From 8795605afbd7184dd47c92bc185758cd7d0e2a21 Mon Sep 17 00:00:00 2001 From: TrevorHoughton <83668790+TrevorHoughton@users.noreply.github.com> Date: Mon, 18 Mar 2024 16:59:23 -0700 Subject: [PATCH] Added department specific TalentWall dashboards (#8734) --- .../talent/process/talent_metrics.md | 96 ++++++++++++++++--- 1 file changed, 82 insertions(+), 14 deletions(-) diff --git a/content/departments/people-talent/talent/process/talent_metrics.md b/content/departments/people-talent/talent/process/talent_metrics.md index ab2f8ee542aa..963b6bb13372 100644 --- a/content/departments/people-talent/talent/process/talent_metrics.md +++ b/content/departments/people-talent/talent/process/talent_metrics.md @@ -1,4 +1,4 @@ -## **Talent Acquisition Metrics** +# **Talent Acquisition Metrics** Our Talent Metrics approach is to support our leader's ability to define talent needs, drive decisions using data, and attract & retain the best external and internal talent. We strive to create an amazing candidate to teammate experience, and data drives continuous iteration! @@ -10,24 +10,24 @@ Our Talent Metrics approach is to support our leader's ability to define talent **Tools:** - [TalentWall](https://app.talentwall.io/dashboard/dashboards/7012): Provides key recruiting metrics in real-time to all teammates -- [Greenhouse Reporting:](https://support.greenhouse.io/hc/en-us/articles/360007315491-Greenhouse-Recruiting-reports-index) We leverage our ATS data and reports for interview calibration, the [Requisition Report](https://docs.google.com/spreadsheets/d/1SyrAInHn12g2W1USfhWvDZSfLe0_VPM3Re_ImgM6nq4/edit#gid=815618435ZtaACJxwjEu4my_xeYuB3a7E/edit#gid=1829575136), and more. -- [Q3 Open Roles - Tracking Sheet](https://docs.google.com/spreadsheets/d/1n6gtEfvjmSlgQfz_bLajalxstC7jgLT4OtLbXa4K4Gw/edit#gid=174110325): This is an Excel doc showing our quarterly open roles This report ensures we hire the right talent at the right time, allowing our BUs to execute on goals. +- [Greenhouse Reporting:](https://support.greenhouse.io/hc/en-us/articles/360007315491-Greenhouse-Recruiting-reports-index) We leverage our ATS data and reports for interview calibration, candidate experience feedback, job board performance, and more. +- [Company-Wide Recruiting Update](https://docs.google.com/spreadsheets/d/1HaLmhYEqopD322_97GR172x4E_pvvEGmwXMiWaCwakY/edit#gid=1156832169): This is an Excel doc showing our current open roles. -### What we measure: +## What we measure: -#### Diversity lifecycle: applications, recruited, interviewed, offers extended & offers accepted +### Diversity lifecycle: applications, interviewed, offers extended & offers accepted -- The talent acquisition workflow [metrics](https://app.ashbyhq.com/home/dashboard-99c39b44-6c73-4492-a53c-f1551fe1e188) are specific to candidates who self-identified as coming from an underrepresented group. -- _Diversity_ refers to the characteristics of the people who make up Sourcegraph and how they identify. Race, gender, age, ethnicity, religion, national origin, disability, and sexual orientation are _some_ examples of how the data might be categorized when looking at Sourcegraph’s diversity. +- The Talent team uses [Greenhouse's Pipeline by demographic report](https://support.greenhouse.io/hc/en-us/articles/360007254531-Pipeline-by-demographic-report) to track candidate's demographic data. +- _Diversity_ refers to the characteristics of the people who make up Sourcegraph and how they identify. Race/ethnicity, gender, and veteran status are examples of how the data is categorized when looking at Sourcegraph’s diversity. -#### Offer acceptance rate +### Offer acceptance rate - **Metric definition:** The percentage of offers extended that are accepted - **Measurement:** Total offers accepted ÷ total offers extended X 100 - **Metric use:** Measure recruiting effectiveness at candidate conversion and determine the strength of our offers for different positions - **Target:** >90% -#### Average time to hire (days) +### Time to hire - **Metric definition:** The average number of days between the application date and the date the candidate is marked as hired - **Measurement:** Total time taken to complete the individual component of the hiring process for all requisitions ÷ total number of requisitions @@ -39,20 +39,40 @@ Our Talent Metrics approach is to support our leader's ability to define talent ![Screenshot of where to update application date in Greenhouse](https://storage.googleapis.com/sourcegraph-assets/Updating%20application%20date%20in%20Greenhouse.png) -#### Average time to fill (days) +### Time to fill - **Metric definition:** Average number of days elapsed between requisition kick-off date and offer acceptance for internal and external hires - **Measurement:** Total days to fill ÷ total offers accepted - **Metric use:** Calibrate the timeliness and efficiency of the