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Recruiting without metrics means repeating the same mistakes. This dashboard gives HR teams and recruiters the data infrastructure to measure what works and what does not.
Pipeline Log: individual candidate tracking with req ID, role, source channel, stage, outcome, days in process, offer status, and salary. Monthly Metrics: rolled-up monthly data covering applications, screens, interviews, offers, hires, average time to fill, offer acceptance rate, and source channel percentages. Dashboard: automated hiring funnel with stage-by-stage conversion rates, six-month trend table pulling from the monthly metrics sheet, and source effectiveness by channel.
FAQS
Q What does the hiring funnel show?
Stage-by-stage conversion rates from applications through screens, interviews, offers, and hires — automatically calculated from the Pipeline Log. For example: 61 applications → 30 screened (49% conversion) → 19 interviewed (63%) → 8 offers made (42%) → 6 hires (75% offer acceptance). This funnel view immediately shows where candidates are dropping out and helps identify whether the problem is sourcing volume, screening criteria, interview process, or offer competitiveness.
Q What source effectiveness data does the dashboard track?
The percentage of applications and hires from each source channel — LinkedIn, referral, agency, and job board. This enables comparison of not just volume (which source sends the most candidates) but quality (which source produces the highest hire rate and offer acceptance rate). Referral programs typically show the highest quality-to-volume ratio; the dashboard makes this visible.
Q What is the 'time to fill' metric and why does it matter?
Time to fill is the number of days from a role being opened to an offer being accepted. It is one of the most important recruiting KPIs because it directly affects business continuity (how long is the team under-resourced) and hiring cost (longer processes cost more in recruiter time, lost productivity, and competitor risk on strong candidates). The Monthly Metrics sheet tracks average time to fill, enabling trend analysis.
Q How does this connect to the Headcount Planning Dashboard?
The Headcount Planning Dashboard tracks which roles are open and their priority; the Recruiting Metrics Dashboard tracks how effectively those roles are being filled. Together they give a complete picture from 'we need to hire' through to 'we have hired' — the planning tool and the performance measurement tool for the same process.
Recruiting without metrics means repeating the same mistakes. This dashboard gives HR teams and recruiters the data infrastructure to measure what works and what does not.
Pipeline Log: individual candidate tracking with req ID, role, source channel, stage, outcome, days in process, offer status, and salary. Monthly Metrics: rolled-up monthly data covering applications, screens, interviews, offers, hires, average time to fill, offer acceptance rate, and source channel percentages. Dashboard: automated hiring funnel with stage-by-stage conversion rates, six-month trend table pulling from the monthly metrics sheet, and source effectiveness by channel.
FAQS
Q What does the hiring funnel show?
Stage-by-stage conversion rates from applications through screens, interviews, offers, and hires — automatically calculated from the Pipeline Log. For example: 61 applications → 30 screened (49% conversion) → 19 interviewed (63%) → 8 offers made (42%) → 6 hires (75% offer acceptance). This funnel view immediately shows where candidates are dropping out and helps identify whether the problem is sourcing volume, screening criteria, interview process, or offer competitiveness.
Q What source effectiveness data does the dashboard track?
The percentage of applications and hires from each source channel — LinkedIn, referral, agency, and job board. This enables comparison of not just volume (which source sends the most candidates) but quality (which source produces the highest hire rate and offer acceptance rate). Referral programs typically show the highest quality-to-volume ratio; the dashboard makes this visible.
Q What is the 'time to fill' metric and why does it matter?
Time to fill is the number of days from a role being opened to an offer being accepted. It is one of the most important recruiting KPIs because it directly affects business continuity (how long is the team under-resourced) and hiring cost (longer processes cost more in recruiter time, lost productivity, and competitor risk on strong candidates). The Monthly Metrics sheet tracks average time to fill, enabling trend analysis.
Q How does this connect to the Headcount Planning Dashboard?
The Headcount Planning Dashboard tracks which roles are open and their priority; the Recruiting Metrics Dashboard tracks how effectively those roles are being filled. Together they give a complete picture from 'we need to hire' through to 'we have hired' — the planning tool and the performance measurement tool for the same process.
