A dashboard is a centralised, visual interface that transforms complex data into clear, actionable insights enabling real-time monitoring, smarter decision-making, and efficient management of key operations.
Here's an elaboration on the purpose of each setup step:
- Step 1. How to Use?: A dashboard provides a comprehensive overview of key metrics by consolidating data from multiple sources into visual formats such as charts, graphs, and tables. It simplifies complex information, helping users track progress, identify trends, and address issues in real time. By presenting clean, organised visuals, dashboards minimise manual data analysis and maximise operational efficiency.
- Step 2. Configure Dashboard – Admin/Super Admin Users: Admins can configure global dashboard settings that define what end users can view based on their roles, teams, and access levels. This ensures that each user sees relevant, permission-based insights tailored to their operational needs, enabling accurate monitoring and performance measurement across the organisation.
- Step 3. Configure Dashboard – End Users (Recruiters): End users can personalise certain dashboard components as defined by the admin. While role-based fields like User Role, Team, Access Level, and Users remain fixed, recruiters can customise elements such as dashboard name, date ranges, visibility options, custom section names, and the order of sections and subsections to suit their workflow.
- Step 4. My Dashboard: A personalised workspace offering a quick snapshot of key activities, performance metrics, and real-time updates—helping users prioritise tasks and monitor their daily operations more effectively.
- Step 5. My Meetings & My Tasks: Users can view all scheduled meetings and pending tasks in one place. This section ensures clear visibility of upcoming commitments, enabling better planning, time management, and timely follow-ups.
- Step 6. My Performance: This section provides a detailed overview of individual, team, and organisational performance based on key recruitment KPIs. It helps users track accomplishments, identify areas of improvement, and align their goals with business objectives.
- Step 7. Engagement & Activities Require Attention
- Engagement: Displays overall engagement metrics with multiple chart formats (Pie, Line, Bar, Column) to help users analyse interaction trends.
- Activities Require Attention: Highlights unread notifications and pending actions specific to the user. This section is not affected by job workflow or job status and focuses solely on activities requiring immediate attention.
- Step 8. Recruitment Funnel – Admin and End Users: Provides a complete visual representation of the recruitment lifecycle—from job creation to candidate placement. It showcases key metrics at every stage, enabling both admins and recruiters to evaluate performance, identify bottlenecks, and optimise hiring efficiency.
- Step 9. Job-Related Filters: Includes filters such as Job Workflow, Jobs, and Exclude Closed Jobs. These filters help refine dashboard data to show only relevant job metrics, ensuring clarity and accuracy in performance analysis.
- Step 10. Dashboard Indicators: Displays high-value metrics such as Active Jobs, Open Placements, Candidates Processed, and more. These indicators help users quickly monitor critical KPIs and track progress across the recruitment cycle based on selected filters.
- Step 11. Recruitment Funnel Section: Provides a focused overview of the hiring journey for each job, showing how candidates move through the funnel and highlighting stages where action is needed.
- Step 12. Job Pipeline: Shows the conversion ratio from clients to job creation, helping measure client engagement, job inflow, and the overall health of the recruitment pipeline.
- Step 13. Application ROI (Return on Investment): Displays insights into candidate engagement by comparing visitor and application data from the last 7 days against the previous 7 days. It highlights candidate sources (Application Form, EOH, etc.) and tracks applications started vs. applications submitted to help measure recruitment marketing effectiveness.
