Recruitment Metrics Dashboard Template
Track your key recruitment metrics with this ready-to-use dashboard template
Track your key recruitment metrics with this ready-to-use dashboard template
This recruitment metrics dashboard template provides a comprehensive framework for tracking, analyzing, and visualizing your organization's recruitment performance. By monitoring these key metrics, you can identify bottlenecks, optimize your hiring process, and make data-driven decisions to improve your recruitment outcomes.
How to Use This Template: This HTML file serves as a visual representation of the dashboard. The actual template is available as an Excel spreadsheet and a Google Sheets version that you can download and customize for your organization's needs.
| Department | Positions Filled | Avg. Time to Fill | Avg. Cost per Hire | Quality of Hire | 90-Day Retention |
|---|---|---|---|---|---|
| Engineering | 12 | 35 days | $5,200 | 88% | 100% |
| Sales | 8 | 22 days | $3,800 | 82% | 87.5% |
| Marketing | 5 | 28 days | $4,100 | 90% | 100% |
| Customer Support | 15 | 18 days | $2,900 | 85% | 93.3% |
| Product | 6 | 32 days | $4,800 | 92% | 100% |
Focus on technical hiring metrics such as technical assessment scores, time to fill for specialized roles, and diversity in technical positions.
Emphasize credentials verification time, compliance metrics, and retention rates for critical healthcare positions.
Highlight seasonal hiring efficiency, time to productivity, and store-level hiring performance.
Focus on risk assessment in hiring, regulatory compliance metrics, and quality of hire for client-facing roles.
These metrics can typically be extracted directly from your Applicant Tracking System (ATS) or HRIS. Set up regular exports or API connections to automate data collection.
Collect data through performance reviews, hiring manager surveys, and retention tracking. Implement standardized scoring systems for consistency.
Use post-application and post-interview surveys to gather feedback. Consider implementing a candidate NPS system for standardized measurement.
Collect through voluntary self-identification during the application process. Ensure compliance with privacy regulations and use aggregate data only.
Pro Tip: Create a data dictionary that clearly defines each metric, its calculation method, data source, and update frequency to ensure consistency in reporting.
Look for stages in the recruitment process with longer-than-average time periods or lower-than-average conversion rates. These indicate potential bottlenecks that need attention.
Compare cost per hire, quality of hire, and time to fill across different sourcing channels to determine which channels provide the best ROI.
Analyze metrics by recruiter to identify best practices and opportunities for coaching or process improvement.
Use trend analysis to measure the impact of process changes or new initiatives on key recruitment metrics.