The recruitment dashboard your ATS does not have
Your applicant tracking system already reports time to hire. It cannot tell you whether the process was worth going through. This is what a recruitment dashboard shows once candidate and hiring manager feedback sits next to the throughput, inside the wider candidate experience platform.
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The half your pipeline numbers cannot show
A recruiting dashboard usually means time to hire, cost per hire and offer acceptance, and your applicant tracking system already reports those properly. None of them say whether the process was any good to go through. What to put on this side is covered in the candidate experience metrics.
- Time to hire and time in stage
- Cost per hire and source of hire
- Offer acceptance and drop-off rates
- Pipeline volume by requisition
- Whether the process was clear to go through
- Where in the journey the experience falls away
- Which recruiter or hiring manager owns a weak score
- What hiring managers thought of the search
Neither list replaces the other. A slow offer stage shows up on the left as elapsed days and on the right as candidates saying the wait went unexplained.
What a recruitment analytics dashboard opens into
A candidate report is not one page. These are the views a recruitment analytics dashboard opens into, in the order most people use them.
Sample data.
Participation, response counts and key stats, with the strongest and weakest drivers surfaced. The read before a hiring review.
Broken down the way hiring is actually organised
A single company-wide score gives a recruiting lead nothing to act on. These are the dimensions the scores break down by, which is what turns a number into an owner, and the starting point for improve candidate experience.
By recruiter
Primary Recruiter and Recruiter Manager are supported dimensions, so a weak process score has someone who can change it.By hiring manager
Hiring Manager is available as a score-card dimension, alongside second-line manager and location. It is also who answers the hiring manager feedback survey.By job and family
Job, Job Category, Job Profile, Job Family and Job Family Group, so engineering hiring and frontline hiring are never averaged together.Renamed to your wording
Dimensions carry custom display labels, so the dashboard uses the words your hiring team already uses rather than ours.
The report does not have to stay on the screen
A hiring review happens in a room, not in a browser tab. Three things matter more than they sound like they should.
Exports, in batch
Reports export as PDF and PowerPoint once enabled for the account. A demographic-wise batch runs as a set, tracked as it processes, and comes back as a ZIP or a set of links by email.Share without a login
Guest access lets someone read a specific report without being given a full account, which is what you want for an exec sponsor or an external partner who needs the number once a quarter.Scope it to a period
Date-range controls scope the dashboard to the window you are reviewing, or compare against a specific survey, so a quarterly hiring review is not reading against all time.Permissions still apply
Export and sharing rights are set separately for admins, sub-admins and managers, and the candidate reporting threshold applies to an exported cut exactly as it does on screen.
A dashboard that cannot be used to single someone out
Candidate feedback is more sensitive than employee feedback in one specific way, and it is not the questions. It is that the cohorts are small enough to guess at.
- Cohorts shown in full74%
- Shown only in the total18%
- Below the threshold, hidden8%
Sample figures. The candidate threshold is set separately from the employee one, because hiring cohorts are far smaller: a recruiter who ran four searches this quarter is identifiable in a way a department of two hundred is not.
Recruitment dashboards, answered
What is a recruitment dashboard?
A recruitment dashboard is a single screen showing how hiring is performing. Most of them report throughput: time to hire, cost per hire, source of hire, offer acceptance. CultureMonkey's covers the half those miss, which is what the process felt like to the people going through it: driver scores from candidate surveys, participation, and the strongest and weakest parts of the experience, broken down by recruiter, hiring manager, job family and stage. It is part of a wider candidate experience platform rather than a replacement for your ATS reporting.
Does it replace the reporting in our ATS?
No, and it is not trying to. Your applicant tracking system owns the pipeline numbers and will always be the better source for them. What it does not hold is why a stage underperforms: an offer stage that is slow shows up in your ATS as elapsed days, and shows up here as candidates saying the wait went unexplained. The two are most useful open next to each other.
What can the dashboard be broken down by?
Driver scores break down by Job, Job Category, Job Profile, Job Family, Job Family Group, Primary Recruiter and Recruiter Manager, with demographic filtering to focus on one segment. The candidate lifecycle view adds configurable score-card dimensions, including Hiring Manager, second-line manager and Location, and those dimensions can be given your own display labels. The full list of what gets scored is on the candidate experience metrics page.
Can hiring managers see candidate feedback about their own roles?
Reports are accessible according to each person's permissions, and Hiring Manager is one of the dimensions results break down by, so feedback can be scoped to the roles a manager owned. A candidate-specific anonymity threshold applies on top of that, set separately from the employee threshold, and any cut below it is not displayed. That matters more here than on the employee side because hiring cohorts are small.
Why is participation shown next to the scores?
Because a score means something different depending on how many people it came from. A driver sitting at 8.1 on two thirds of a cohort is a finding; the same 8.1 on a fifth of it is a hypothesis, and usually a flattering one, because the people who answer tend to be the ones who had a decent time. The summary carries participation and response counts alongside the drivers for that reason.
See candidate sentiment on the same screen as your hiring numbers
Scored by recruiter, hiring manager, job family and stage.