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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

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.

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.

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

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  • Current process: any job that has been submitted at requisition step 1 that has not been archived.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

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 SMART Job Access

  • Drill to matching lists

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

Alternatives:

  • Jobs by current process step

  • Jobs by custom GQ eg Process Type

  • No labels