The Team Performance dashboard helps you monitor and analyze recruitment team activity and productivity across your organization. Use this dashboard to track individual recruiter performance, understand workload distribution, measure team efficiency, and identify training or support needs.
This dashboard is designed for talent managers, recruitment leaders, and talent operations teams who need to optimize team performance and ensure consistent recruitment practices.
To request a demo or explore other Analytics capabilities, reach out to your account manager.
Top Line KPI Metrics
The dashboard displays ten key performance indicators that provide a comprehensive view of recruitment team activity and outcomes:
Jobs Opened – Total count of jobs opened in the selected period. Measures job requisition volume and hiring demand across your organization.
Candidates – Total number of applications received. Indicates sourcing effectiveness and employer brand strength in attracting candidates.
Candidates Shortlisted – Total number of candidates progressed to shortlist stage or beyond. Shows how effectively your team filters applications to identify qualified candidates.
Candidates Interviewed – Total number of candidates progressed to interview stage or beyond. Measures conversion from shortlist to interview and indicates interview capacity.
Candidates Talent Pooled – Total number of profiles added to talent pools. Tracks proactive pipeline building and candidate relationship management activities.
Candidates Hired – Total number of successful hires completed. Represents the ultimate outcome of recruitment activities.
Average Days to Hire – Average number of days between job opening and hire. Measures recruitment process efficiency and speed to fill positions.
Average Days Open – Average number of days jobs remain in open status. Indicates how quickly your team moves jobs through the recruitment pipeline.
Offer Acceptance Rate – Percentage of job offers accepted by candidates. Measures the effectiveness of your compensation packages, candidate experience, and closing techniques.
Notification Rate – Percentage of unsuccessful candidates who received rejection notifications. Indicates communication consistency and candidate experience quality for declined applicants.
Visualizations
The dashboard is organized across four tabs providing different perspectives on team performance.
| Visualization | What it shows |
|---|---|
| Overview Tab | |
| Activity Categories by User | Horizontal stacked bar chart showing total activity volume by recruiter, color-coded by activity category (Job Management, Recruitment Pipeline, Profile Management, Communications, Talent Pool Management). Helps identify workload distribution and activity patterns across team members. |
| Activities by Category | Horizontal bar chart displaying total activity counts grouped by the five main activity categories. Shows which types of work consume the most team time and effort. |
| Job Management Activities | Horizontal bar chart breaking down job-related actions (opened, approved, updated, published, held, filled, closed, discarded) with activity counts. Reveals how your team manages job requisitions throughout their lifecycle. |
| Job Management Activities by Recruiter | Horizontal stacked bar chart showing job management activity distribution across recruiters, color-coded by activity type. Identifies which team members handle different job management tasks. |
| Recruitment Pipeline Activities | Horizontal bar chart displaying candidate progression activities (new candidates, screening, shortlist, interview, checks/assessments, offers, hires) with counts. Shows volume at each recruitment stage. |
| Recruitment Pipeline Activities by User | Horizontal stacked bar chart comparing recruitment pipeline activity distribution across team members, color-coded by stage. Identifies who handles different pipeline stages and potential specialization patterns. |
| Profile Management Activities | Horizontal bar chart showing profile-related actions (connections, highlights, notes, ratings, milestones, documents, starred, tags, referrers) with counts. Indicates how actively your team builds candidate relationships and maintains profile data quality. |
| Profile Management Activities by User | Horizontal stacked bar chart breaking down profile management activities by recruiter, color-coded by action type. Shows which team members focus on candidate relationship building. |
| Communications Activities | Horizontal bar chart displaying communication volumes (messages sent/received, job invites sent/accepted/declined/viewed, talent community invites, live market connections). Measures outreach and engagement activity levels. |
| Communications Activities by User | Horizontal stacked bar chart showing communication activity distribution across recruiters, color-coded by communication type. Identifies who drives candidate outreach and engagement. |
| Talent Pool Activities | Horizontal bar chart tracking talent pool membership additions. Measures proactive pipeline building efforts. |
| Talent Pool Activities by User | Horizontal stacked bar chart comparing talent pool contribution across team members, color-coded by pool. Shows who actively builds talent pools and which pools receive the most attention. |
| Deep Dive Tab | |
| Jobs Opened by [Dimension] | Bar chart comparing job opening volume across your selected dimension (e.g., recruiter, job category, location). |
| Candidates by [Dimension] | Bar chart showing application volume segmented by your chosen dimension. |
| Candidates Shortlisted by [Dimension] | Bar chart analyzing shortlist progression broken down by dimension. |
| Candidates Interviewed by [Dimension] | Bar chart comparing interview volume across different segments. |
| Candidates Talent Pooled by [Dimension] | Bar chart showing talent pool additions segmented by your selected dimension. |
| Candidates Hired by [Dimension] | Bar chart comparing hire volume across different segments. |
| Average Days to Hire by [Dimension] | Bar chart showing time-to-hire efficiency segmented by dimension for comparative analysis. |
| Average Days Open by [Dimension] | Bar chart displaying job open duration broken down by your chosen dimension. |
| Offer Acceptance Rate by [Dimension] | Bar chart comparing offer acceptance rates across different segments. |
