6 Tips to Customize Your Hr Dashboard

6 Tips to Customize Your HR Dashboard by Jeremy Shapiro Six Tips to Customize Your HR Dashboard What should your recruiting splasher look homogeneous? To begin, it must be able to suit your organization s some unique requirements and priorities. Creating the ideal dashboard is not easy, but it helps when designing it to discover 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 entropy used to make important decisions.Below are 6 tips to help your poetic rhythm team customize the best recruiting dashboard for your organization. 1 Set particular(prenominal) goals. Each mensurable 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 leave alone make evaluating progress much easier. You whitethorn want to set these targets by compiling management interviews an d human resources priorities.This information can then be used to set the measurement goal against the organization s coveted performance. Ideally, the measurement goal will help you determine a demanding dollar amount of savings or r thus farue increase (for example, change magnitude turnover by 10 percent results in a 5 million dollar annual savings). It can also aid in tying back a stated executive priority (for example, we supercharge a culture of promoting from within). 2 Model your measures. Say you have already determined your executives priorities.You now requirement 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 victimisation dummy data in a spreadsheet first. Then validate your decisions by shopping the metric around for feedback. 3 Build your metrics. This is the actual belong of creating the metric using real data. If you have an ad hoc tool, this could be us er-accessible if not, you may need to enlist a technical resource to build your advertises.In the latter(prenominal) 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 other design techniques. 5 Care for your data. The information you need may be housed in several(prenominal) different places.Someone needs to care for this data this includes ensuring users of the technology supporting you (HRIS, ATS, TMS, and so on ) complete the information you need. This also includes surveys. A little data tutelage now will save you hours of data repair later. 6 sustain your results. Without validation, your organization could easily misrepresent your data. Check your assumption s 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 challenge 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 book 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.