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My Dashboard

My Dashboard provides a centralised view to easily track tasks, performance metrics, and real-time updates. Designed for quick insights, it offers a streamlined way to manage priorities and monitor activity effectively. 

To navigate to My Dashboard screen, follow these steps:

  • Click on Home from the main header and select Dashboard.

Information: If the dashboard is not yet configured, you will only see the Configure Dashboard option; after configuration, the Launch Dashboard option will become available.

  • Click Launch Dashboard. This will navigate you to the Recruitment Funnel screen by default.

Dashboard - Launch Dashboard

  • Click on My Dashboard.

Information: The default view depends on the user's menu access. If a user lacks access to the Recruitment Funnel but has access to My Dashboard, then My Dashboard will be the default view.

Note: You can easily switch between the My Dashboard and Recruitment Funnel tabs by clicking on them as needed.

Note: On the top of the My Dashboard you will see a static menu which will be common for all the tabs like My dashboard, Recruitment Funnel, etc., which shows the Organisations logo, Organisations selection, Set dashboard as default, Data Period, Team(s), User(s), Settings, Refresh, and the Menu (My Dashboard &  Recruitment Funnel).

Note: At the top of My Dashboard, you will find a static menu common to all tabs, including My Dashboard and Recruitment Funnel. This menu displays the organisation's logo, organisation selection, options to set the dashboard as default, date period, team(s), user(s), settings, refresh button, and access to various sections such as My Dashboard & Recruitment Funnel. To read more on the static filters, click here: Function of each static filter.

Note: The static filters are hidden by default. Click on Global Filter to expand the section.

Information: Admin users will see the Users field automatically populate with a list of all employees (including the logged-in user). There’s no team dependency until a team is selected. They can search for multiple users and view all jobs (public, protected, confidential) where they are the primary or job owner within the selected workflow. For non-admin users, the system also displays the logged-in user by default in the user list. If they select a team, they can view all public, private, and protected jobs where they are primary owner or job owner. If selected members have not created any jobs, the date will not appear in any sub-section for them.

Note: Data in all sections, except for Meetings, Activities Requiring Attention, and Tasks, will display information specific to the logged-in user. Sections like My Performance and Engagements will show data for the logged-in user if no team is selected. If a team is selected, these sections will reflect data for the entire team, including the logged-in user.

Information: To read more on the job-related filters, click here: Job-related Filters – Recruitment Funnel.

Overview of Dashboard Indicators functionality:

  • Click on the collapse or expand button to toggle the visibility of the section and view more or less information.

Information: The indicators displayed below will now reflect based on the filters you’ve applied. For instance, if you selected a specific workflow and 10 jobs fall under it, all indicators will reflect data from those 10 jobs.

Information: Select the indicators you wish to display on your dashboard. For more information, click here: Configure settings for admin and end users.

Note: Your dashboard indicators compare your performance against the organisation’s average. Indicators display performance differences with arrows and colours:

  • Green up arrow: Your performance is better than the organisation.
  • Red down arrow: Your results lag the organisation’s benchmark.

Each indicator has unique performance criteria. Detailed explanations with examples for each are provided below:

  • Time to Fill: This indicator calculates the average days taken to fill a position, from job creation to offer acceptance (Formula: Time to Fill = Offer Acceptance Date (Hired Date) - Job Creation Date).
    • For example: If Job 1 is created on 12-May with a headcount of 2, and out of 4 candidates, 2 candidates accept the offer and move to the Hired stage, the Time to Fill is calculated as follows: The first candidate moves to the Hired stage on 18-May, resulting in a Time to Fill of 6 days (18-May - 12-May). The second candidate moves to the Hired stage on 20-May, resulting in a Time to Fill of 8 days (20-May - 12-May). Since Time to Fill is determined by the maximum time taken to fill the job, the Time to Fill for Job 1 is 8 days.
    • For Job 2, with a headcount of 1, the candidate moves to the Hired stage on 22-May, resulting in a Time to Fill of 10 days (22-May - 12-May).
    • For Job 3, with a headcount of 2, only 1 candidate is hired. As the headcount requirement is not fully met, Job 3 is not considered filled and is excluded from the calculation.
    • The total Time to Fill across the two filled jobs (Job 1 and Job 2) is 18 days (8 days + 10 days). Dividing this total by the number of filled jobs (2) gives an average Time to Fill of 9 days.
    • Job 1 took 8 days to fill, Job 2 took 10 days, and Job 3 was excluded as it was not filled. The average Time to Fill is 9 days.

