What are the best practices for creating a sourcing dashboard that aligns with your hiring goals?

Creating a sourcing dashboard that aligns with your hiring goals requires a strategic approach. - Firstly, define clear and measurable hiring goals. - Secondly, identify key metrics that directly relate to these goals, such as time-to-fill, quality of hire, and source of hire. - Thirdly, ensure your dashboard is user-friendly and visually appealing, with real-time updates for accurate tracking. - Lastly, regularly review and adjust your dashboard as your hiring goals evolve. Remember, a well-designed dashboard is an effective tool for informed decision-making in recruitment. If you have any additional thoughts or contributions, please reply to this comment. I always appreciate and look forward to hearing more from you. Thank you!

Best practices for creating a sourcing dashboard that aligns with your hiring goals include: Define Key Metrics & KPIs: Identify the most relevant metrics for your hiring goals, such as time-to-fill, source of hire, candidate quality, and cost-per-hire. Customize Data Visualization: Use charts, graphs, and tables to present data clearly and effectively. Tailor the dashboard to highlight trends, performance against targets, and insights that are relevant to your hiring needs. Integrate & Automate Data Sources: Connect your dashboard with various data sources like ATS, CRM, and job boards. Automate data updates to provide real-time insights and reduce manual data entry, ensuring accuracy and efficiency.

One thing I have found before defining sourcing goals and metrics is to understand what problem we are trying to solve, then conduct a thorough internal assessment with various segments of stakeholders, have them prioritize what is important and whether that need is being met. This enables stakeholder insight to come need themes in which to build goals for future state achievement. This approach also promotes stakeholder buy-in and support.

The first thing I'll do is map out exactly what I am trying to achieve in terms of talent acquisition. Whether it's filling key positions, diversifying the candidate pool, or enhancing candidate experience. Then I take a look at the unique needs/challenges of my organization, factoring in industry trends, talent market dynamics, and internal growth initiatives. Using this info, I can tailor my sourcing goals to fit like a glove, perfectly in sync with my hiring goals. I try to think outside the box for new sourcing strategies and channels. I can tap into niche talent communities, leverage social media platforms, or explore new recruitment tools.

Even before you define your sourcing goals you must understand your leadership team's vision and strategy. To present a meaningful dashboard it must speak to the greater objectives of that strategic vision. For example, if the leadership objective is to grow sales, then your dashboard should show you your sourcing has contributed to increased sales. If your leadership objective is to expand business into a new country or region then your dashboard should present how your team's efforts are meeting that goal.

Start with the basics, do not go trying to learn Tableau and Power BI until you first have functioning and accurate data collection, and can at least groom the data into a basic spreadsheet. If you start by trying to produce fancy visuals with expensive tools you will quickly find that errors in your data are amplified by these tools.

There are lost of tools for sourcing dashboard. The most simple for me and my team is Trello and Google tables. In Trello you can share with your team alternative search methods which will expand your candidate pool beyond those found on job boards. In google tables you can do the same. For example, make your own formulas and enrich scraped data from Github, Stackoverflow.

Trello automatically sets the date and time when you perform any action on a card. You don't need to commit anything. It is also convenient that several participants can work on one board. This is relevant if you work in a team for one vacancy or you have a recruiter and a researcher (or sourcer). If one of your colleagues has already contacted the candidate on some resource, then everyone sees it and they don’t waste time on it. Another handy feature is the ability to rank sources by priority for a given vacancy. It is also important to update information on the processing of each resource so that it is clear what work has already been done on it and what to do next.

Would add the ideal is to design your dashboard to show trending against the established metrics which provides additional insight when compared to improvement initiatives.

Regularly updating and reviewing your sourcing dashboard is crucial for maintaining accurate and actionable insights. Set a clear schedule for updates—daily, weekly, or monthly—based on how dynamic your data is and your specific goals. Ensure your data sources are reliable and compatible with your dashboard tools. After analyzing the data, share your findings with stakeholders to gather feedback and improve your sourcing strategy.

Use your sourcing dashboard to identify trends and patterns in your recruitment data. Look for insights into which sourcing channels are most effective, where bottlenecks occur in the hiring process, and any shifts in candidate behavior. Use these insights to optimize your sourcing strategy.

In my experience as a delivery leader for a talent sourcing and research firm, it is even more important to maintain an accurate legacy of sourcing projects. This library of projects allows the team to track skill set or geographical specific trends - such as XYZ position has a much lower response rate in the market. This data can be tapped into to properly prepare sourcing strategy.