6 Tips to Customize Your Hr Dashboard

6 Tips to tailor Your HR Dashboard by Jeremy Shapiro Six Tips to Customize Your HR Dashboard What should your recruiting splasher have a bun in the oven like? To begin, it must be able to suit your boldness s some(prenominal) unique requirements and priorities. Creating the ideal fascia is non easy, but it helps when designing it to opthalmicize a railway cars dashboard. A cars dashboard tells you when there is danger, or when you should accelerate. In essence, great dashboards are visual representations of data used to make consequential decisions.Below are 6 tips to help your poetic rhythm team customize the best recruiting dashboard for your administration. 1 Set specific goals. severally metric in a dashboard should have a target or target range by which to standard it. Creating a clear visual of where the organization is versus where the managements target is bequeath make evaluating progress much easier. You may want to stipulate these targets by compilation m anagement interviews and human resources priorities.This information apprise then be used to set the measurement goal against the organization s desired performance. Ideally, the measurement goal allow help you determine a grievous dollar sign amount of savings or revenue increase (for example, decreasing employee turnover by 10 percent results in a 5 million dollar annual savings). It can excessively guardianship in tying back a stated executive priority (for example, we gain ground a culture of promoting from within). 2 nonplus your measures. Say you have already indomitable your executives priorities.You now drive to model what the metric allow front like. How do you identify the data you will need or the best practices remove for this measure? Model your metric victimisation dummy data in a spreadsheet first. Then validate your decisions by shop the metric around for feedback. 3 contour your rhythmic pattern. This is the actual work of creating the metric deve lopment real data. If you have an ad hoc tool, this could be user-accessible if not, you may need to enlist a technical resource to build your covers.In the latter(prenominal) instance, modeling the metrics (see Tip 2) becomes unfavorable to your success as your report developer will need to understand exactly what the report is supposed to do. 4 Build your dashboard. hazard of your dashboard as a accretion of well-focused reports on one page. After creating your reports, imagine about how to best represent them on a single page using graphs and other design techniques. 5 plow for your data. The information you need may be housed in several different places.Someone inevitably to care for this data this includes ensuring users of the technology financial support you (HRIS, ATS, TMS, etc. ) complete the information you need. This also includes surveys. A little data keep now will save you hours of data repair later. 6 Validate your results. Without validation, your organizat ion could easily misrepresent your data. Check your assumptions with peers, managers in different departments, and even with Finance. Jeremy Shapiro is the Vice professorship of E-Recruiting Solutions at Bernard Hodes Group.Over the past 11 years, Jeremy has coached hundreds of companies by challenging recruiting technology implementations across industries and sizes. Jeremy is a frequent speaker and author on current/emerging recruiting technology topics, most(prenominal) recently contributing to the HR metrics book Ultimate Performance (Wiley, 2006). Jeremy holds an M. S. in Information Systems from NYUs Stern take of Business and a B. A. in political economy from Rutgers University. He is an advisor to the industry metrics consortium HRMetrics. org.