What to see on Recruiter Dashboard?

The recruiter dashboard provides insights to the recruiters  the jobs assigned to them. It reminds them of the critical tasks and pending action items from their end. It also provides them insights related to their job thus helping them make informed decisions. 

A Dashboard quick link is available on the landing page as soon as you login. Only users with the HR role or the Administrator role can view the dashboard.

What is on the dashboard?

1. Jobs By Priority

The jobs will be grouped and displayed based on the priority assigned to them during the job creation process.

2. Jobs nearing closing date

The jobs with a closing date of fewer than 2 weeks will be displayed in this list. The Job Id, Job Name, and the number of days left for each job to be closed will be shown.

3. Jobs Statistics

This section will show the consolidated status of the open vacancies per Department or per Hiring Manager. 

You can Include Job Types by Open Jobs, Closed Jobs, and On-hold Jobs. respectively and the graph will incorporate the data. By Default “Open Jobs” will be Included. You can include or remove Job types from the filter above the graph, but at all times at least one job type needs to be selected.

For the selected Filter & Include Job type we have two types of stats: Position Stats & Offer Stats.  By default, Position Stats will be selected and the graph for position stats will be shown below. Users can switch the tabs to see respective data.

If the Department option is selected against “View By”:

The Position Stats graph will show the consolidated view per department that includes the total open position and total joined candidates. 

Offer stats will show the total count of Offer Accepted & Offer Rejected. 

If the Hiring Manager option is selected against “View By”:

The Position Stats graph will show the consolidated view per Hiring Manager that includes the total open position and total joined candidates. 

Offer stats will show the total count of Offer Accepted & Offer Rejected  

Note: For a job to be considered, the logged-in user should be a part of the hiring team (either recruiter or collaborator)

4. Recruiter Performance

The recruiter performance table allows you to assess the recruiter's performance by considering factors such as issued offers, accepted offers, Expected TAT vs Actual TAT, and Time to Hire. 

Grouped by: The table will be grouped by Recruiters.

Filters: You can filter by Recruiter name and Job name (the list will contain jobs where the selected recruiter has been the HR at any point).

Search Field: You can search the table data using keywords for "recruiter name" and "job title."

The table will have an Expected TAT vs. Actual TAT comparison. When the Actual TAT exceeds the Expected TAT, a warning icon will appear next to the actual TAT data. Hovering over this icon will display a tooltip message. And you can access the specific job page by clicking on the Job Title.

5. Designation(TAT)

The Designation (TAT) chart displays the variance between the Expected TAT and Actual TAT for each designation. 

Designation Filter: 

All Designations: The chart will show the average days for Expected TAT and Actual TAT.

A specific designation: The chart will show Expected TAT and Actual TAT in days for the specific designation. 

6. Recently viewed jobs 

The five most recent jobs viewed by the logged-in user will be listed here. The job id and job name of each job will be displayed. You can click on a job and the job page will open.  

The View all jobs will redirect the user to the job dashboard. 

7. Recently viewed candidates 

The five most recently viewed candidates by the logged-in user will be listed here. The candidate ID and candidate name for each candidate will be displayed. You can click on a candidate and it will open the Candidate Details page. 

The View all candidates will redirect the user to the candidate repository. 

8. Statistics

Here, you can select a job to view its statistics. The statistics include:

Avg. Time to Fill: The average time taken to fill an open position(time taken from the date a job requisition is published to the date a new hire accepts the position). 

Avg. Time to Hire: The average time taken to hire a candidate(time taken from  

the date a candidate applies to a job to the date they accept the offer).

Offer Issued Ratio:  The percentage of candidates to whom the offer is issued against the total number of candidates.

Offer Acceptance Ratio:  The percentage of candidates who accepted the Offer against the offer issued.

Offer Declined Ratio: The percentage of Candidates who declined the offer against the offer issued

Offer Revoked Ratio:  The percentage of Candidates whose offer is revoked against the offer issued.

Yield Ratio: It is a metric that measures what percentage of applicants move from one stage to another in the hiring process. (Here we measure the percentage of candidates shortlisted in the screening stage and pushed forward).

Note: Multi-select is not allowed. You can select only one job at a time. By default jobs will selected.

9. Recruitment Funnel

The Statical data of the number of candidates in each stage of the job is portrayed in the horizontal funnel. 

All the jobs in which you are a part of the hiring team will be displayed in the jobs list and the respective funnel will be shown based on the selection.

By default, the job that is nearest to its closing date will be selected. 

10. Candidates Rejection Reasons

Here, you can select any job from the list and the statical data of the number of candidates by rejected reasons (Employer rejected / Discontinued candidates) for the selected job will be displayed. The top four rejected reasons(from Employer rejected / Discontinued candidates) will be highlighted and the remaining will be mentioned as other reasons.

Note: The list shows jobs that are assigned to You. By default, the All jobs filter will be selected. 

11. Interview Stats

Here you can choose a job, any of its interview stages, and a timeframe (Current week, Current month, Last Month, Last 3 Months, Last 6 Months), and the graph will display the data related to that particular interview stage.

By default, All Jobs, All Interview stages, and Current month will be selected.

12. Candidates Source

The Statistical data of the number of candidates applied from different sources will be displayed. 

Here, 2 types of data in every source will be shown to get better insights,

1. Applied Candidates - Candidates who Applied through the source

2. Joined Candidates - Candidates who successfully joined the job.

By default details of all jobs will be listed, You can filter it out by selecting the desired jobs which are assigned to them from the list.

13. Reminders

Reminders highlight the most critical tasks for a recruiter. For eg: you can send reminders to interview panelists for an upcoming interview, send reminders for pending Interview feedback, etc.

Note: The reminders will be listed in the order of pending task count. I.e. the reminders with maximum outstanding/pending reminders will be listed on the top of the panel.

a. Interview Scheduled

Highlights the number of upcoming interviews scheduled.

b. Interview Feedback Pending

Highlights the number of interviews in which the feedback is incomplete by the interviewer. The recruiter can view the list of interviewers who haven’t updated their feedback yet and can send them reminders.

c. Offer Approval Pending

Highlights the number of offer letters that are sent for approval but in which no action has been taken yet. The recruiter can send reminders to the offer letter approver and quicken the process of approval and confirmation from the management. 

d. Offer Acceptance Pending

Highlights the number of offer letters that are shared with the candidate but is still awaiting candidate response. The recruiter can remind candidates to view the offer letter and take a decision. This helps in engaging with the candidate and ensuring they accept the offer letter on time.

e. Candidate Task Pending

Highlights the number of candidates who have pending tasks such as uploading a document, attending the robotic interview, completing the chatbot, completing the technical assessment, etc. If the candidate has not yet completed their assigned tasks, the recruiter can send them reminders.