Recruitment Reporting in Odoo 18
By Braincuber Team
Published on January 14, 2026
Your HR team posted 15 job positions last quarter. Which job boards brought the best candidates? How long does it take to hire a developer versus a sales rep? Which recruiter closes the most positions? Without recruitment analytics, you're hiring blind—spending on ineffective sources, losing top candidates to slow processes, and unable to identify your best-performing team members.
Odoo 18 Recruitment includes comprehensive reporting tools that transform raw applicant data into strategic insights. Track application sources to identify which job boards deliver quality candidates. Measure velocity to see how quickly applicants move through your pipeline. Analyze team performance to recognize top recruiters. Compare job positions to understand which roles are harder to fill. All data is visualized through interactive graphs, pivot tables, and customizable dashboards. Make data-driven hiring decisions instead of relying on gut feeling.
What You'll Learn: Access four recruitment reports in Odoo 18: Applicant Analysis (track candidates by stage and job), Source Analysis (measure job board effectiveness), Velocity Analysis (monitor hiring speed), and Team Performance (evaluate recruiter productivity). Each report offers graph and pivot views with customizable filters.
Accessing Recruitment Reports
Install Recruitment Module
- Navigate to Apps and search for "Recruitment"
- Click Install on the Recruitment module
- Wait for installation to complete
Open Reporting Menu
- Go to Recruitment module from main menu
- Click Reporting in the top navigation
- Choose from four report types
The Four Report Types
Applicant Analysis
Track candidates by job position, stage, source, and status. See who's in progress vs hired.
Source Analysis
Identify which job boards and recruitment channels deliver the most applications.
Velocity Analysis
Measure how quickly candidates move through recruitment stages. Spot bottlenecks.
Team Performance
Evaluate recruiter productivity. See who processes the most applicants.
Applicant Analysis Report
Applicant Analysis shows the distribution of candidates across job positions, stages, and time periods. Use it to identify hiring trends, monitor pipeline health, and track conversion rates from application to hire.
APPLICANT ANALYSIS - Q1 2026 REPORT
═══════════════════════════════════════════════════════════
GRAPH VIEW: Applications Over Time
───────────────────────────────────────────────────────────
Applications
200 │ ┌─────┐
│ │ │
150 │ ┌─────┐ │ │ ┌─────┐
│ │ │ │ │ │ │
100 │ ┌───│ │─────│ │─────│ │───┐
│ │ │ │ │ │ │ │ │
50 │───│ │ │ │ │ │ │ │───
│ │ │ │ │ │ │ │ │
0 └───┴───┴─────┴─────┴─────┴─────┴─────┴───┴───
Jan Feb Mar Apr May Jun Jul Aug
Legend:
🟦 In Progress 🟩 Hired 🟨 Refused
PIVOT VIEW: By Job Position
═══════════════════════════════════════════════════════════
Job Position | Total | In Progress | Hired | Refused
──────────────────────────────────────────────────────────────
Senior Developer | 87 | 45 | 28 | 14
Marketing Manager | 64 | 38 | 18 | 8
Sales Representative | 152 | 89 | 42 | 21
Customer Support | 93 | 52 | 31 | 10
Data Analyst | 41 | 25 | 12 | 4
──────────────────────────────────────────────────────────────
TOTAL | 437 | 249 | 131 | 57
CONVERSION RATES
───────────────────────────────────────────────────────────
Senior Developer: 28/87 = 32.2% hire rate
Marketing Manager: 18/64 = 28.1% hire rate
Sales Representative: 42/152 = 27.6% hire rate
Customer Support: 31/93 = 33.3% hire rate
Data Analyst: 12/41 = 29.3% hire rate
DRILL-DOWN EXAMPLE: Senior Developer Position
═══════════════════════════════════════════════════════════
Source | Total | Hired | Hire Rate
────────────────────────────────────────────
LinkedIn | 35 | 14 | 40.0%
Indeed | 28 | 8 | 28.6%
Company Website | 15 | 4 | 26.7%
Referral | 9 | 2 | 22.2%
Key Insight: LinkedIn delivers highest quality developer
candidates with 40% conversion to hire.
