Use recruiting analytics to understand candidate volume, pipeline movement, screening outcomes, interviews, and team activity across your organization.
Rad Recruiter provides analytics across candidate activity, job activity, screening, qualification, interviews, hiring funnel conversion, and recruiting team activity. Use these views to understand recruiting performance and identify where candidates are progressing or dropping out.
The following answers are based on how analytics and reporting currently work inside Rad Recruiter.
Rad Recruiter tracks application volume, candidate status, screening results, qualification rates, scheduled interviews, hiring funnel conversion, job-level activity, and recruiting team activity across hospitality roles.
Yes. Job and analytics views show how applications are distributed across active hospitality positions, such as front desk, guest services, housekeeping, food & beverage, maintenance, and other roles. Date filters can be used where available to review specific reporting periods.
Yes. The analytics funnel shows candidate movement from application and screening through qualification, interview scheduling, rejection, and hiring. This helps hospitality teams identify where candidates are progressing and where they may be dropping out.
Yes. The Home and Analytics screens display scheduled and upcoming interviews from candidate records. Connected scheduling providers help keep interview information updated after successful booking events.
Yes. Rad Recruiter displays active team members and relevant recruiting activity. Access to organization-wide analytics depends on the user's role and permissions.
Most dashboard data updates as candidate and job activity is recorded in Rad Recruiter. External events may take longer when they depend on email, webhooks, calendar providers, or other third-party processing.
Yes. Hospitality teams can review application volume, screening and qualification rates, interviews scheduled, and hiring funnel conversion to understand which jobs and recruiting workflows are producing qualified candidates. Hiring decisions should still include human review and business context.
No. Voluntary EEO information is stored separately and is not provided to the AI screening workflow. Aggregate EEO reporting, where enabled and legally appropriate, is kept separate from individual candidate evaluation.
Analytics can show how candidates move through the recruiting process, helping hospitality teams understand where applicants progress and where candidates may drop out.
Analytics provide visibility into both candidate activity and the recruiting workflows producing qualified candidates.
Review application volume across active positions and use available date filters to examine specific reporting periods. This can help teams understand how candidate activity is distributed across roles.
Follow candidates from application and screening through qualification, interview scheduling, rejection, and hiring to identify where candidates are progressing and where they may be dropping out.
Review screening and qualification rates alongside interview activity to understand which jobs and recruiting workflows are producing qualified candidates.
Review active team members and relevant recruiting activity while maintaining organization-level access according to each user's role and permissions.
Most dashboard data updates as candidate and job activity is recorded in Rad Recruiter.
External events may take longer to appear when they depend on email, webhooks, calendar providers, or other third-party processing. Connected scheduling providers can update interview information after successful booking events.
Voluntary EEO information is stored separately and is not provided to the AI screening workflow. Aggregate EEO reporting, where enabled and legally appropriate, is kept separate from individual candidate evaluation.
Analytics can provide aggregate reporting while individual candidate evaluation remains separate from voluntary EEO information.
Recruiting analytics can help teams understand application volume, screening and qualification rates, interviews scheduled, and hiring funnel conversion. Hiring decisions should still include human review and business context.
Use Rad Recruiter to track candidate volume, screening outcomes, qualification rates, interviews, hiring funnel conversion, job activity, and recruiting team activity.
