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Table of Contents

You will need to specify:

  • the purpose of your dashboard

  • whether the dashboard is based on existing reports or content from other sources

  • various elements and how they are defined in your system

  • any associated field requirements and access filters

Info

Complete the Requirements Template available on the Analytics Solutions page.

Key Principles

Dashboards Should:

Dashboards Should Not:

  • give the user a quick summary of data relevant to them

  • be clear in what that data represents

  • invite action

    • a decision

    • a desire to find out more

  • appear simple, though likely to be very carefully designed.

  • contain more than one theme per subtab

  • require excessive scrolling down to see the content

  • include everything you could possibly include

  • contain tables where the intention is not clear

  • look like a spreadsheet where you have to search for the relevant data and meaning.

Choose Your Approach

Dashboard building usually takes one of the following approaches. In some cases you might start with an existing template or report but then make further customisations.

You’d like a dashboard that uses the existing EXEC Templates or System Templates and Tools , such as:

  • Vacancy Management

  • Diversity

  • Time to Fill/Hire

    • Sourcing

    EXEC or System Templates

    Design Your Own

    Pre-Built Templates

    You might find that your dashboard requirements can be met, or based upon, the dashboard templates already available. These include:

    • SMART Job Access , where users can visualise all of the current jobs they have access to, with direct access to each job’s workflow and associated job and application reports.

    • EXEC and EXEC+ Dashboards , where key job and application data is summarised on common topics, including Time to Hire/Fill, Diversity, Sourcing and Vacancy Management.

    These will need to be customised to your requirements, fields and definitions.

    Designing Your Own Dashboard

    You’d like to design the dashboard and charts together, and need to:

    • identify user requirements

    • build the base-level report (if not already done)

    • summarise the data

    • arrange that data into charts

    • arrange those charts (or simple tables) on a dashboard.

    Info

    Complete the Requirements Template available on the Analytics Solutions page.

    EXEC and System Templates

    Expand the box below to review the existing templates and the definitions required. Use the links provided for full template details.

    Expand
    titleExisting Template Details

    Theme

    I want to…

    Template/Concept

    Default Chart Metric(s)

    You’ll need to provide your own definitions

    Default Chart Categories

    You’ll need to provide your own definitions

    Current Vacancies

    Track vacancies

    EXEC: Vacancy Management

    • Current processes

    • Category - team/job owner

    • Default time period

    EXEC+: Vacancy Management

    • Current processes

    • Time to hire/fill measure (start and end date fields)

    • Time to hire/fill target

    • Categories:

      • jobs status

      • days since last updated

      • team and job owner

    Gender/Diversity/Other

    • Gender

    • Diversity Groups

    • Internal/External

    • Other

    Compare candidates

    EXEC: Gender and Diversity

    • Candidate group(s)

      • Gender

      • Diversity

    N/A

    EXEC+: Diversity

    • Candidate group(s)

      • Gender

      • Diversity

    • Candidate groups by assessment stages

    • Assessment stages

    • Job (or other) category

    Time to Hire/Fill

    Assess time taken to hire

    EXEC: Time to Hire

    • Time to hire/fill measure (start and end date fields)

    • Time to hire/fill target

    N/A

    EXEC+: Time to Hire

    • Time to hire/fill measure (start and end date fields)

    • Time to hire/fill target

    • Time to hire category

    • Job status and process steps

    Application Sourcing

    Assess applicant sources

    EXEC: Source Submitted Applications

    • Submitted applications

    • Application source

    EXEC+: Sourcing

    • Submitted applications

    • Submitted applications by assessment stage

    • Gender and diversity groups

    • Application source

    • Assessment stages

      • Job (or other) category

    • Job source

    System Templates

    Customise and/or combine existing system templates

    Current Recruitment

    Job and Application Details

    Metrics

    Scheduler

    Tools

    • Various - see specific reports

    • Various - see specific reports

    Design Your Own

    You’ll need to consider and define a range of elements for your dashboard, even if you have existing charts and dashboards that you’d like to replicate or combine on a dashboard.

    If your dashboard focuses on a range of metrics and categories, you may need to do this multiple times to clearly define each aspect.

    Defining Metrics, Fields and Filters

    Note

    You’ll need to provide definitions for any metrics, categories and filters used in your reports, charts and dashboards. Be as specific as possible, for example:

    • Current process: any job that has been submitted at requisition step 1 that has not been archived.

    • Female candidates: any candidate that answered custom global question APP: Gender = Female (application context)

    • Default time period: Application Submitted Date in the last 12 months

    • Shortlist assessment stage: candidate reached Assessment Step Name = Shortlist, Assessment Step Status = Not Started

    Anatomy of a Dashboard

    Purpose

    • What is the purpose of this dashboard

      • Who is the dashboard intended for?

