6 Tips to Customize Your Hr Dashboard

6 caps to Customize Your HR Dashboard by Jeremy Shapiro Six Tips to Customize Your HR Dashboard What should your recruiting splashboard look like? To begin, it must be able to suit your organization s many unique requirements and priorities. Creating the ideal dashboard is not easy, but it religious services when design it to ocularize a 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 important decisions.Below are 6 tips to help your metric functions team customize the best recruiting dashboard for your organization. 1 Set specific goals. apiece metric in a dashboard should have a target or target range by which to measure it. Creating a clear visual of where the organization is versus where the managements target is will make evaluating progress much easier. You may want to set these targets by compiling management interviews and serviceman resources priorities.This information can then be used to set the measurement goal against the organization s desired performance. Ideally, the measurement goal will help you determine a hard dollar amount of savings or revenue increase (for example, decreasing turnover by 10 percent results in a 5 million dollar annual savings). It can also aid in tying back a stated executive anteriority (for example, we promote a culture of promoting from within). 2 Model your measures. Say you have already determined your executives priorities.You now need to model what the metric will look like. How do you identify the data you will need or the best practices appropriate for this measure? Model your metric victimization weed data in a spreadsheet first. Then validate your decisions by shopping the metric around for feedback. 3 Build your rhythmic pattern. This is the actual work of creating the metric using real data. If you have an ad hoc tool, this could be user-accessible if not, you may need to en list a technical resource to build your reports.In the latter instance, modeling the metrics (see Tip 2) becomes critical to your success as your report developer will need to understand exactly what the report is supposed to do. 4 Build your dashboard. Think of your dashboard as a collection of well-focused reports on one page. After creating your reports, think about how to best represent them on a single page using graphs and another(prenominal) design techniques. 5 Care for your data. The information you need may be housed in several different places.Someone needs to care for this data this includes ensuring users of the engine room bread and butter you (HRIS, ATS, TMS, etc. ) complete the information you need. This also includes surveys. A little data maintenance now will save you hours of data repair later. 6 sustain your results. Without validation, your organization could easily misrepresent your data. Check your assumptions with peers, managers in different departments, and even with Finance. Jeremy Shapiro is the Vice President of E-Recruiting Solutions at Bernard Hodes Group.Over the past 11 years, Jeremy has coached hundreds of companies through challenging recruiting technology implementations across industries and sizes. Jeremy is a frequent speaker and author on current/emerging recruiting technology topics, most recently contributing to the HR metrics halt Ultimate Performance (Wiley, 2006). Jeremy holds an M. S. in Information Systems from NYUs Stern School of Business and a B. A. in Economics from Rutgers University. He is an advisor to the industry metrics consortium HRMetrics. org.