The Candidate Pipeline dashboard helps you track and analyze recruitment efficiency across your organization. Use this dashboard to monitor how candidates progress through hiring stages, identify bottlenecks in your recruitment process, and measure key performance indicators like time to hire and application completion rates.
This dashboard is designed for talent acquisition teams, recruiters, and hiring managers who need to assess pipeline health and optimize hiring workflows.
To request a demo or explore other Analytics capabilities, reach out to your account manager.
Top Line KPI Metrics
The dashboard displays ten key performance indicators that provide a comprehensive view of recruitment effectiveness:
Days To Hire – Average calendar days from when a job opened to when a candidate was hired. Helps you track how quickly your organization fills open positions.
Application per Hire – Average number of applications received per job. Indicates the volume of candidate interest needed to make successful hires.
Application Completion Rate – Percentage of started applications that reach submission. A higher completion rate suggests your application process is user-friendly and accessible.
Days to First Application – Average days from job opening to receiving the first application. Measures how quickly your job postings attract candidate interest.
Sourcing/Screening Ratio – Number of applications sourced per application that progresses to screening. Lower ratios indicate more efficient sourcing and initial filtering.
Screening/Shortlist Ratio – Number of applications screened per application that progresses to shortlist. Indicates how effectively screening identifies qualified candidates.
Shortlist/Interview Ratio – Number of applications shortlisted per application that progresses to interview. Measures the quality of shortlisted candidates.
Interview/Check Ratio – Number of applications interviewed per application that progresses to checks. Shows how well interviews identify candidates ready for background checks and verification.
Check/Offer Ratio – Number of applications in checks per application that receives an offer. Indicates how many candidates pass checks and receive offers.
Offer/Hired Ratio – Number of offers extended per successful hire. Measures offer acceptance rates and final conversion efficiency.
Visualizations
The dashboard is organized across three tabs: Overview, Deep Dive, and Row Data. Each tab provides different perspectives on your recruitment pipeline.
| Visualization | What it shows |
|---|---|
| Overview Tab | |
| Days To Hire (Monthly Trend) | Line chart showing average days to hire over time, helping you identify seasonal trends or process improvements. |
| Application Completion Rate (Monthly Trend) | Line chart tracking the percentage of completed applications month over month. |
| Pipeline Funnel | Funnel chart displaying candidate counts at each stage (Source, Screen, Shortlist, Interview, Checks, Offer, Hire), visualizing where attrition occurs. |
| Pipeline Conversion Ratios | Bar chart showing the six conversion ratios (Sourcing/Screening, Screening/Shortlist, Shortlist/Interview, Interview/Check, Check/Offer, Offer/Hired). Higher ratios indicate more applications needed to progress candidates. |
| Average Time To Stage | Stacked bar chart showing cumulative days required to reach each recruitment stage. |
| Average Time In Stage | Bar chart displaying how many days candidates spend at each stage before progressing. |
| Deep Dive Tab | |
| Days To Hire by [Dimension] | Combination chart comparing days to hire across your selected dimension (e.g., job category, recruiter, location). |
| Application per Hire by [Dimension] | Bar chart showing application volume requirements segmented by your chosen dimension. |
| Application Completion Rate by [Dimension] | Bar chart comparing completion rates across different segments. |
| Days to First Application by [Dimension] | Bar chart analyzing time to first application by your selected dimension. |
| Pipeline Conversion Ratios by [Dimension] | Stacked bar chart showing all six conversion ratios broken down by dimension for comparative analysis. |
| Row Data Tab | |
| Detailed Job Pipeline Table | Comprehensive table listing individual jobs with all metrics (completion rate, days to hire, days to first application, applications per hire, and all conversion ratios). Use this for detailed analysis of specific job vacancies. |
[Screenshot: Overview tab showing KPI tiles, pipeline funnel, and conversion ratios]
Filters
Use filters to narrow your analysis to specific time periods, candidate characteristics, job attributes, or team members:
Date-based filters:
- Date – Filter data by specific date ranges or months
Candidate characteristics:
- Connected Profile Gender – Filter by candidate gender (female, male, gender diverse, not specified, prefer not to say, unknown)
- Connected Profile Current Relationship – Filter by candidate relationship status
- Connected Profile State – Filter by candidate location
- Profile Availability – Filter by when candidates are available to start
- Profile Relocation Willingness – Filter by candidates' willingness to relocate
- Candidate Source Group – Filter by application source categories (e.g., talent community & talent pools, referrals, direct applications)
- Candidate Source – Filter by specific source channels
Job characteristics:
- Job Vacancy Title – Filter by job title
- Job Vacancy ID – Filter by unique job identifier
- Job Vacancy Category – Filter by job category or department
- Job Vacancy State – Filter by job location
- Job Vacancy Segment – Filter by business segment
- Job Vacancy Status – Filter by job status (open, closed, on hold)
Recruiter and hiring team:
- Recruiter Name – Filter by assigned recruiter
- Hiring Manager Name – Filter by hiring manager
Deep Dive Options
The Deep Dive tab includes a dynamic parameter called Show Deep Dive By that lets you slice all visualizations by different dimensions. Select from these options to compare performance across segments:
- Profile Gender
- Profile Current Relationship
- Profile Location State
- Profile Availability
- Profile Relocation
- Job Recruiter Name
- Job Category
- Job Location State
- Application Source Group
- Custom fields for Job Vacancies or Job Offers
This parameter updates all Deep Dive visualizations simultaneously, making it easy to explore patterns across different perspectives without manually adjusting filters.
[Screenshot: Deep Dive tab with Show Deep Dive By parameter selector]
Understanding Key Calculations
Pipeline Conversion Ratios
The six conversion ratio metrics measure recruitment efficiency at each stage transition. Each ratio indicates how many candidates are needed at one stage to move a single candidate to the next stage.
These ratios are calculated by dividing the number of candidates who reach a stage by the number who progress to the next stage. For example, if 100 candidates are shortlisted and 50 progress to interviews, the Shortlist/Interview Ratio is 2.0 (you need to shortlist 2 candidates to move 1 into interviews).
Lower ratios indicate more efficient progression through that stage, suggesting better candidate quality or more effective evaluation processes. Higher ratios may indicate bottlenecks where many candidates are filtered out.
Time Metrics
Average Time To Stage measures cumulative days from job opening to reaching each stage. This helps you understand the total time investment required to progress candidates to specific milestones.
Average Time In Stage measures how many days candidates spend at each individual stage before moving forward. This helps identify stages where candidates experience delays.
Related Articles
- Talent Analytics Dashboard - Active Vacancies
- Talent Analytics Dashboard - Hiring
- Talent Analytics Dashboard - Talent Community & Pools
- Feature Overview - Humanforce Analytics
Additional Information
To request a demo of Humanforce Analytics, reach out to your account manager.
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