| Notification Rate by [Dimension] | Bar chart analyzing rejection notification consistency segmented by dimension. |
| Team Members Performance Tab | |
| Individual Recruiter Performance Table | Comprehensive performance scorecard for each team member showing all KPI metrics, enabling direct comparison and identification of top performers or coaching opportunities. |
| Row Data Tab | |
| Activities Detail Table | Granular activity log with date, user, activity type, category, job title, candidate name, and associated entity details for detailed audit and troubleshooting. |
[Screenshot: Overview tab showing KPI tiles and activity breakdowns by category and user]
Filters
Use filters to narrow your analysis to specific time periods, team members, job types, or activity categories:
Date-based filters:
- Date (default: last 24 months) – Filter data by specific date ranges or months to analyze performance trends over time
Team and organizational filters:
- Company User Name – Filter by specific recruiters or team members to analyze individual performance
- Company – Filter by organization or business unit if your instance supports multiple entities
Job-related filters:
- Recruiter Name – Filter by job owner/assigned recruiter
- Vacancy Name – Filter by specific job requisitions
- Job Vacancy Segment – Filter by job category or department
- Job Vacancy Sub Category – Filter by more granular job classification
Activity filters:
- Activity Type – Filter by specific recruitment actions (shortlist, interview, hire, etc.) to analyze particular process steps
Deep Dive Options
The Deep Dive tab includes a dynamic parameter called Show Deep Dive By that lets you slice all visualizations by different dimensions. Select from these options to compare team performance across segments:
- Profile Gender
- Connected Profile Availability
- Connected Profile State
- Recruiter Name
- Job Vacancy Category
- Job Vacancy Sub Category
- Candidate Source Group
- Custom fields for Connected Profiles
This parameter updates all Deep Dive visualizations simultaneously, making it easy to identify performance patterns, workload imbalances, or specialization opportunities across different dimensions.
[Screenshot: Deep Dive tab with Show Deep Dive By parameter selector]
Understanding Key Calculations
Activity Categories
The dashboard organizes recruitment work into five main activity categories:
Job Management – Actions related to job requisition lifecycle including opening, approving, publishing, updating, holding, filling, closing, and discarding jobs. These activities track how your team manages hiring demand.
Recruitment Pipeline – Candidate progression activities from application through hire including new applications, screening, shortlisting, interviewing, checks/assessments, offers, and successful hires. These activities represent core recruitment process execution.
Profile Management – Candidate relationship building actions including profile connections, highlights, notes, ratings, milestone tracking, document uploads, starred profiles, tagging, and referrer additions. These activities indicate proactive talent network development.
Communications – Outreach and engagement activities including messages sent/received, job invitations (sent/accepted/declined/viewed), talent community invitations, and live market connections. These activities measure candidate engagement efforts.
Talent Pool Management – Adding profiles to talent pools for targeted campaigns or future opportunities. These activities track strategic pipeline building beyond immediate job requirements.
Volume Metrics
Jobs Opened counts unique job requisitions where the opening activity occurred in the selected period. This metric is calculated from activity_type_id = 914 (job opened event).
Candidates counts unique applications received, calculated from activity_type_id = 901 (application submitted event). This represents gross candidate volume entering your recruitment pipeline.
Candidates Shortlisted, Candidates Interviewed, and Candidates Hired count unique candidates who progressed to each respective stage, filtered by specific activity_type_ids (913 for shortlist, 914 for interview, 200 for hire).
Candidates Talent Pooled counts unique profile-to-pool assignments, calculated from activity_type_id = 1119 (talent pool member added event). This tracks proactive pipeline building distinct from active job applications.
Efficiency Metrics
Average Days to Hire calculates the mean time between job opening and hire completion across all closed positions in the selected period. Shorter durations indicate more efficient recruitment processes and faster time-to-fill performance.
Average Days Open calculates the mean time jobs spend in open status. This metric helps identify bottlenecks, capacity constraints, or positions that are difficult to fill.
Quality Metrics
Offer Acceptance Rate divides accepted job offers by total offers created, expressed as a percentage. Higher rates indicate competitive compensation, positive candidate experience, and effective closing techniques. Lower rates may signal compensation misalignment, candidate experience issues, or competitor counteroffer challenges.
Notification Rate divides unsuccessful candidates who received rejection notifications by total unsuccessful candidates, expressed as a percentage. Higher percentages indicate consistent communication practices and better candidate experience. Lower percentages may reveal process gaps or capacity constraints that prevent timely candidate communication.
Activity Distribution Analysis
The Activity Categories by User and category-specific breakdowns show how work is distributed across your team. Balanced distributions suggest effective workload sharing, while significant imbalances may indicate:
- Specialization patterns (intentional or unintentional)
- Capacity constraints on specific team members
- Training needs where certain activities concentrate with few individuals
- Opportunities to redistribute work for better team utilization
Related Articles
- Talent Analytics Dashboard - Hiring
- Talent Analytics Dashboard - Candidate Pipeline (link TBD after publishing)
- Talent Analytics Dashboard - Active Vacancies
- Talent Analytics Dashboard - Talent Community & Pools (link TBD after publishing)
- Feature Overview - Humanforce Analytics
Additional Information
To request a demo of Humanforce Analytics, reach out to your account manager.
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