Purpose

The CHRO Dashboard provides a high-level, summarized view of key talent acquisition and talent management metrics. It is designed for users who need a quick overview of workforce trends and performance.

Audience

CHRO of the organization

Introduction

While focusing on the high level metrics, providing the users with a summarized view of key talent acquisition and talent management metrics, the dashboard is also highly performant

• The datasets used for the dashboard are aggregated for optimal performance.
  
• We've set up the datasets for your dashboards in SPICE (import mode) to ensure swift loading. Data is refreshed every 24 hours.

Provisioning and Permissions

The dashboard can be accessed via Admin Console through the following path:
Admin console → Analytics → Provision Dashboards → Actions (Against the CHRO Dashboard → Update

To manage dashboard access, a specific permission called ‘perm_manage_chro_dashboard’ has been set up. Admins will have this permission assigned against their role by default. Only users who have this permission linked to their role will be able to see the dashboard on the insights home page. If a user needs access, they can reach out to the admin to request the required permission to be assigned against their role.

Best practices

1. Create a dedicated role with dashboard access permissions specifically for the CHRO position.
2. You can also grant access through Admin console -> Analytics -> Provision dashboards -> Actions -> Access control, where access can be given to specific email addresses.

Dashboard Features

There are three key sections of the dashboard

• Summary
  
• Talent acquisition
  
• Talent management

Summary

The summary section contains all the key metrics w.r.t both Talent acquisition and Talent management. The key metrics on this tab are as follows:

• Current employees
  Total number of current employees. [Date filters are not applicable.]
  
• % Attrition
  Employee attrition rate refers to the rate at which employees leave a company in the selected time frame. It is calculated by dividing the number of employees who have left the company by the average number of employees during the same period. This includes regrettable and non-regrettable attritions.
  
• % Internal hires
  Percentage internal hires among all hires in the selected period of time, equals # internal hires / # hires. [ Employee filters are not applicable.]
  
• % Female employees
  Percentage of employees who are female. This is based on Eightfold AI-inferred gender, prioritizing the candidate's self-declared gender when provided. [Date filters are not applicable.]
  
• % Offer acceptance
  Among all the offers, that percentage of which that got accepted and eventually got hired. Hired Applications / Number of offers where Number of offers = (offers accepted + offers pending + offers declined)
  
• Avg days to fill
  The duration from the creation of the position to the date of the first hire in terms of days
  
• Open positions
  Number of positions that are currently open. [Date filters are not applicable.]
  
• Skills in-demand vs developing skills
  Overlap between the top 100 skills required by open positions and the skills gained by current employees through courses, projects and development plans. [None of the filters are applicable.]
  
• Skills in-demand vs skill interests
  Overlap between the top 100 skills required by open positions and the skill interests of the current employees. [None of the filters are applicable.]
  
• Top 100 skills required by open positions
  Skills required for all open positions. The top 100 skills are identified based on the number of open roles that require each specific skill. [Date filters are not applicable.]

Talent Management

The talent management section contains all the key talent management metrics covering employee mobility, talent development and transformation, organizational health and employee engagement. The metrics on this tab are as follows:

Attrition

• % Attrition
  Employee attrition rate refers to the rate at which employees leave a company in the selected time frame. It is calculated by dividing the number of employees who have left the company by the average number of employees during the same period. This includes regrettable and non-regrettable attritions.
  
• Attrition trend
  
• Attrition by breakdown variable - Business unit, LOB and location (country)

Employee Mobility

• % Internal hires
  Percentage internal hires among all hires in the selected period of time, equals # internal hires / # hires. [ Employee filters are not applicable.]
  
• % Internal applications
  Percentage internal application among all applications, equals # internal applications/ # applications. [Employee filters are not applicable.]
  
• *% Female internal hires * Percentage of internal hires who are female as a proportion of total internal hires. This is based on Eightfold AI-inferred gender, prioritizing the candidate's self-declared gender when provided. [Employee filters are not applicable.]
  
• % URM internal hires
  Percentage of internal hires who are from the Under Represented Minorities (URM) as a proportion of total internal hires. This is based on Eightfold AI-inferred race, prioritizing the candidate's self-declared race when provided. Here are the races categorized as URM: ('american indian or alaskan native','black', 'hispanic','two or more races','native hawaiian or pacific islander'). [Employee filters are not applicable.]
  
• Cost saved by internal recruiting
  # of internal hires * estimated cost per hire. Default 'cost per hire' is set to $4000, which can be modified from the controls section of the dashboard. [Employee filters are not applicable]

Talent Development and Transformation

• *% Employees with development plans * Percentage of current employees having a development plan. [Date filters are not applicable.]
  