Note: A job is considered filled only when the total headcount matches the number of candidates in the Hired stage.

    • The organisational average is calculated by including all recruiters' performance. For instance, if Recruiter 1 takes 10 days, Recruiter 2 takes 5 days, and Recruiter 3 takes 6 days, the organisational average is calculated as (10 + 5 + 6) / 3 = 7 days. This average, such as 7 Days, is displayed in a tooltip when hovering over the Time to Fill indicator.
      • In this scenario, taking 5 days would display a green upward arrow (2), while taking 9 days would display a red downward arrow (-2).

Note: Hovering over the indicator box shows the organisation’s average for all indicators.

  • Time to Hire: Average time to hire candidates, calculated using only hired candidates. Formula: Time to Hire = Total Days to Hire / Total Hired Candidates.
    • Example: If it takes 30 days to hire 2 candidates, Time to Hire = 30 / 2 = 15 days.
    • For multiple jobs: Job 1: Time to hire = 8 days, 4 candidates hired. Job 2: Time to hire = 5 days, 2 candidates hired. Calculation: (8 + 5) / (4 + 2) = 13 / 6 = 2.17 days (3 days).
    • The Time to Hire organisation metric reflects the average time it takes to hire candidates, based on the performance of all recruiters in the organisation.

Note: This metric evaluates the performance of all recruiters in the organisation based on the time it takes to hire candidates.

      • Example Calculation: If 2 candidates hired takes 10 days, 4 candidates hired takes 5 days, and 3 candidates hired takes 6 days to hire candidates:
      • Average Organisation Time to Hire = (10 + 5 + 6) days / (2+4+3) candidates hired. The Org. Average Time to Hire (2 days).
      • Individual Performance Comparison: If your Time to Hire is 5 days and the organisation average is 7 days, it shows you are performing better. The positive difference (7 - 5 = 2 days) will display with a green upward arrow.
      • Conversely, if your Time to Hire is 9 days and the organisation average is 7 days, it reflects slower performance. The negative difference (7 - 9 = -2 days) will display with a red downward arrow.

Note: Numbers with a decimal value of 0.5 or above will be rounded up to the nearest whole number, while numbers below 0.5 will be rounded down to the nearest whole number. For example, 4.5 will be rounded to 5, whereas 4.3 will be rounded to 4.

Information: To learn how to set up a job workflow and explore its stages and stage types, click here: Setup a New Job Workflow Hiring Process & Understanding Job Workflow and its stages.

