This page lists FAQs for the Talent Acquisition Operational Dashboards.

What permissions do I need to view the TA Manager Dashboard?

To view the TA Manager Dashboard, you need:

• At least one recruiter reporting to you (A recruiter is defined as someone who has the standard EightFold recruiter role assigned to them OR have at least one position where they are designated as the recruiter)
• Your recruiter employee data in Eightfold must have these populated fields:
  • EMPLOYEE_ID
  • FIRST_NAME
  • LAST_NAME
  • EMAIL
  • MANAGER_EMAIL
  • BUSINESS_UNIT
  • LOCATION
  • LOCATION_COUNTRY
  • TITLE

What should I do if any of the above fields are missing from recruiter employee data in Eightfold?

Work with your admin to update the recruiter employee data using Employee Upsert File Ingestion to set up the manager relationship.

Do I need to keep the employee data updated?

Yes, you need to ensure that recruiter employee data is up to date whenever there are changes.

Can admins see the TA Manager Dashboard?

Yes, admins can see the dashboard if they meet the requirements listed in View permissions for the TA Manager Dashboard.

Can admins set monthly team goals?

Admins can set monthly goals if they meet requirements listed in question View permissions for the TA Manager Dashboard.

Do I need to set goals every month? Do goals flow over to the next month?

Yes, goals need to be set every month. Goals set for a given month, do not follow over to the next month

Will the dashboards work if I don't set monthly team goals ?

Yes, the dashboards will work without goals. When goals are set, you can see progress against them. Without goals, you will see trend data from the past six months.

Can I hide certain aspects of this dashboard?

No, you cannot hide any aspects of this dashboard.

Can I customize the metrics in this dashboard?

No, you cannot customize any of the metrics shown in this dashboard.

Can I remove or hide certain team level goals from the dashboard?

No, you cannot hide or remove specific goals from the dashboard.

Can I enable only one of the dashboards?

No, both the TA Manager and Recruiter dashboards are controlled by a single FMT (ta_operational_dashboard_gate).

What permissions do I need to view the Recruiter Dashboard?

To view the recruiter dashboard, you must have the standard recruiter role assigned to you OR have at least one position where you are designated as the recruiter.

Managers can access the operational dashboard of any recruiter who reports to them from their TA Manager’s dashboard view by clicking on any recruiter row in the My Recruiters section.

Will the dashboards work if I don't set weekly pipeline goals or monthly goals for the Recruiter?

If weekly pipeline goals have not been explicitly set for recruiters, the system applies intelligent defaults based on historical performance data across all recruiters in your organization. These defaults provide a baseline for performance measurement while you establish customized goals for individual team members.

If monthly goals haven't been set for a specific recruiter, their goals portion of the dashboard will display differently.

Is the Recruitment funnel in the Recruiter Dashboard editable?

No, it is not editable. The recruitment funnel column shows the number of applicants in each stage group and the average time it takes (time between stages) for qualified candidates to move from one stage group to the next.

Do the stages in the Recruitment funnel use Eightfold stage groups or customer defined stage groups?

The stage groups in the recruitment funnel use customer defined stage groups.

What Is the Position Health Score?

The Position Health Score (PHS) is a metric used to assess how well a job position is progressing through the hiring pipeline. It gives recruiters, hiring managers, and talent leaders a quick and comprehensive view of how "healthy" a position is, that is, how likely it is to fill quickly with quality candidates.

The score ranges from 0 to 100, and is updated continuously based on real-time hiring activity.

Interpreting the Score

The PHS falls into four categories:

• 76 – 100: Strong The position is progressing smoothly and on track for success.

• 51 – 75: Good
  There are minor areas to improve, but overall health is solid.

• 26 – 50: Fair
  The position may face some risks in quality, velocity, or pipeline.

• 0 – 25: Poor
  Immediate attention is needed; the hiring process is struggling.

How Is the Score Calculated?

The score is calculated by combining the scores of various tasks completed during the hiring process. Each task, representing a specific step in the hiring process, returns a score from 0-100. These scores are then weighted and combined by the PositionScoreService to produce the overall position health score. The service saves these scores over time to track progress.

The score is composed of tasks from three main categories:

1. Position Setup Tasks

These tasks ensure a position is properly prepared for recruitment.