• % Employees with role skills self assessed
  Among all currently onboarded employees, the percentage who have self-rated their role-related skills. [Date filters are not applicable.]
  
• Employees with skill interest
  Currently onboarded employees who have indicated their skill interests in Career Hub. [Date filters are not applicable.]
  
  • % Employees with skill interest
    Among all currently onboarded employees, the percentage who have indicated their skill interests in Career Hub. [Date filters are not applicable.]
    
• Employees engaged in structured learning
  Number of current onboarded employees who have enrolled in at least one course. [Date filters are not applicable.]
  *% Employees engaged in structured learning
  The percentage of current employees enrolled in courses for upskilling. [Date filters are not applicable.]
  
  • Employees engaged in experiential learning*
    Number of current onboarded employees who have participated in at least one project on project marketplace (project may not be completed yet). [Date filters are not applicable.]
    
  • % Employees engaged in experiential learning Percentage of current employees who have participated in at least one project on project marketplace (project may not be completed yet). [Date filters are not applicable.]

Organizational Health

• % URM employees
  Percentage of employees who are from the Under Represented Minorities (URM). This is based on Eightfold AI-inferred race, prioritizing the candidate's self-declared race when provided. [Date filters are not applicable.]. Here are the races categorized as URM (under represented minorities('american indian or alaskan native','black', 'hispanic','two or more races','native hawaiian or pacific islander')
  
• % Female employee attrition
  Attrition rate among employees who are female. This is based on Eightfold AI-inferred gender, prioritizing the candidate's self-declared gender when provided.
  
• % Female representation in leadership roles Percentage of employees who are female in leadership roles. This is based on Eightfold AI-inferred gender, prioritizing the candidate's self-declared gender when provided and includes individuals with seniority levels of 'Vice President,' 'Director,' or 'CXO.' [Date filters are not applicable.]
  
• % URM employee attrition
  Attrition rate among employees who are from the Under Represented Minorities (URM). This is based on Eightfold AI-inferred race, prioritizing the candidate's self-declared race when provided. Here are the races categorized as URM: ('american indian or alaskan native','black', 'hispanic','two or more races','native hawaiian or pacific islander').
  
• % URM representation in leadership roles
  Percentage of employees who are from the Under Represented Minorities (URM) in leadership roles. This is based on Eightfold AI-inferred race, prioritizing the candidate's self-declared race when provided and includes individuals with seniority levels of 'Vice President,' 'Director,' or 'CXO.'. Here are the races categorized as URM: ('american indian or alaskan native','black', 'hispanic','two or more races','native hawaiian or pacific islander'). [Date filters are not applicable.]
  
• % Critical positions with succession plan
  Percentage of critical positions that have a succession plan assigned. [Date filters are not applicable.]
  
• *% Managers with span < 5 * Percentage Current managers who have less than 5 reports. # managers with less than 5 reports / # total number of managers. [Date filters are not applicable.]
  
• % Managers with span > 10
  Percentage Current managers who have more than 10 reports. # managers with more than 10 reports / # total number of managers. [Date filters are not applicable.]

Employee Engagement

• % Current employees onboarded to Career Hub
  Percentage of current employees who have been onboarded to Career Hub. [Date filters are not applicable.]
  
• Average interest completeness
  The average of interest completion rate of current onboarded employees, ranging from 0% to 100%. [Date filters are not applicable.]
  
• % Employee retention
  The percentage of employees who remain employed within the organization over a specified period. This is calculated as (# employees at the beginning of selected time frame - # employees at the end of selected time frame) / # employees at the beginning of the selected timeframe. In this method, the retention rate could be higher than 100%, the number of employees hires is higher than the number of employees left
  
• Employees making referrals
  Number of employees who made referrals in the selected time range.
  
  • % Employees making referrals
    Percentage of employees who made referrals as a proportion of those using the Career Hub (within the selected date range

Talent Management Deep Dive

This section gives a slightly deeper view into some of the key metrics on the talent management tab, by providing the users with a view by breakdown variable - business unit, LOB and location (country)

• % Attrition
  Employee attrition rate refers to the rate at which employees leave a company in the selected time frame. It is calculated by dividing the number of employees who have left the company by the average number of employees during the same period. This includes regrettable and non-regrettable attritions.
  
• Current employees
  Total number of current employees. [Date filters are not applicable.]
  
• % Female employees
  Percentage of employees who are female. This is based on Eightfold AI-inferred gender, prioritizing the candidate's self-declared gender when provided. [Date filters are not applicable.]
  