recruiting process - **Target:** <45 days -#### Recruitment source breakdown +### Time to offer + +- **Metric definition:** Average number of days between the date a candidate’s application was created and the date their offer was created (not the date the candidate was moved into offer stage). +- **Target:** <30 days + +### Time to start + +- **Metric definition:** Average number of days between when an application was created and the candidates's scheduled start date. +- **Target:** <60 days + +### Time to accept + +- **Metric definition:** Average number of days between the date an offer was created and the date a candidate accepted the offer. +- **Target:** <5 days + +### Position vacancy time + +- **Metric definition:** Average number of days between the date a job was opened in Greenhouse and the candidates's scheduled start date. +- **Target:** <95 days + +### Recruitment source breakdown - **Metric definition:** Measure the distribution of external hires by recruitment source, including referral, rehire, agency, etc. - **Measurement:** Total number of external hires for each source group ÷ external hires X 100 - **Metric use:** Evaluate the effectiveness of sourcing channels to understand their impact on retention and monitor recruitment costs -#### Recruiter effectiveness +### Recruiter effectiveness - **Metric definition:** The volume of recruiter screens required to make a hire. - **Measurement:** Number of candidates interviewed (interview scheduled or scorecard submitted) in these stages ÷ the number of candidates who received offers. The date filter is by the interview date, or scorecard submitted date if no interview was scheduled. @@ -66,10 +86,58 @@ Our Talent Metrics approach is to support our leader's ability to define talent - **Metric use:** Expose gaps in the recruiting process that may cause a loss of quality to the candidates experience. Understand how to improve the recruiting process and itterate on feedback. - **Target:** Average survey rating >4.0/5 -#### Employment brand strength +### Employment brand strength - **Metric definition:** The attractiveness of our organization’s employment value proposition - **Measurement:** Labor market perceptions of our brand are measured through channel ratings (ie Glassdoor, Blind etc) & Quality/Volume of Internal Applicants - **Metric use:** Assess the internal/external perception of the employment opportunity and determine the impact of marketing or other external distribution of information about Sourcegraph -For questions regarding Recruiting Metrics and reports please e-mail Recruiting@sourcegraph.com +## Department Specific Hiring Data + +People managers at Sourcegraph have access to the following hiring metrics broken down by department: + +- **Hires:** hires, starts, pending starts, time to hire, time to start, position vacancy time, hires per month, hires by source, hires by source type, hires by hiring manager, applications per hire, HM screen to hire +- **Offers**: time to fill, time to offer, offers created, offers outstanding, offers declined, offer acceptance rate, time to accept, offers month over month, offers by source, average acceptance rate per month +- **Interview activity**: Hours spent interviewing by interviewer, hours spent intervieweing by department +- **Active pipeline**: Candidates by stage + +To revise the date range, copy the dashboard as an independent tab under your own account by clicking "copy to my dashboard". Any changes made to the copied dashboard will not be reflected on the original dashboard, and vice versa: + +![Make a copy of dashboard](https://storage.googleapis.com/sourcegraph-assets/Make%20a%20copy%20of%20TalentWall%20dashboard.png) + +### Engineering hiring metrics + +- [Last 6 months](https://app.talentwall.io/shared-dashboard/101798/v5LL0vpVRrot) +- Year to date (COMING SOON) + +### Marketing hiring metrics + +- [Last 6 months](https://app.talentwall.io/shared-dashboard/103375/RlavUzP0jlmp) +- Year to date (COMING SOON) + +### Operations hiring metrics + +- [Last 6 months](https://app.talentwall.io/shared-dashboard/103373/zqhYSvHXt7UR) +- Year to date (COMING SOON) + +### People & Talent hiring metrics + +- [Last 6 months](https://app.talentwall.io/shared-dashboard/103378/idBWUm6lWex2) +- Year to date (COMING SOON) + +### Product hiring metrics + +- [Last 6 months](https://app.talentwall.io/shared-dashboard/103374/JnEU2kfU0wnr) +- Year to date (COMING SOON) + +### Sales hiring metrics + +- [Last 6 months](https://app.talentwall.io/shared-dashboard/103377/2SRnMP65mNNr) +- Year to date (COMING SOON) + +### Technical Success hiring metrics + +- [Last 6 months](https://app.talentwall.io/shared-dashboard/103376/JcuK9ZfMfXKX) +- [Year to date](https://app.talentwall.io/shared-dashboard/104808/Ywd9lGhw5AT2) + +For questions regarding recruiting metrics and reports please slack #ask-hiring