding staffing and budget allocation.

• Management teams: to monitor hiring progress and get an overview of the hiring metrics.