  • Awaiting Shortlisting displays the number of unread applications in the applied stage for each job. For instance, if Job 1 has 5 applications (2 read, 3 unread), then Awaiting Shortlisting = 3. For Job 2, with 3 applications (2 read, 1 unread), Awaiting Shortlisting = 1. Thus, Recruiter 1’s total Awaiting Shortlisting = 4 (3+1) applications, and the average for Recruiter 1 is 4 applications / 2 jobs = 2 applications.
    • Organisation Metric applies the same calculation across recruiters. If Recruiter 1 = 4 and Recruiter 2 = 5, then Org Average Awaiting Shortlisting = (4 + 5) / 2 = 4.5 applications.
      • If your average is 4 applications compared to an organisation average of 7, it indicates better performance and shows as 3 in green with an upward arrow. Conversely, if your average is 7 applications and the organisation average is 5, it reflects a lower performance and displays as -2 in red with a downward arrow.
  • Awaiting Screening calculates the total of unread applications in the applied stage plus those in the shortlisted stage. For example, Job 1 has 3 unread applications in applied and 1 in shortlisted, totalling 4 applications awaiting screening. Job 2 has 1 unread in applied and 1 in shortlisted, totalling 2. Recruiter 1’s total Awaiting Screening is 6 applications (4+2), with an average of 3 applications per job (6 applications / 2 jobs).
    • Organisation Metric: This is calculated across all recruiters. For example, if Recruiter 1 has 6 and Recruiter 2 has 4, then the Org Average Awaiting Screening is 5 applications ((6 + 4) / 2 recruiters).
      • If your average is 4 applications compared to an organisation average of 7, it indicates better performance and shows as 3 in green with an upward arrow. Conversely, if your average is 7 applications and the organisation average is 5, it reflects a lower performance and displays as -2 in red with a downward arrow.
  • Offer Acceptance Rate (OAR): Displays the acceptance rate for offers made, along with an arrow indicating performance compared to the organisation’s average.
    • For example: For two jobs, Job 1 has 4 candidates and Job 2 has 2 candidates.
      • In Job 1, 1 candidate is in the Offered stage, and 2 candidates are in the Hired stage (one passed through Offered, and one moved directly from Screening), totalling 3 offers made. In Job 2, there is 1 candidate in the Offered/Hired stage, so total offers made for both jobs = 4.
      • Total calculations: Total offers made = 3 (Job 1) + 1 (Job 2) = 4, Total offers accepted = 2 (Job 1) + 1 (Job 2) = 3, Offer Acceptance Rate = (Total offers accepted / Total offers made) * 100 = (3 / 4) * 100 = 75%.

Note: If no Offered stage is mapped, the system considers candidates in the Hired stage as candidates in the Offered stage.

    • The organisation’s OAR is calculated by aggregating the total offers made and accepted across all recruiters.
        • For example, if Recruiter 1 has made 4 offers (3 for Job 1, 1 for Job 2) and accepted 3 offers (2 for Job 1, 1 for Job 2), and Recruiter 2 has made 3 offers and accepted 2 offers, the total for all recruiters would be:
          • Total offers made = 4 (Recruiter 1) + 3 (Recruiter 2) = 7 and Total offers accepted = 3 (Recruiter 1) + 2 (Recruiter 2) = 5.
          • OAR = (Total offers accepted / Total offers made) * 100 = (5 / 7) * 100 = 71%.
            • If your OAR is 71% and the organisation’s OAR is 67%, the system will display a green upward arrow (+4%), indicating better performance. Conversely, if your OAR is 60% and the organisation's is 67%, it will display a red downward arrow (-7%), highlighting the need for improvement. 
  • Offer Decline Rate (ODR): Candidates who were initially in the Offered or Hired stage but later moved to the Rejected stage are counted as declined offers (Formula: ODR = (Offers declined / Offers made) * 100).
      • For example, if Job 1 had 1 offer declined and Job 2 had 1, the Total offers declined would be:
        • Total offers declined = 1 (Job 1) + 1 (Job 2) = 2 & Total offers made = 4 (Job 1 + Job 2).
        • The ODR for this example would be: ODR = (2 / 4) * 100 = 50%.
      • The organisation's ODR is calculated similarly for all recruiters. For instance, if Recruiter 1 has 4 offers made and 2 declined, and Recruiter 2 has 3 offers made and 2 declined, the total for all recruiters would be:
        • Total offers made = 4 (Recruiter 1) + 3 (Recruiter 2) = 7 & Total offers declined = 2 (Recruiter 1) + 2 (Recruiter 2) = 4.
        • The Org. Offer Declined Rate is: ODR = (4 / 7) * 100 = 57%.
        • If your ODR is 29% and the organisation’s ODR is 42%, the system will display a green downward arrow (-13%), indicating better performance. Conversely, if your ODR is 45% and the organisation's is 42%, it will display a red upward arrow (3%), highlighting the need for improvement.
  • Pending Offers are calculated as Offers Made - (Offers Accepted + Offers Declined). Offers Made include candidates in the Offered and Hired stages. Offers Accepted are those in the Hired stage, and Offers Declined are candidates moved from Offered or Hired to Rejected.
      • For example, if there are 200 offers made, 20 accepted, and 60 declined, Pending Offers = 200 - (20 + 60) = 120.
      • The Average Pending Offers is calculated by averaging across recruiters. If Recruiter 1 has 10 and Recruiter 2 has 6 pending offers, the Org. Average = (10 + 6) / 2 (number of recruiters) = 8.
      • For this indicator, a lower Pending Offers count compared to the Org. Average is favourable.
        • If your Pending Offers are 3 below the Average (e.g., your Pending Offers = 3, Org. Average = 6), it indicates a positive trend (shown in green with an upward arrow) and will show -3.
        • If your Pending Offers are 3 above the Org. Average (e.g., your Pending Offers = 9, Org. Average = 6), it indicates a negative trend (shown in red with a downward arrow) and will show 3.

