A Recruiting Dashboard makes analyzing all of your staffing activities easy and crystal clear. Reports have their uses and can help you make informed decisions, but dashboards deliver immediately actionable business intelligence.

A recruiting dashboard software platform provides a summary of what is happening in all areas of your business and specifically those areas that matter most to you. So if you are a recruiter, it can help you analyze the status of your job orders, average time-to-fill, candidate engagement and more – all in one screen to help keep tabs on your performance. This can not only help you take appropriate actions but it can help you predict what will happen in certain scenarios.

Overall, recruiting dashboard software:

• Provides a graphical representation of your data and makes it easy to see highlights and identify trends or issues
• Removes the data clutter and gives you the intelligence you need to take decisive action
• Reduces decision-making time

Now the question is what is a perfect recruiting dashboard? Here is what we think:

1. It should answer the most important questions about your business.

The reason why recruiting dashboards are in place is to answer the difficult questions for your business. To put this in operational language, it refers to measuring the key metrics of your business.

For a staffing and recruiting firm, these key metrics can be time-to-hire, quality of hire, cost-per-hire, applicants per job, channel efficiency, candidate engagement, etc. Most of these can be operational reporting visualized in a dashboard for more immediate impact. If your business has an analytical maturity to consume predictive and statistical information as well, it would make the dashboard even more meaningful.

2. It should use the right representation of the data.

Most of us have experienced that an inappropriate chart used to represent data can lead to incorrect interpretation and flawed decision making.  This is why choosing the right representation is the key to creating a perfect dashboard.

For example:

• To analyze your revenue month on month, you will use a basic column chart
• To understand the ethnic or gender ratio of applicants for a job order, you would use a pie chart
• To identify how your candidates, move through the recruitment process, you will use a funnel chart

…and so on.

3. It should follow the right order of metrics.

A perfect recruitment dashboard should serve data in the format that users can interpret simply and quickly. This means that the most critical piece of information should be shown first. For a typical staffing firm, a recruiting dashboard will start with recruiter activity showing applicants and placed candidates by every recruiter. This can be followed by job applicants by stage, or job orders by stage, and so on. This again would depend on your role at the organization. A dashboard for a recruiter would differ drastically from that used by the CEO of a staffing firm.

4. It should be accurate.

Last but not the least, this is an obvious but really important element of creating a perfect dashboard. Inaccurate data can be highly misleading and can lead to losses. So, if your data is in spreadsheets and you are creating a dashboard from there, it is high time you moved away from this to a real time reporting/dashboard solution. If you are feeding data from your ATS to another reporting tool, it is also not advisable because you have to constantly monitor that the data fed into the reporting and dashboards solution is accurate, and often legacy reports are not updated to reflect changes that may be applied to the business operations from time to time.

The best practice would be to use an ATS that offers the flexible reporting capability that your business will require time and again. An ATS should be able to support the creation of dashboards to help you analyze all of your recruiting activities on the go easily and quickly.

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Creating a dashboard using staff recruitment software may sound difficult but with the right technology, it can be simple and can change the way your recruiters work, as they can retrieve and display the information they need without needing IT involvement.  The easier it is for users to create and modify their own reports and dashboards, the more they will be encouraged to use the system fully to help manage their own time and resources more effectively, and to make sound data-driven decisions. 

Did you see TargetRecruit Reports and Dashboards?

The post A Perfect Recruiting Dashboard appeared first on TargetRecruit.

In part I of this blog series, we learned about recruitment analytics and some contemporary data visualizations that staffing firms could use to enhance their efficiency. Part II is about the must-have visualizations for every staffing firm.

Source of hire

This metric is really important when you want to know where to look to hire the best candidates.  The source of hire can tell you where your smartest candidates are coming from. This requires your ATS to track the resume source accurately, even if the candidate applies for multiple roles. Job seekers are using all kinds of digital channels to apply for various jobs and staffing firms do the same. So, it makes complete sense to see which is your strongest channel, whether it’s LinkedIn, advertisements or others.

Refer to the image below. This is more of a simplistic representation and you can further break this down to show various job boards or social networks too. 

This visualization can even help you optimize your costs. You can cut down your expenses on non-effective channels and start spending more on an effective one.

Conversion rate

Conversion is an important metric for every industry and applies the same to recruitment as well. It indicates the performance of your sales team or the recruitment team and helps your recruiters or salespeople work on their key metrics. You can measure sales conversion by calculating what percentage of leads were converted into opportunities, or you can measure recruitment conversion by calculating how many offers/placements were made against applications received by the recruiter.

First Year Attrition Analytics

This is a good measure of hiring success and can even affect client satisfaction. First-year attrition can further be broken into whether the contract was terminated by the employer or the candidate left the job, allowing you to work with the client(s) to understand and address possible reasons why candidates are leaving relatively soon.

