High Level Design

Overview

It is important for any organization to fill open positions. A failure to fill open jobs quickly will have a number of negative consequences:
  • Reduced efficiency - not enough staff to complete tasks on time and with the required quality.
  • Lost revenue - less sales and production staff.
  • Incurred costs - hiring temp workers, paying HR agencies, etc.
Measuring the hiring process can contribute to organizational efforts to reduce the above by getting insights into the process. This will allow the organization to identify areas that it needs to improvemaintaindevelop and take action accordingly.

Dashboard Example (sample data)

Click on the image to open and interact with the dashboard:

Time to Hire - Human Resources Dashboard

Goals

Improve efficiency, avoid lost revenue and additional costs by reducing the time it takes for the organization to hire new employees.

Objectives

  • Find bottlenecks within the hiring process so that adequate action can be taken (change procedures, hire more recruitments, etc.)
  • Identify up-to-date thresholds for the duration of each step and adjust them if needed.
  • Identify best hiring resources so we can focus and develop the best hiring sources.
  • Analyze differences between different departments\locations.

KPI Architecture

Objectives KPIs Measures Data Source
Find bottlenecks within the hiring process so that adequate action can be taken (change procedures, hire more recruitments, etc.) Time to Hire Avg days to hire –

sum([ID],avg([Time To Complete]))

Steps, All Candidate Steps
Identify up-to-date thresholds for the duration of each step and adjust them if needed. Avg Delay Avg Delay –
Avg(Avg days to hire-Target time to hire)
Target Time to Hire –
sum([ID],[Avg(Days To Complete])
Steps, All Candidate Steps
Identify best hiring resources so we can focus and develop the best hiring source. # of hired per source # of hired per source –
avg([Position Id], dupcount([Candidate UID]))
All position, All Candidate Steps
Analyze differences between different departments\locations. Time to Hire Avg days to hire –

Avg(Group by(Step Id), Time to complete)

Steps, All Candidate Steps
Avg Delay Avg Delay –
Avg(Avg days to hire-Target time to hire)
Target Time to Hire –
sum([ID],[Avg(Days To Complete])
Steps, All Candidate Steps
Avg Candidates Avg Candidate –
avg([Position ID],count([Candidate UID]))
All position, All Candidate Steps
Candidates\Time to hire correlation Candidates\Time to hire correlation –
X Axis: Avg Candidate
Y Axis: avg([Time To Complete])
Steps, All position, All Candidate Steps
# of hired per source # of hired per source –
avg([Position Id], dupcount([Candidate UID]))
All position, All Candidate Steps

Data Requirements

# Source Table Name Table Details (type, # rows, key fields)
1 HR System All candidate steps Duration per position and candidate
2 HR System Steps Target duration per step
3 HR System All positions Position dimension – keeping informative data per position

Data Modeling (Elasticube Design)

Suggested data model for time-to-hire analysis