Visual Insights: Talent Leader Summary dashboard

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Available for User roles Super Admin, Admin
Packages All packages
LeverTRM for Enterprise or Advanced HR add-on required for charts related to requisitions

The Talent Leader Summary dashboard provides heads of recruitment with key health and performance metrics for their business unit. As champions of their function, talent leaders can use the insights from this dashboard to gain a holistic understanding of their talent acquisition efforts and communicate top-level statistics to their broader organization. Readers of this article will learn about:

As you are reading, refer to our LeverTRM Glossary for definitions of the key terms and concepts used in this article.

Accessing the Talent Leader Summary dashboard

To access the Talent Leader Summary dashboard:

  • Navigate to Visual Insights via the platform header

Visual Insights tab in Lever platform header.

  • Upon entry to Visual Insights, you will be defaulted directly to the Talent Leader Summary dashboard (provided that you have either Super Admin or Admin level access).

Metrics on the Talent Leader Summary dashboard

Metrics on the Talent Leader Summary dashboard are visualized in different types of charts. Below, you will find a description of each chart and how its metrics are calculated. Note that each metric listed is sensitive to the values in the filters above the dashboard. Also keep in mind that data associated with confidential job postings is excluded from the charts. You can export the data from any chart by hovering over the top-right corner, clicking the ⠇icon, and selecting Download data.

Filters can be be mixed-and-matched to hone in on specific data sets on any given dashboard. Once you have selected or input values to the filters, you must click the ⟳ button to apply the filters to the data on the dashboard. It may take a few seconds for the dashboard to refresh with your applied filters. For a more detailed description of how filters work in Visual Insights, refer to our help article on dashboard filters.

 

The colors used on all Visual Insights charts are ADA compliant for red, green, and blue color blindness as well as monochromacy.

Single value charts

These metrics can be found in the tiles arranged along the top of the Talent Leader Summary dashboard.

Single value charts on the Talent Leader Summary dashboard

Hires The count of opportunities archived as 'Hired' within the date range.
Completed interviews

The average the number of completed interviews required to make a single hire, calculated as:

  [Total # of completed interviews associated with opportunities archived as hired within the date range]  
  [Total # of opportunities archived as hired within the date range]  
Active postings The count of active (i.e. externally and/or internally published, including unlisted) postings as of the end of the date range.
Open requisitions The count of open requisitions as of the end of the date range.
Average time to hire

The average number of days it takes to hire an opportunity, calculated as:

  [Sum of time to hire for all opportunities hired within the date range]  
  [Total # of opportunities hired within the date range]  

 

Time to hire is determined by the start and end points configured in the Time to Hire Wizard in your Visual Insights Settings. By default, time to hire is measured using the date an opportunity was created as the start point and the date that opportunity was archived as 'Hired' as the end point. To learn about different ways to configure the time to hire calculation, refer to our help article on the Time to Hire Wizard.

Archived opportunities The count of opportunities archived within the date range, excluding those archived as 'Hired.'
Offer acceptance The percentage of offers accepted relative to the total number of offers sent within the date range. Offer acceptance can take place within or after the date range.
Average time to fill

The average number of days it takes to close/fill a requisition, calculated as:

  [Sum of time to close for all requisitions closed within the date range]  
  [Total # of requisitions closed with within the date range]  

 

Time to fill is determined by the start and end points configured in the Time to Fill Wizard in your Visual Insights Settings. By default, time to fill is measured using the date a requisition was created as the start point and the latest date that requisition was closed as the end point. To learn about different ways to configure the time to fill calculation, refer to our help article on the Time to Fill Wizard. Note: you must have either the LeverTRM package or the Advanced HR add-on to view this chart. 

🪄 Best practices

Hires & Offer acceptance
Review these metrics together to gain insight into potential challenges at the bottom of your talent funnel. If you are hiring the right number of candidates, but offer acceptance is low, consider the number of candidates you need to reach the offer stage in order to make a single hire. If you are not hitting your hiring goals but offer acceptance is high, look at ways to increase volume at the top of your funnel. To dive deeper:

  • Filter the dashboard for hired candidates (archive reason = "Hired") to better understand the characteristics of successful pipeline progression
  • Filter for internal candidates (origin = "Internal") to measure internal mobility against attrition. Consider running enablement on how to use your internal career site if needed.
  • Review the Offers dashboard to gain insight into offers that were unsuccessful

Time to hire & Time to fill
Time to hire is a representation of how long it takes successful candidates to convert through the pipeline to hired. This metric is one of the best ways to determine if there are opportunities to optimize your hiring processes. While time to fill is closely related to time to hire, this metric can give you better insight into the end to end process of hiring from an organizational level. Disparity between time to hire and time to fill can be indicative of a miscalibration between candidate management (e.g. candidate experience, pipeline momentum) and posting management (e.g. aging postings, requisition linkages). To keep time to hire within an acceptable range, consider putting a deadline on offers and encouraging hiring managers to stay engaged with mid-funnel candidates. To keep time to fill within an acceptable range, make sure to close any linked postings that can be closed and configure start and end points for your time to fill calculation that best reflect your organization's hiring process.

