HR plays an important role in every company, and their work involves talent acquisition, employee relations, employee training, compensation and performance, etc., and each of these modules generates a large amount of data.

How can you use this data to optimize your workflow?

How can we generate easy-to-understand reports for leaders to understand at a glance?

These are two of the biggest concerns for HR.

The death of the traditional reporting process

Time-consuming statistics?

Taking recruitment data as an example: a series of data, such as the amount of resumes received, the amount of initial screening, the number of people entering the interview, the amount of invitations, the amount of actual attendance at the initial interview, the amount of retesting, the amount of back-tuning passed, the amount of offers issued, the amount of entry, and so on, will form a recruitment data funnel, which will help HR to observe the loss of data in each link.

Additionally, these data can be summarized by position and by channel, so that we can find out the difficulty of recruiting talent for the position in the current market and the quality of different recruitment channels.

In the traditional Excel process, to meet the above needs, often need to create multiple sheets to do the correlation of these data.

Each time these sheets are counted according to different dimensions, it takes HR 2-3 hours of time.

Statistical data arithmetic complicated

To resume delivery, for example, the above table example, our HR for each position in the daily delivery of a summary, but if you want to each month, each position in the various channels of resume delivery statistics to observe, in Excel, how is the operation of the steps?

First of all, insert a new line in the original form, or in other work areas, according to the time by channel on the delivery of the volume of the summary, get the summary data, and then according to these data to generate the corresponding charts.

This process is cumbersome, time-consuming, and error-prone.

Passive reporting, poor scalability

In the past, when HR provided reports to the person in charge, all the "rules" were set.

For example, in the monthly recruitment data report, the amount of submissions for each position will be provided, the amount of throughput, etc., if the leadership suddenly want to know that these people have been hired from which channels, then HR will need to re-statistics, and then report.

This is only a small requirement, and as a startup, we don't have a huge amount of data. But in a large, mature company, every new requirement from the leadership would be a nightmare for HR.

How to utilize DataHunter to improve work efficiency?

Automate statistics and generate charts by dragging and dropping at will

No matter what kind of dimensional statistics are available, just drag the corresponding dimensional fields into the dimensional area and select the appropriate chart type.

The traditional process of sifting through data, selecting, counting, and generating charts is all done in one step.

Exploratory analytics for multiple needs?

In DataHunter, complete raw data is uploaded and corresponding charts are generated, which can then be drilled down to meet different dimensional viewing needs.

If you want to know from which channels the people who have been onboarded came from, drag and drop the channels and number of people into the dimensions and metrics, respectively, and you can generate a bar chart to view them.

If you want to see on a basic level which departments the onboarded people from a particular channel have gone to, simply right-click on the appropriate bar, select the department, and it will be displayed.

Customize Kanban Beyond Traditional Reporting

HR can generate multiple charts and combine them into a single Kanban board based on their needs.

An onboarding and offboarding dashboard based on commonly used metrics, which covers: monthly talent onboarding, talent onboarding by recruiting channel, and departmental attribution of onboarded talent.

Through this dashboard, you can see at a glance the flow of talent within the company.