FILTERS AVAILABLE
───────────────────────────────────────────────────────────
• Date Range (Last 7 days, Month, Quarter, Year, Custom)
• Job Position
• Recruiter
• Source / Medium
• Stage (Initial Qualification, First Interview, etc.)
• State (In Progress, Hired, Refused)
Applicant Analysis Use Cases:
- Pipeline Health: Monitor how many candidates are "stuck" in each stage
- Hiring Trends: Identify seasonal patterns in application volume
- Position Comparison: See which job positions are easier/harder to fill
- Conversion Tracking: Calculate hire rates by job position or source
Source Analysis Report
Source Analysis reveals which recruitment channels (job boards, social media, referrals, career fairs) generate the most applications. Use this data to optimize your recruitment budget by investing in high-performing sources.
SOURCE EFFECTIVENESS ANALYSIS
═══════════════════════════════════════════════════════════
PIE CHART VIEW: Application Distribution by Source
───────────────────────────────────────────────────────────
Total Applications: 437
LinkedIn (32%)
╱ ╲
Indeed Referral
(28%) (18%)
╲ ╱
Company Website (15%)
Career Fair (7%)
BAR CHART VIEW: Applications by Source
───────────────────────────────────────────────────────────
Applications
150 │ ┌────────┐
│ │LinkedIn│
120 │ │ 140 │ ┌───────┐
│ │ │ │ Indeed │
90 │ │ │ │ 122 │
│ │ │ │ │ ┌─────────┐
60 │ │ │ │ │ │Referral │ ┌────────┐
│ │ │ │ │ │ 79 │ │Website │ ┌────┐
30 │ │ │ │ │ │ │ │ 66 │ │Fair│
│ │ │ │ │ │ │ │ │ │ 30 │
0 └──┴────────┴──┴───────┴──┴─────────┴──┴────────┴──┴────┴
PIVOT TABLE: Source Analysis by Job Position
═══════════════════════════════════════════════════════════
Source | Dev | Marketing | Sales | Support | Analyst | Total
────────────────────────────────────────────────────────────────────
LinkedIn | 35 | 28 | 42 | 24 | 11 | 140
Indeed | 28 | 18 | 38 | 22 | 16 | 122
Referral | 9 | 8 | 25 | 28 | 9 | 79
Company Website | 15 | 10 | 31 | 12 | 5 | 66
Career Fair | - | - | 16 | 7 | - | 30
────────────────────────────────────────────────────────────────────
TOTAL | 87 | 64 | 152 | 93 | 41 | 437
COST PER APPLICATION (Sample Data)
═══════════════════════════════════════════════════════════
Source | Monthly Cost | Applications | Cost/App | Hires | Cost/Hire
──────────────────────────────────────────────────────────────────────────
LinkedIn | $2,500 | 140 | $17.86 | 42 | $59.52
Indeed | $1,800 | 122 | $14.75 | 34 | $52.94
Referral | $500 | 79 | $6.33 | 28 | $17.86
Company Website | $200 | 66 | $3.03 | 21 | $9.52
Career Fair | $800 | 30 | $26.67 | 6 | $133.33
KEY INSIGHTS
───────────────────────────────────────────────────────────
✓ Referrals have LOWEST cost per hire ($17.86)
→ Implement referral bonus program
✓ Career Fairs have HIGHEST cost per hire ($133.33)
→ Consider reducing fair participation
✓ LinkedIn delivers most applications (140)
→ Continue premium job posting investment
✓ Company Website has great ROI
→ Invest in employer branding, SEO
RECOMMENDATION: Shift 30% of Career Fair budget to
Referral Program expansion.
