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Candidate analytics report

Two questions answered in two sections: how is candidate volume trending, and where are the candidates coming from (and what status are they in)?

Where to find it
Main menu → Reports → Candidates tab
Who can use it
Recruiters, hiring managers, anyone with access to reports
Direct URL
https://app.nextal.com/apps/reports?tab=candidates

Every chart on this page respects the date filter at the top right (Last 365 days / Last 30 days / Last 7 days / custom range). KPI cards that mention a fixed window like “365d” keep their own window regardless — they’re always-on benchmarks. Click Export PDF at the top to download the current view.

Tells you whether your talent database is growing, shrinking, or steady.

KPI row: Total / 365d / 30d / 7d

The four candidate-volume KPI cards: Total, Last 365 days, Last 30 days, Last 7 days

What it shows. The row of four KPI cards at the top of the Candidates tab.

  • Total — every candidate ever created in your tenant, including archived ones. Useful for capacity planning and as the denominator behind the other KPIs.
  • Last 365 days — candidates created in the past 12 months (rolling). Tells you what fraction of your pool is recent.
  • Last 30 days — leading indicator of sourcing activity this month.
  • Last 7 days — freshest signal, useful for week-over-week comparisons or to see if a push just landed.

Chart: Candidate per month

Candidate per month — grouped bar chart, last year vs this year

What it shows. A grouped bar chart with two series per month — pale blue for Last year and brand blue for This year. X-axis is the months (Jan-Dec); Y-axis is the count of candidates created in that month.

Question it answers. “Am I on track compared to last year?” Side-by-side bars instantly show the gap.

How to read it. Equal-height bars = same pace year-over-year. This year taller than last year = growth. This year shorter for several months in a row = slowdown worth investigating.

Chart: Candidate per day

Candidate per day — daily bar chart over the selected range

What it shows. A bar chart with one bar per day for the most recent days. X-axis is the date (e.g. “17 May”); Y-axis is candidate creation count.

Question it answers. “Are we adding candidates consistently or in bursts?”

How to read it. Flat bars = steady sourcing. Spikes = bulk imports or career-page campaigns. Long stretches of zeros = quiet periods (weekends typically show as zero unless you source on weekends).

Section 2 — Pipeline & sourcing

Where are candidates in your workflow, and where did they come from?

Chart: Candidate by status

Candidate by status — horizontal bar chart, one bar per status

What it shows. A horizontal bar chart. Each bar is one candidate status (New, Active, Qualified, Hired, Rejected, etc. — your statuses are configurable by your admin). Bar length is the number of candidates currently in that status.

Question it answers. “Where is my talent pool bottlenecked?”

How to read it. A wide New bar means lots of unprocessed candidates — triage work. A wide Active bar with few in later statuses might mean candidates aren’t advancing. A wide Hired bar = good outcomes.

Chart: Candidate by source

Candidate by source — horizontal bar chart, one bar per source channel

What it shows. Horizontal bars, one per source (career page, LinkedIn import, manual entry, agency, etc.). The source comes from the candidate’s source / referenceFrom field — set when you create or import them.

Question it answers. “Which sourcing channels are paying off?”

How to read it. Compare the bar lengths against your team’s effort or budget per source. A small career-page bar with a big budget = expensive channel. A big LinkedIn bar with no paid plan = great organic reach. Candidates with no source set show up as Unknown.