Recruitment reports answer the four questions leadership asks most often: how long hiring takes, how much it costs, which channels are effective, and at which round applications drop off. Report quality depends entirely on day-to-day data entry.
Five report groups
| Group | Answers the question |
|---|---|
| Recruitment funnel & conversion rates | At which round do applications drop off |
| Time and cost to hire | How long hiring takes and how much it costs |
| Recruitment source effectiveness | Which channels are worth the money |
| Job posting status and age | Which postings have been open too long |
| Quality of hire | Whether the people hired can actually do the job |
Five metrics at the top of the page
| Metric | Meaning |
|---|---|
| Applications | Total applications received |
| Hired | Number of people who actually started work |
| Candidates interviewed | Number of applications that passed the screening round |
| Job offers | Number of offers sent |
| Declined after accepting the offer | Number of people who accepted an offer and then withdrew — the most painful metric |
The Declined after accepting the offer metric is worth tracking more than all the others. A high rate means pay isn't competitive, or the wait until the start date is too long and nobody stays in touch (article B15-14).
Four ways to read the funnel
| Chart | Used to |
|---|---|
| Recruitment funnel | See the overall picture. The rate on the right is the share that passed compared to the immediately preceding round |
| Conversion by round | Find which round loses the most candidates |
| Funnel by position group | Compare position types with each other |
| Funnel by department | Compare departments with each other |
Read conversion rates relative to the immediately preceding round, not relative to the total. A round that keeps 30% of the previous round is normal for CV screening but alarming at the offer round.
Four data-entry habits that determine your reports
| Daily task | If skipped |
|---|---|
| Fill in the Source for every application | The source effectiveness report is meaningless |
| Select a Rejection reason when rejecting a candidate | You won't know why applications drop off |
| Move cards at the right time when candidates advance to another round | Time-to-hire metrics are wrong |
| Close the position once it's filled | Posting age and funnel are wrong |
Recruitment reporting is the module in Tanca that depends most on data entry. There is no way to correct past data — if no one filled in the Source for the past three months, those three months will never have figures. Agree on the four habits above with the whole team before starting a major hiring campaign.
Recruitment feedback
Go to Recruitment › Recruitment Feedback. This screen summarizes what candidates say about your recruitment process, based on the survey configured in Settings › Candidate Survey (article B15-07).
| Metric | Meaning |
|---|---|
| Average satisfaction score / 5 | Average of the star-rating questions |
| Candidate NPS | Willingness to recommend |
| Survey responses | Number of respondents out of the number surveyed |
| Response rate | Percentage who responded |
There are four filters by candidate outcome: All · Hired · Rejected · Withdrew, along with a chart of score distribution from 1 to 5 stars and scores by recruitment step.
This screen currently has no data and is partly non-functional. Surveys cannot yet be sent to candidates (article B15-07), so all metrics are empty. In addition, the AI feedback summary block is labeled Coming soon, and the feedback table cannot yet be filtered by date. The Satisfaction score by recruitment step section also clearly states: surveys sent before the system recorded step milestones will not appear here.
The group most worth listening to is Rejected — they make up the majority of people who come into contact with your employer brand, and they are the group who will tell others about that experience. Once surveys are working, start with this filter.