Note: If no Offered stage is mapped, candidates in the Hired stage count as Offered.

  • Screening to Interview Rate: Include candidates in Screening (including those bypassing it) and in Interview. Formula: (Candidates in Interview / Candidates in Screening) * 100.
    • For Example: Total screening candidates include all candidates from the screening stage through to the hired stage, mapped after screening. For Job 1 and Job 2 combined, total screening candidates are 5 (2 + 3). Similarly, total interview candidates include those from the interview stage to hired, totaling 4 (2 + 2).
      • The Screening to Interview Rate is calculated as (4 / 5) * 100 = 80%.

Note: If Screening or Interview stages are not mapped, SIR will display as 0%. Screening must precede Interview for this indicator to work.

    • Organisation Metric Calculation: For example, with two recruiters:
    • Total Screening Candidates: Recruiter 1 = 3, Recruiter 2 = 7, so combined = 3 + 7 = 10. Total Interview Candidates: Recruiter 1 = 2, Recruiter 2 = 4, so combined = 2 + 4 = 6. Average Screening to Interview Rate = (Total Interview Candidates / Total Screening Candidates) * 100 = (6 / 10) * 100 = 60%.
    • If you’re Screening to Interview Rate is higher than the organisation's average, the indicator will display a green up arrow with the percentage difference. For example, if your rate is 70% and the organisation’s average is 40%, the indicator will show 30% in green. Conversely, if your rate is lower than the organisation’s average, the indicator will display a red down arrow. For example, if your rate is 40% and the organisation’s average is 70%, the indicator will show -30% in red.
  • Interview to Hire Rate: Count candidates in the Hired stage and those in or bypassing Interview directly to Hired. Formula: (Candidates in Hired / Candidates in Interview) * 100.
    • For example, suppose Job 1 has 5 candidates in the Interview stage, with 2 of them hired, while Job 2 has 3 candidates in the Interview stage, with 3 hired. This gives us a total of 8 Interview candidates and 5 Hired candidates. Applying the formula, the Interview to Hire Rate is calculated as (5 / 8) * 100 = 62%.

Note: If Screening and Interview stages are not mapped, this indicator will display as 0%.

    • At the organisation level, the same calculation applies across recruiters. Suppose Recruiter 1 has 5 candidates in Interview and 3 hired, while Recruiter 2 has 4 candidates in Interview and 2 hired. The combined total is 9 Interview candidates and 5 Hired candidates, leading to an Org. Average Interview to Hire Rate of (5 / 9) * 100 = 55%.
    • To compare individual performance with the organisation’s average, the difference is displayed as a percentage. If your Interview to Hire Rate is higher, such as 70% compared to the organisation’s average of 40%, the indicator will show 30% in green with an upward arrow. Conversely, if your rate is lower, such as 40% compared to the organisation’s average of 70%, the indicator will show -30% in red with a downward arrow.

My Dashboard – Filters and Performance Indicator

Note: For details on My Meetings and My Task section, click here: My Meetings & Task. This article is continuation on how My Meetings and My Task works.