• Complete Position Intake Form: This task checks if the basic position details are properly filled out before starting recruitment, ensuring all necessary information is captured. It scores 100 points if completed and 0 if the position is still in a draft or rejected state.
  
• Position Approval: This task checks whether the position has received necessary approvals to ensure proper authorization before proceeding with hiring. It scores 100 points if the position has been approved and 0 while it is still pending.
  
• Calibrate Position: To help establish clear hiring criteria, this task tracks the progress of position calibration. The score directly reflects the completion percentage based on five key components: Ideal Candidates, Required Skills, Location, Job Titles, and Experience Requirements.
  
• Publish Position: This task ensures the position is visible to potential candidates. It scores 100 points if the position is publicly visible and 0 if it is open but not yet published.

2. Active Recruitment Tasks

These tasks track progress during the active hiring phase.

• Review New Applicants: To ensure a quick response to promising candidates, this task checks for high-potential candidates (4-5 star matches) needing review. The score decreases as unreviewed applications accumulate. The time threshold for review is 24 hours.
  
• Invite to Apply Leads: This task promotes proactive recruitment by checking progress in reaching out to potential candidates. The scoring is based on the percentage contacted, with a default target of 10%.
  
• Stuck Applicants: This task identifies bottlenecks in the hiring process by checking for candidates who have been in the same stage for too long (over 48 hours). The score decreases as the number of stuck candidates increases.
  
• Pending Feedback: This task ensures timely candidate evaluation by checking for outstanding interview feedback. The score is a combination of total pending feedback (40%) and overdue reminders (60%). The initial feedback deadline is 24 hours, with a reminder sent after another 24 hours.

3. Offer Management Tasks

These tasks monitor the offer process.

• Create Offer: To prevent delays in extending offers, this task checks for candidates in the offer stage without a created offer. The score decreases as pending offers accumulate. The time threshold is 12 hours.
  
• Complete Offer Intake Form: This task ensures that offer details are properly captured. The score decreases with the number of incomplete offers.
  
• Offer Approval: This task tracks approval bottlenecks. The score decreases as the number of unapproved offers increases.
  
• Rollout Offer: This ensures timely offer extension by checking for approved offers that have not yet been extended to candidates. The score decreases as the number of unextended offers increases.
  
• Accept Offer: This task tracks the offer acceptance status by checking for extended offers awaiting a candidate's response. The score decreases with the number of unaccepted offers.

Why use the Position Health Score?

• Proactive intervention: Spot issues before they delay hiring.
• Benchmark performance: Compare roles over time and improve processes.
• Prioritize resources: Focus on roles that need the most support.
• Transparent insights: Understand what's working and what’s not at a glance.

Can recruiters set their own goals?

No, only a recruiter's manager can set goals for them. Recruiters can only view the goals set by their manager.

Where can I find definitions of the metrics?

Refer to the operational dashboard documentation for metric definitions.

How do I disable these dashboards?

To turn off these dashboards for a customer/group ID, disable the FMT taoperationaldashboard_gate associated with these dashboards.

How current is the data in the dashboards?

The operational dashboard metrics have different refresh rates:

• Recruitment funnel: Refreshes every 24 hours
• Position Health Score: Refreshes every 30 days
• All other metrics: Refresh every 2 hours

Why is there a discrepancy between the number of open positions a recruiter sees in the Open Positions tab of this dashboard versus the My Positions tab in the Positions page?

The Open Positions tab in the operational dashboard only shows positions where the user is the assigned recruiter. My Positions tab however shows any positions where the user is part of the recruiting team or listed as a sourcer.

What does a manager of managers see?

The TA Manager dashboard only shows data for a first level Recruiting manager. In the future, we may introduce a hierarchical view that allows a manager of manager to see data for their entire organization.

Can I change the default value for weekly pipeline goals through the admin config UI?

Currently there is no config UI available to change the default value for pipeline goals. However it is possible to log a support ticket and have them changed at a group ID level.

If I have a recruiter role, but have no positions assigned to me currently or I have no hires what will I see?

If a user with a recruiter role has no open positions, they won’t see any data in the Open Positions view. Similarly if they don’t have any hires in the past weeks or months, they won’t see any data in the Hires view. They will still see the Overview tab.

Why is the count of open positions in the operational dashboard different from the count shown under My Positions tab in the Positions page?

The operational dashboard only shows the positions that are directly assigned to a recruiter.