• % URM employees
  Percentage of employees who are from the Under Represented Minorities (URM). This is based on Eightfold AI-inferred race, prioritizing the candidate's self-declared race when provided. [Date filters are not applicable.]. Here are the races categorized as URM (under represented minorities('american indian or alaskan native','black', 'hispanic','two or more races','native hawaiian or pacific islander')
  

Talent Acquisition

The talent acquisition section contains all the key talent acquisition metrics covering recruitment outcomes and efficiency, diversity, source channels and candidate experience. The metrics on this tab are as follows:

Hires

• Hires
  The unique number of applicants who got hired. If the same person got hired more than once (for example for different positions) in the selected date range, it is counted as one.
  
• Hires trend over tie
  
• Hires by breakdown variable - Business unit, LOB and location (country)

Recruit Outcomes and Efficiency

• Open positions
  Number of positions that are currently open. [Date filters are not applicable.]
  
• Open positions per recruiter
  Average number of open requisitions that each recruiter is working on. [Date filters are not applicable.]
  
• Avg Match Score of hires
  Average Match Score of the hired candidates. Match Score is generated by Eightfold AI.
  
• Avg days to hire
  The duration from when the candidate submitted their application to the date they were hired in terms of days. For example, candidate submitted application on Jan 1, hired on Feb 1, days to hire is 31 days.
  
• Closed positions
  Number of positions that are currently closed.
  
• Avg days to fill
  The duration from the creation of the position to the date of the first hire in terms of days
  
• % Offer acceptance
  Among all the offers, that percentage of which that got accepted and eventually got hired. Hired Applications / Number of offers where Number of offers = (offers accepted + offers pending + offers declined)

Diversity

• % Female hires
  Among all hires, the percentage of which are female. This is based on Eightfold AI-inferred gender, prioritizing the candidate's self-declared gender when provided.
  
• % URM hires
  Among all hires, the percentage of which are from the Under Represented Minorities (URM). This is based on Eightfold AI-inferred race, prioritizing the candidate's self-declared race when provided. Here are the races categorized as URM (under represented minorities): ('american indian or alaskan native','black', 'hispanic','two or more races','native hawaiian or pacific islander').
  
• % Females in Talent Network
  Among all talents in Talent Network, the percentage of which are female. This is based on Eightfold AI-inferred gender, prioritizing the candidate's self-declared gender when provided. [None of the filters are applicable.]
  
• % Female applications
  Among all applications, the percentage of which the candidate is female. This is based on Eightfold AI-inferred gender, prioritizing the candidate's self-declared gender when provided.
  
• % URM in Talent Network
  Among all talents in Talent Network, the percentage of which are from the Under Represented Minorities (URM). This is based on Eightfold AI-inferred race, prioritizing the candidate's self-declared race when provided. Here are the races categorized as URM: ('american indian or alaskan native','black', 'hispanic','two or more races','native hawaiian or pacific islander'). [None of the filters are applicable.]
  
• % URM in applications
  Among all applications, the percentage of which the candidate is from the Under Represented Minorities (URM). This is based on Eightfold AI-inferred race, prioritizing the candidate's self-declared race when provided. Here are the races categorized as URM: ('american indian or alaskan native','black', 'hispanic','two or more races','native hawaiian or pacific islander')

Source Channels

• Cost saved by referral and Talent Network hire
  (# of referral hires + # talent network hires) * estimated cost per hire. Default 'cost per hire' is set to $4000.
  
• Career site and job boards
  Number of hires that applied on career site or on job boards.
  
• Recruiter sourcing
  Number of hires that were sourced by recruiters.
  
• *Referral hires * Number of hires referred by employees.
  
• Talent network hires
  Number of hires from Eightfold AI Talent Network. Candidate having a pre existing application within Eightfold AI for at least 28 days, if they applied again, his second application would be considered as a TN application.
  
• % Talent network hires

Percentage of hires from Eightfold AI Talent Network. Candidate having a pre existing application within Eightfold AI for at least 28 days, if he applied again, his second application would be considered as a TN application.

• *Talent network applications * Number of applications from Eightfold AI Talent Network. Candidate having a pre existing application within Eightfold AI for at least 28 days, if they applied again, his second application would be considered as a TN application.
  
• % Talent network applications

Percentage of applications from Eightfold AI Talent Network. Candidate having a pre existing application within Eightfold AI for at least 28 days, if he applied again, his second application would be considered as a TN application.

Candidate Experience

• PCS NPS
  % of promoters - % of detractors. In a 5 point scale NPS survey, promoters are survey participants that gave 5 stars in the survey, detractors are survey participants users that gave 1, 2 or 3 stars in the survey.
  
• Surveys taken
  The number of surveys taken in a Net Promoter Score (NPS) survey.