The Hiring dashboard helps you track and analyze hiring performance across your organization. Use this dashboard to monitor the volume, speed, quality, and sources of hires, enabling you to optimize recruitment strategies and measure diversity outcomes.
This dashboard is designed for talent acquisition teams, recruiters, and hiring managers who need to assess hiring effectiveness and make data-driven decisions about recruitment channels and processes.
To request a demo or explore other Analytics capabilities, reach out to your account manager.
Top Line KPI Metrics
The dashboard displays twelve key performance indicators organized in two rows of six tiles:
Hires – Total number of candidates hired during the selected period. Includes candidates with status Offer Accepted, Hired, or Onboarding.
Talent Community Hires – Total number of hires sourced from Talent Community and Talent Pools. Measures the effectiveness of your talent community investment.
Days To Hire – Average calendar days from when a job opened to when a candidate was hired. Helps you track recruitment speed and identify opportunities to accelerate hiring.
Days Application to Hire – Average days from when a candidate applied to when they were hired. Measures the efficiency of your evaluation process after application.
Application per Hire – Average number of applications received per successful hire. Indicates the volume of candidate interest needed to make successful hires.
Shortlist per Hire – Average number of applications reaching shortlist stage or beyond per successful hire. Shows how effectively your initial screening filters candidates.
% Filled on Time – Percentage of hires that met the target days-to-fill timeline. Measures whether positions are being filled within planned timeframes.
% Talent Community Hires – Percentage of total hires sourced from Talent Community and Talent Pools. Indicates the contribution of your talent pipeline.
% Female Hires – Percentage of total hires that are female. Supports diversity tracking and inclusion initiatives.
% Referral Hires – Percentage of total hires from referrals. Indicates the contribution of your referral program to overall hiring.
% Internal Hires – Percentage of total hires that are internal. Measures the balance between internal promotion and external recruitment.
% Rehires – Percentage of candidates who have been hired before (excluding internal hires). Tracks boomerang hires returning to your organization.
Visualizations
The dashboard is organized across multiple tabs providing different perspectives on hiring performance.
| Visualization | What it shows |
|---|---|
| Overview Tab | |
| Hires (Monthly Trend) | Line chart showing total hires over time, helping you identify seasonal patterns and track recruitment volume trends. |
| Days to Hire, Days from Application to Hire | Combination line chart tracking both average days to hire and days from application to hire over time, showing improvements or challenges in recruitment speed. |
| Internal Hires (Monthly Trend) | Combination chart showing internal hire count and percentage of internal hires over time. |
| Referral Hires (Monthly Trend) | Combination chart tracking referral hire count and percentage of referral hires over time. |
| Source of Hires | Donut chart displaying the distribution of hires across different recruitment channels (Agency, Careers Website, Talent Community & Talent Pools, Referrals, Other). |
| Source Effectiveness | Stacked bar chart showing high-level view of all sources and their performance, including hire counts, average job candidates, average candidate days to hire, and average days application to hire. |
| Deep Dive Tab | |
| Hires by [Dimension] | Bar chart comparing hiring volume across your selected dimension (e.g., job category, recruiter, location, gender). |
| Days to Hire by [Dimension] | Combination chart comparing average days to hire across different segments. |
| Days From Application to Hire by [Dimension] | Bar chart analyzing application-to-hire speed segmented by your chosen dimension. |
| Applications per Hire by [Dimension] | Bar chart showing application volume requirements broken down by dimension. |
| Shortlist per Hire by [Dimension] | Bar chart comparing shortlist requirements across different segments. |
| % Filled on Time by [Dimension] | Bar chart showing on-time fill rates segmented by your selected dimension. |
| % Female Hires by [Dimension] | Bar chart comparing female hire percentages across different segments. |
| Source Effectiveness by [Dimension] | Detailed table analyzing which recruitment sources perform best for different job categories, locations, or other dimensions. |
| Raw Data Tab | |
| Detailed Hiring Table | Comprehensive table listing individual hires with all available metrics and dimensions for detailed analysis. |
[Screenshot: Overview tab showing KPI tiles in two rows, hiring trends, and source distribution]
Filters
Use filters to narrow your analysis to specific time periods, candidate characteristics, job attributes, or team members:
Date-based filters:
- Job Candidate Hired At – Filter by hire date (supports "On or after Last 24 Months" and other date ranges)
Candidate characteristics:
- Job Candidate Source Group – Filter by application source categories (e.g., Talent Community & Talent Pools, Referrals, Agency, Careers Website)
