Recruiting

Dashboard Templates for Talent Management

In yesterday’s Advisor, Jayson Saba offered tips for dashboards and scorecards for HR, including the first of his recommended templates. Today, we present the rest of the templates.

Saba, vice president of Market Strategy, Ceridian HCM, delivered his suggestions at the Society for Human Resource Management’s (SHRM) Talent Management Conference, held recently in San Diego.

[Go here for template #1.]

2. Talent Development

3. Performance Management Objectives

4. Culture Objectives

5. HR Service Delivery

Saba’s Takeaways

  • Be sure that there is a single source of TRUTH.
  • Start small and drill down later.
  • Even if we don’t have the numbers, we can leave blanks at first.
  • Work with business leadership; the higher the better.
  • It doesn’t matter how/what we measure as long as:
    • The operational leaders of the business have bought into it, and
    • We measure it consistently.
  • Measure your data monthly, and report quarterly.
  • Tie your reporting to a business metric (e.g., revenue per employee).

Scorecards and dashboards are a great way to manage your talent—but are you using all of the available strategies to reach out to potential candidates, both active and passive?
Social media as a recruiting channel is new to many organizations—which means they need to adapt and use new tools in order to effectively deliver content, job postings, and branding material. But it’s worth it—posting job openings on social media can increase candidate applications by 30% to 50%! And with a little strategizing, it’s easy to take advantage of. Want to learn more? Start with the free white paper from iCIMS®, Scaling Up Social Recruiting: Three Steps to Successful Social Media Recruitment.

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  • The ins and outs of attracting both active and passive candidates via social media
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