Benefits and Features

It is most likely that you have a JazzHR Dashboard that reveals useful information about both the talent acquisition function of your HR group's work and the operational aspects of "people management."

But in case your platform for analytics isn't "centralized" (i.e., not part of one platform), your HR managers will have to spend time toggling between discrete solutions in an attempt to review key HR metrics.

Given that you're a small business, spending money on a high-falutin' business intelligence tool with many sophisticated data visualization and high-powered HR analytics dashboards isn't necessarily a smart use of your budget.

What is worth allocating budget toward, though, is an applicant tracking system — one that can help your HR department get a real-time, holistic view of both recruiting activities as well as data tied to your workforce (e.g., employee engagement levels, voluntary attrition rate, performance reviews).

Not every HR team member will necessarily have access to all parts of your JazzHR Dashboard. However, it is important to have controls in place that enable relevant HR staff at your small and medium-sized business to have direct access to key information sets that can inform them in their work processes.

Setting up your JazzHR Dashboard with an ATS

Ideally, you would use an applicant tracking system (ATS) with built-in reporting capabilities to use as your primary JazzHR Dashboard. (If you have an HRIS/HCM system, it’s worth connecting that to your ATS to get a truly complete view of all HR data tied to candidates and employees).

At a basic level, your HR analytics software of choice should enable your HR professionals to:

Seek and collect data from the business and employees, standardized by report
Keep records of all hiring and employee data and aggregate that data in one place
Access historical data so they can compare data sets and look for trends/patterns

It’s simple: Collect, aggregate, and compare. For example, to track employee churn rates, you might gather that info in a spreadsheet or translate those numbers into a graph.

By measuring changes over time, you can present the data to other key business stakeholders and inform decisions around both employee satisfaction and well-being as well as recruiting and hiring.

To go a step further, apply key performance indicators (KPIs) to set goals for improvement.

Notably, regarding your talent acquisition efforts, you can set KPIs around sourcing quality, nurture engagement, interview speed, and hiring diverse candidates. (A dedicated diversity dashboard may even be needed to ensure you not only hire diverse talent but also empower them once hired.)

The point is constructing an HR metrics dashboard is critical to pre- and post-hire success. For the former, with your candidate outreach and conversion. For the latter, making progress with metrics including (but certainly not limited to) quality of hire and employee turnover and retention.

5 critical components of your JazzHR Dashboard

So, that’s how you create an JazzHR Dashboard — one both your HR executive(s) and generalists can benefit from. The next question is, what do you put on it? Start with these reporting areas.

1) Compliance

It’s incumbent on HR to ensure that every person and process company-wide is compliant.

With that in mind, your HR function will want to report on the number and severity of policy violations as well as KPIs on inclusive and diverse hiring and promotions. In many cases, regulatory bodies expect businesses to be tracking certain metrics in this area.

In short, this is essential to ensure your SMB complies with all relevant measures based on the types of workers you hire and where your org operates. (Note that even some cities and states have specific regulatory requirements, so factor those into your JazzHR Dashboard as well.)

2) Hiring Workflow

This report can be applied to any standard HR workflow or process, but is especially useful for hiring. You should track how many people are currently active in the hiring process, how quickly candidates move from “Applied” to “Interviewed” to “Hired,” and how/if people move from one funnel stage to the next (i.e., the conversion rate for each level of progression in your TA team’s talent pipeline).

3) Source vs. Quality of Hire

If you’re starting a new hiring phase or want to understand where your top talent comes from, this report is ideal. Organize it to view sources like referrals, recruiters, job boards, and more. Look at:

Where past hires were sourced
Who was involved in the process
What roles people were hired for

Match that data against quality of hire (based on managers’ reviews of employees). It’s another useful report for your JazzHR Dashboard — and one your recruiters can even use to optimize their sourcing and interviewing efforts (that is, to ensure only quality candidates are advanced and eventually hired).

4) Process Tracking

How long do your HR processes take? Track start and end dates for projects, recruitment phases, onboarding, settling open issues, and so on. On top of this, you can identify and report on key stages throughout a process, like number of interviews vs. interview time.

5) Employee Information

Reports on employee metrics show how well individuals are performing, but can also be a key indicator for how well a business is supporting that performance. Consider including:

Number of employees hired in X period
Usage of time off/sickness leave
Uptake of benefits
Use of training resources
1-1 evaluation scores
Wellbeing or NPS scores
Engagement (such as number of logins on the company intranet or event attendance)
Headcount and turnover rates

There are undoubtedly other types of employee details and data points to track, but start with these.

Using the right workforce analytics software

Building an JazzHR Dashboard might seem like a mammoth task. With the right data-gathering tools in place, you can learn from a dynamic feed of info. What should you do with those learnings? Share the knowledge. Set ambitious goals. Use those insights every day to make incremental improvements.

Learn how JazzHR can help you make the most of your recruiting and hiring data and workforce analytics. Speak with our team today to get a custom demo of applicant tracking system for SMBs.

Additional Features:

Onboarding Tools: Helps companies onboard new hires with customizable forms, e-signatures, and document management.
Job Requisition Templates: Customizable templates make it easy to create and post job descriptions.
Referral Management: Lets you track and manage employee referrals, encouraging internal talent pools.

In summary, JazzHR offers a comprehensive suite of features that allow companies to manage the entire hiring process efficiently. From posting jobs to reviewing candidates and making offers, JazzHR’s customizable tools help businesses improve the speed and quality of their hiring decisions while reducing administrative overhead.

JazzHR Login

JazzHR Login is accessing your JazzHR account through the platform’s login page. Once you have an account with JazzHR, you can log in to your dashboard to manage job postings, track applicants, collaborate with your hiring team, and utilize other features provided by the software.

Don’t Have An Account? Click on Start A Free Trial, to create a free account which opens you to try JazzHR for free today, get a 14 day trial and post your first job and see why over 10,000 growing businesses trust JazzHR to power their hiring process.

Here’s how to access the JazzHR Login portal;

Go to JazzHR Login page.
Enter your email address and password.
Confirm your are a real person and not a robot.
Click on “Sign In” to access your JazzHR account.

Do You Still Need Assistance?

If you want to learn more about managing your Careers, Jobs and JazzHR account online and with the mobile app, Check out our Frequently Asked Questions on set-up, troubleshooting, and more.

You may call our Customer Service and HR Support Line at 1-888-885-5299 Monday – Friday, 8 a.m. to 8 p.m. if you need help or having trouble setting up an account.