- Job Candidate Source – Filter by specific source channels
- Connected Profile Relationship – Filter by candidate relationship status
- Connected Profile Gender – Filter by candidate gender
Job characteristics:
- Job Vacancy Expression Of Interest – Filter by expression of interest status
- Job Vacancy Segment – Filter by business segment
- Job Vacancy Id – Filter by unique job identifier
- Job Vacancy Type – Filter by job type
- Job Vacancy State – Filter by job location
- Job Vacancy Category – Filter by job category or department
- Job Vacancy Title – Filter by job title
Recruiter and hiring team:
- Recruiter Name – Filter by assigned recruiter
- Hiring Manager Name – Filter by hiring manager
- Job Vacancy Collaborators – Filter by team members involved in hiring
Recruitment process:
- Job Offer Recruitment Method – Filter by recruitment method (e.g., internal hire, external hire)
Deep Dive Options
The Deep Dive tab includes a dynamic parameter called Show Deep Dive By Profile Gender (default) that lets you slice all visualizations by different dimensions. Select from these options to compare hiring performance across segments:
- Profile Gender (default)
- Profile Current Relationship
- Profile Location State
- Profile Availability
- Profile Relocation Willingness
- Job Recruiter Name
- Job Category
- Job Location State
- Application Source Group
- Custom fields for Job Vacancies or Job Offers
This parameter updates all Deep Dive visualizations simultaneously, making it easy to identify which recruiters, job categories, locations, or sources are performing best without manually adjusting filters.
[Screenshot: Deep Dive tab with Show Deep Dive By parameter selector showing hiring metrics by dimension]
Understanding Key Calculations
Hire Definition
A hire is defined as a candidate whose status is Offer Accepted, Hired, or Onboarding. All hire metrics filter to activity type ID -200, which represents a hire event in the system.
Time-to-Hire Metrics
Days to Hire measures the calendar day difference between when a job vacancy was opened and when the candidate was hired. This metric reflects the total recruitment cycle time from job posting to offer acceptance.
Days Application to Hire measures the calendar day difference between when the candidate submitted their application and when they were hired. This metric focuses specifically on the evaluation and selection process after application.
These two metrics together help you understand where time is spent in your recruitment process—before or after candidates apply.
Efficiency Ratios
Application per Hire divides the total number of applications received by the number of successful hires. For example, if you received 100 applications and made 10 hires, your ratio is 10:1.
Shortlist per Hire divides the number of candidates who reached shortlist stage or beyond by the number of successful hires. This indicates how many candidates pass initial screening for each successful hire.
Lower ratios suggest more efficient candidate sourcing and screening processes. Higher ratios may indicate the need to improve job targeting, candidate attraction, or screening criteria.
Source Effectiveness
The dashboard tracks hires by recruitment channel to help you assess which sources produce the best results:
- Talent Community Hires come from candidates in your Talent Community & Talent Pools
- Internal Hires use the internal recruitment method (career progression or transfers)
- Referral Hires come from employee referral programs
- Agency Hires come from recruitment agencies
- Careers Website Hires come from direct applications via your careers page
- Other sources include job boards, LinkedIn, and other channels
Comparing both volume (total hires) and percentage (% of total hires) across sources helps you understand channel effectiveness and optimize recruitment investment. The Source Effectiveness visualization provides a high-level comparison showing hires, average job candidates, average candidate days to hire, and average days from application to hire for each source.
On-Time Performance
% Filled on Time measures how many hires occurred within the target days-to-fill timeline set for each job vacancy. This metric only includes jobs where a target timeline was defined. Higher percentages indicate better planning accuracy and execution speed.
Diversity Metrics
% Female Hires calculates the percentage of total hires that are female. This metric supports diversity tracking and can be segmented by job category, location, or other dimensions to identify opportunities for more equitable hiring outcomes.
Rehires
% Rehires measures the percentage of hires who have been hired by your organization before (excluding internal hires). These "boomerang hires" return to the organization after previously leaving, which can indicate strong employer brand and positive alumni relationships.
Related Articles
- Talent Analytics Dashboard - Candidate Pipeline (link TBD after publishing)
- Talent Analytics Dashboard - Active Vacancies
- Talent Analytics Dashboard - Talent Community & Pools
- Feature Overview - Humanforce Analytics
Additional Information
To request a demo of Humanforce Analytics, reach out to your account manager.
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