Careers page dashboard example
Why is a HR website analytics dashboard useful?
Employees are a valuable asset for any company, so attracting the right talent and deploying them effectively can separate a successful business from a failing one. Therefore, finding the right team members goes hand-in-hand with building a solid business.
As a human resources or talent acquisition manager, you have the complex task of attracting, identifying, and securing great talent. In the early recruitment stages, sourcing is critical, so having a diverse network is key. However, relying solely on external recruitment sources can get expensive very easily. To balance things out, make the most of your careers page--it’s a great opportunity to tie in company culture and job requirements.
Tracking the right web analytics metrics will give you an understanding of the clarity of your job descriptions, the effectiveness of your screening techniques, and serve as a discovery tool for new sources.
If you are looking for a dashboard to monitor the effectiveness of your overall hiring activities, this Recruitment dashboard template will be a great fit.
Who is this Dashboard for?
Human resources or talent acquisition managers.
How can a HR website analytics dashboard help you achieve your business goals?
Your careers page, just as any page on your company’s website, clearly communicates the ethos and values you stand for and that is a great advantage over other recruitment sources. You want future candidates to be both a good cultural and professional fit, so that means getting your job openings in front of as many eyes as possible. Tracking the right web analytics metrics will help you understand how successful you are at getting people interested in your job openings, but also measure if they are completing the important steps you have laid out for them. For example:
Scenario 1: Have you seen an increase in unique page views, but a drop in applications submitted?
Action 1: Candidates are definitely interested in your job openings, but you need to investigate what is stopping them from submitting an application. Check your application completion rate–if it’s low, you may want to revise the steps in the application process. Every little thing from mobile responsiveness to too many fields on the application form can detract candidates from finishing the process and submitting the application.
Action 2: Investigate the user journey–are users clicking on from the careers page onto a specific job description? If so, consider revising the job description to see if that triggers a higher completion rate.
Action 3: Check the new vs returning users ratio in relation to your bounce rate– you should be able to identify whether users are regularly checking for new job openings at your company, but nothing relevant has opened up yet, or they find the navigation a bit confusing.
Your careers page is also a great testing ground–you can track everything from application forms to your team’s progress and success in hiring new team members. For example:
Scenario 2: Have you seen an increase in applications submitted, but have not managed to hire anyone?
Action 1: Review your screening process. By tracking the yield ratio per stage, you will be able to identify the issue. If the problem is at the offer acceptance stage, you may want to get an understanding of the candidates’ requirements earlier in the process to avoid disappointment. On the contrary, if the issue is that candidates barely get to that stage, think about new techniques to filter unfit candidates earlier in the process.
Action 2: Review your job description–it may be that something about the role specification is unclear, which increases the volume of applications submitted, but not the quality. You could deploy an A/B test to test your hypotheses.
Lastly, using web analytics metrics to track your careers page performance can help you better plan your reach and budget. For example:
Scenario 3: Have you seen an increase in traffic from a particular source?
Action: Investigate whether that traffic converted into qualified applicants or hires? If so, you may have found a useful new source. Consider approaching them to start a partnership–you can start with a simple blog post or reach out to their audience via social media.
Want to start tracking these metrics?
Start a free 30 day trial today (no credit card required) and begin building your dashboard in minutes.