When you’re recruiting for several roles at any given time, keeping on top of the pipeline is crucial. This dashboard gives our hiring managers and talent teams an “at a glance” snapshot of how our recruitment processes are performing, and gives us the data we immediately need to know how we are performing.
Day to day, we’re most interested in our candidate experience of our technical (Engineering, Product and Design) and non-technical (Marketing, Customer Success, Operations) hiring, and our current hiring pipeline. We’ve built this dashboard using Google Sheets based on data we’ve analysed from Lever (our ATS).
We also need to keep tabs on the cost of sourcing our hires throughout the year. To show this, we’ve made a column chart with a breakdown of Costs Per Month, and although this is a lagging metric, it helps us keep an eye on costs without having to dig into our financials too frequently.
Finally, we like to know what our top hiring sources are for open roles. We undertake a blended approach to hiring, which includes reaching out to directly to potential candidates, traditional adverts and using local networks and events to showcase our vacancies, and what we can offer as an employer of choice.
As for specific metrics...
Average Days to Hire: When hiring for multiple roles, being able to know the average time a successful candidate is in our pipeline means we can be transparent about how long our hiring process takes, be respectful of the candidates time, and be competitive when it comes to hard to fill roles.
Average Days to Fill: Have you ever been asked to fill a role, yesterday? This metric helps us to set expectations for the different types of roles we hire for, and also keeps it ever present in the minds of managers when they want to grow their teams.
Offer Acceptance Rate: This metric indicates whether there has been a good match between the candidates expectation of the role, our hiring process, and the role that we wanted to fill.
Withdrawal Rate (after Culture Call): As part of our hiring process we want to make sure that there are no surprises for the candidate during the process. This metric allows us to measure the rate at which candidates leave the process after we’ve had our first call. A low percentage shows us that our various hiring approaches are aligned.
Recruitment Costs: As mentioned above, keeping tabs on our monthly recruitment costs means we don’t need to dig into our financials too frequently.
Current Hiring Pipeline: One of the most frequent questions we get asked by hiring managers is “How is our hiring pipeline looking?”. This table gives an immediate overview of our hiring pipeline, plus alerts us if we need to make any adjustments to our hiring process.
Top Hiring Sources: Knowing the top hiring sources takes the guesswork out of knowing the sources of our candidates, and gives us insight into where to place adverts for upcoming roles.
This dashboard has been iterated upon many times but began with a few key needs:
- Keeping our hiring teams in the loop on progress for their roles.
- Keeping us mindful of information about our candidate experience and painting a picture of what that looks like.
- Provides hiring managers with key metrics at a glance
- Reduces need to log into seperate systems