Average time to hire over time

This chart shows how the average number of days it takes for your team to hire a candidate has changed over time. Note that this chart is affected by how the time to hire calculation has been configured for your Lever environment. To learn more, refer to our help article on configuring time to hire.

Average time to hire over time chart

Chart type Line chart
Data set Opportunities hired within the date range
Grouped by Date interval (as per Date interval filter)
Unit of measure Number of days
Revealed on hover Date interval and average number of days

 

Average time to fill over time

This chart shows how the average number of days it takes for your team to fill the headcount for a requisition has changed over time. Note that this chart is affected by how the time to fill calculation has been configured for your Lever environment. To learn more, refer to our help article on configuring time to fill. Note: you must have either the LeverTRM for Enterprise package or the Advanced HR add-on to view this chart. 

Average time to fill over time chart

Chart type Line chart
Data set Requisitions closed within the date range
Grouped by Date interval (as per Date interval filter)
Unit of measure Number of days
Revealed on hover Date interval and average number of days

 

Pipeline movement relationships

This chart provides a visualization of all advanced pipeline movements for opportunities that were archived within the date range. Use this chart to get a sense of the proportional distribution of opportunities as they move forward through the pipeline, to assess for drop-off points in the recruitment process.

Live image of Pipeline Movement Relationships chart

Chart type Sankey diagram
Data set Opportunities archived within the date range1
Grouping Pipeline stages and/or hired movement2
Unit of measure Count
Revealed on hover Approximate volume of opportunities that advanced from one stage to another3
 
  • (1) A single opportunity will be counted more than once if it was advanced multiple times.
  • (2) Advanced movements/hires that take place outside of the date range are included.
  • (3) Hover over the stage names on the left and right sides of the chart to reveal the volume opportunities that advanced between them.

Oldest 5 postings

This table lists the five postings that have been open for the longest period of time, with the oldest listed first. Use this table to quickly identify postings that are possibly going stale, so you can either allocate recruitment resources toward them or close them if they are no longer needed. Postings are counted if open as of the end of the date range, including those created before the date range. The number of days that a posting has been open is measured from the most recent publication date.

Oldest 5 postings table

Oldest 5 requisitions

This table lists the five requisitions that have been open for the longest period of time, with the oldest listed first. Use this table to quickly identify requisitions that are possibly going stale, so you can either allocate recruitment resources toward them or close them if they are no longer needed. Requisitions are counted if open as of the end of the date range, including those created before the date range. The number of days that a requisition has been open is measured from the most recent publication date. Note: you must have either the LeverTRM for Enterprise package or the Advanced HR add-on in order for this chart to populate with data, otherwise the chart will read as having "No results." 

Oldest 5 requisitions table

Top 5 fastest closed postings

This table lists the five postings that closed within the shortest period of time, with the fastest to close listed first. Use this table to zero in on processes executed by recruiters and hiring managers that led to efficient hires, and then replicate those processes with older postings. Postings are counted if closed within the date range, including those created before the date range. The number of days that a posting has been open is measured from the most recent publication date.

Top 5 fastest closed postings

Top 5 fastest closed requisitions

This tables lists the five requisitions that closed within the shortest period of time, with the fastest to close listed first. Use this table to zero in on processes executed by recruiters and hiring managers that led to headcount being filled in a timely manner, and then replicate those processes with older requisitions. This table can also provide insight into which requisitions may be driving up your average time to fill. Requisitions are counted if closed within the date range, including those created before the date range. The number of days that a requisition has been open is measured from the most recent publication date. Note: you must have either the LeverTRM for Enterprise package or the Advanced HR add-on in order for this chart to populate with data, otherwise the chart will read as having "No results."

Top 5 fastest closed requisitions table

All opportunities in pipeline

This table can be found at the bottom of the dashboard, showing details of a maximum of 250 opportunities created within the date range, consisting of:

  • Contact name
  • Current stage
  • Archive reason
  • Opportunity owner
  • Posting
  • Posting owner
  • Posting location
  • Posting department
  • Posting team
  • Requisitions
  • Origin
  • Source
  • Days since last interaction
  • Created date
  • Interviews scheduled
  • Interviews completed

By default, the opportunities in the table are ordered alphabetically by contact name. To sort the table by a different parameter, click the corresponding column header.

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