      • What decisions need to be made when a user sees this?

    The Recruitment Manager, to track all current vacancies, with an overview of ownership and progress to determine workload and resource allocation.

    Element

    Example Image(s)

    Example Answer(s)

    Example Definition

    Navigation and/or Information

    • Informational text

    • Navigation instructions

    • Subtabs

    (Appears at the top, but usually the last to be defined.)

    Navigation and Information Header

    Current Processes and Time to Hire by Category

    • shows current active processes

    • tracking against time to hire

    Chart Metrics

    • What are you measuring, and how is this defined in your system configuration?

    Number of current jobs

    Count of Jobs where Job Status is not ‘Job Archived’

    Chart Categories

    • What are the key fields/categories for analysing these measures?

    See Chart Types for more examples.

    Number of jobs by job status

    Count of Jobs by Job Status

    Additional Analysis

    • What other information may help users?

      • additional data or charts

      • same report

      • separate reports

      • drill-through reports

    Tracking against Time to Fill

    Time to Fill tracking by job category

    Drill through to matching job details with individual time to fill tracking

    • Days since job creation

    • Time to Fill Target = 90 days

    • Average time to fill by Vacancy Type field

    Default Time Period

    • Over what time range, and which date field?

    Requisitions submitted in the last year

    Requisition Submitted Date in last 12 months

    Fixed and Dynamic Filters

    • What are the set filters, and the adjustable ones?

    General vacancies

    Position Type is not Temporary Register

    Personas and Access Filters

    • Should a user see all results, or have access filters applied to match a user setting?

    Jobs in their business area

    Match Business Area field on user profile and job card

    Chart Types

    Various chart types can be used in a dashboard, but their selection is dependent on the relevant requirements and dashboard layout. Some examples are listed below.

    Expand
    titleChart Types

    Chart Type

    Example

    Purpose

    Single Measure Chart

    Display a single metric (with description text)

    Compact Column Chart

    Compare a metric against a single dimension in a compact format:

    • fixed y-axis height of 1 unit

    • use colour and label to represent different columns

    Column Chart / Stacked Column

    Compare a single or multiple metrics against single dimension:

    • separate columns allows for more, compact dimension values on a wide x-axis (compared to a long y-axis on a bar chart) but labels may need to be presented on an angle

    • requires more space for greater variability of measure values and multiple dimension values

    Bar Chart / Stacked Bar

    Compare single or multiple metrics against a single dimension:

    • against single or multiple y-axis values

    • y-axis values can be horizontal and easier to read

    • colour-coded metrics

    • requires more space for various volumes and multiple dimension values

    Treemap Chart

    Compare single metrics against one or two (related) dimensions with lots of values:

    • preferred for dimensions with more than 10 values over bar or column charts

    • user colour and size to represent different volumes

    Donut Chart

    Breakdown a metric into parts of a whole:

    • compares breakdown of single metric against single dimension values

    • usually only suitable for up to 4 dimension values

    • uses a lot of space

    Personas

    Different dashboards could be designed for different personas, where the granularity of data and the results returned can change, depending on the user persona accessing it.

    The following are suggested personas only and any access filters will need to be configured in your system against specific user details. By default, templates use the Super User (no restrictions) persona. See Access Filter Solutions for more information.

    Suggested Personas

    Super User / No Restrictions

    HR Director

    Group HR Manager

    Team Leader

    Recruiter

    Job Role

    Data Level

    Summary level with detail

    Summary level

    Group level

    Team level

    Related jobs level

    Related jobs level

    Access Controls

    Dynamic filtering

    Dynamic filtering

    Access filter: Single Custom GQ Value (Group)

    Access filter: Multiple Custom GQ Values (Team Members)

    Access filter: Job Owner

    Access filter: Job Role

    Suggested Dashboard

    Customised EXEC+ Suite Templates covering Vacancy Management, Time to HIre, Candidate Groups and Sourcing across organisation.

    Alternatives:

    Mix and match with System Templates and Tools - Current Recruitment and Metrics reports.

    Customised EXEC+ Vacancy Management Templates for relevant group or team.

    Alternatives:

    Mix and match with other EXEC Templates .

    Customised Current Requisitions and Jobs by Status

    Image Removed

    SMART Job Access

    Image Added

    • Drill to matching lists

    • Drill from matching lists to selected job and app and assessment reports

    Image RemovedImage Added

    Alternatives:

    • Jobs by current process step

    • Jobs by custom GQ eg Process Type