Net Promoter Score

Staffing firms should circulate a Net Promoter Score survey to all of the clients at least once a year. This indicates how satisfied the clients are with the candidates you have placed for them. 

The clients would indicate how likely they are to refer your staffing firms to friends, colleagues or acquaintances on a scale of 1-10. The overall NPS number is important to derive and also to know what percentage of clients are dissatisfied, neutral or satisfied.

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Analytics is changing how businesses strategize – data, and the way we look at data is evolving. Staffing agencies will need meaningful and accurate information at their fingertips to succeed and this doesn’t end at the data itself; they need information that is easy to understand and take action on. Visualizations of information will continue to become more and more advanced as we progress to look at data from various dimensions. 

The post High Impact Visualizations in Recruitment Analytics- II appeared first on TargetRecruit.

When you think of heat maps, do weather forecasts come to mind? Well, they have come a long way from there! By definition, they are graphical representations of data using color-coding; their primary usage is to assist in visualizing a large volume of data points, drawing attention to the areas that matter most.
Heat maps have evolved to be high-tech, interactive and varied. They are used in staffing analytics to generate insight into hiring demand, the supply of qualified candidates, average salary, the average time-to-fill, etc.

Identify What Candidates Want

You can deploy heat mapping tools on your website and identify what job seekers are looking for. Heat mapping tools can tell you which section is most read or where the most time is spent. You can even track which sections are getting the most amount of clicks. This data is presented in a very effective visualization, where the most used parts of your web page are usually displayed in red. Refer to the image below for an example:

Recently, LinkedIn also revealed a heatmap that gave employers insight into what job seekers are reading, where they are clicking and which sections are most important.

Measure Employee’s Workload

You can even create an employee heatmap to measure the workload of your employees. You can plot the data on a scale of 1-10 where 1 is idle and 10 being overloaded. This way you can analyze who in your team is fully committed and who could be dissatisfied or looking elsewhere. This measure also gives an understanding of the employee’s stress level.

Accelerate Candidate Search

In TargetRecruit, our new Heatmap feature can help you perform candidate searches geographically with a visual representation of the results. You can view candidates against a job or a particular skill set on a heat map. Depending on your business requirement you can create a color-coded one as well, e.g. the most suitable candidates or fully on-boarded can be seen as green and least suitable as red. Recruiters can preview the candidate’s profile by clicking on the color-coded icon and approve, reject or save the profile for later.

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Keen to find out more about the new Heat Map feature in TargetRecruit and other great new features in our Q1 release? Click here to learn more!

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Fortunately for the healthcare staffing industry, the average probability of computerization is 0.242. Jobs that bear the highest risk of being automated are the ones that are highly technical with little patient interaction. Lab technicians, Pharmacy Aides and Equipment Preparers are some of the positions that are at risk. On the other hand, jobs that need a high level of manual dexterity or creativity are marked safe, like those of Physicians.

Artificial Intelligence and Robotics are not all negative and should not be looked as a threat. The subsets of AI like Virtual Assistants, Augmented Reality and Machine Learning have numerous applications within the healthcare and healthcare staffing space. Staffing firms will include automated work solutions in their portfolio when these technologies are further developed. Let’s look at how AI and its related technologies can impact Healthcare Staffing, in a positive way.

Better hiring decisions

One of the most important tasks in staffing is to help hiring managers find the best candidate to fill job openings. With the need for credential verification, the task is even more arduous in healthcare staffing. AI can ease this task with top notch accuracy through Machine Learning (ML). ML can also be coupled with adaptive online assessments and it can even predict how well a person is likely to perform at his job if hired. This way, smarter hiring decisions can be made quickly, leading to a decreased time to fill vacancies and a reduction in cost.

Efficient management of contingent workforce

Virtual Assistants (AI enabled embedded intelligence) can help users by guiding them through all the tasks of Contingent Workforce Management hiring – making workflows easier, simpler and efficient. Virtual assistants can even make relevant suggestions, if they are fed the proper business processes, preferences and policies.

Predicting staffing needs

Artificial Intelligence risk monitoring and treatment algorithms can analyze electronic health records of all patients in the hospital and predict the staffing requirements based on the risk posed in the near future. In such a situation, hospitals can be well prepared to meet these requirements with contingent workforce hiring.

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These are just a few of the benefits AI can provide within the healthcare and healthcare staffing space. Increased used of AI with existing technologies for healthcare hiring will enable faster decision making and improve productivity in the future. AI can provide valuable insights to the healthcare business and can enhance patient care. Coupled with human expertise, AI will help drive cost savings and improve talent quality.

P.S. Did you see our Healthcare Recruiting Solution?

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