Source Tracking Best Practices:
- Use UTM parameters: Track job posting links with unique URLs to attribute sources accurately
- Ask during application: Include "How did you hear about us?" field on application forms
- Track source quality, not just quantity: 100 low-quality applications from one source is worse than 10 high-quality from another
- Regular review: Analyze sources monthly to adjust recruitment strategy quickly
Velocity Analysis Report
Velocity Analysis measures how long candidates spend in each recruitment stage and how quickly positions get filled. Identify bottlenecks in your hiring process and compare time-to-hire across different job positions.
RECRUITMENT VELOCITY ANALYSIS
═══════════════════════════════════════════════════════════
AVERAGE DAYS IN EACH STAGE
───────────────────────────────────────────────────────────
Stage | Avg Days | 🟩 Target | Status
─────────────────────────────────────────────────────────
Initial Qualification | 3.2 | 2.0 | ⚠️ Slow
First Interview | 5.8 | 5.0 | ✓ OK
Second Interview | 7.1 | 7.0 | ✓ OK
Manager Approval | 4.5 | 3.0 | ⚠️ Slow
Offer Made | 2.9 | 1.0 | 🔴 Too Slow
Offer Accepted | 3.1 | 2.0 | ⚠️ Slow
─────────────────────────────────────────────────────────
TOTAL TIME TO HIRE | 26.6 | 20.0 | 🔴 Above Target
BOTTLENECK IDENTIFIED: Offer Made → Offer Accepted
• Taking 6 days total (2.9 + 3.1)
• Target: 3 days total
• Risk: Candidates accepting other offers during delay
VELOCITY BY JOB POSITION
═══════════════════════════════════════════════════════════
Position | Time to Hire | Applications | Hire Rate
─────────────────────────────────────────────────────────────
Senior Developer | 32 days | 87 | 32%
Marketing Manager | 24 days | 64 | 28%
Sales Rep | 18 days | 152 | 28%
Customer Support | 21 days | 93 | 33%
Data Analyst | 28 days | 41 | 29%
INSIGHTS:
• Sales Rep positions fill FASTEST (18 days)
• Senior Developer positions SLOWEST (32 days)
• Support has BEST hire rate (33%)
LINE GRAPH: Time in Stage Trend
───────────────────────────────────────────────────────────
Days
10 │
│ ╱╲ Manager
8 │ ╱╲ ╱ ╲ Approval
│ ╱ ╲ 2nd╱ ╲
6 │ 1st╱ ╲ Int╱ ╲Offer
│ Int╱ ╲ ╱ ╲Made
4 │ ╱ ╲ ╱ ╲ Offer
│ ╱ ╲ ╲ Accepted
2 │Init ╱ ╲
│Qual╱ ╲
0 └────────────────────────────────────
Stages of Recruitment Pipeline
STAGE-SPECIFIC RECOMMENDATIONS
═══════════════════════════════════════════════════════════
🔴 CRITICAL: Manager Approval (4.5 days vs 3.0 target)
Action: Implement approval SLA, escalation after 3 days
🔴 CRITICAL: Offer Made (2.9 days vs 1.0 target)
Action: Pre-approve salary ranges, streamline offer letters
⚠️ WARNING: Initial Qualification (3.2 vs 2.0 target)
Action: Create screening questionnaire, train recruiters
COMPETITIVE BENCHMARKS
───────────────────────────────────────────────────────────
Industry Average Time to Hire: 24 days
Your Average: 26.6 days (11% slower)
Top Performers: 18 days
Your Best: 18 days (Sales positions - match benchmark!)
Recommendation: Apply Sales recruitment process to other
positions to reduce overall time-to-hire.
✅ Reducing Time-to-Hire:
- Automate screening: Use qualification questions to filter candidates before human review
- Schedule interviews quickly: Use calendar integration for same-day or next-day scheduling
- Streamline approvals: Set clear decision timelines for hiring managers
- Pre-approved offers: Have salary ranges and benefits packages ready
- Dedicated recruiter time: Don't let top candidates wait while recruiters handle other tasks
Team Performance Report
Team Performance evaluates individual recruiter productivity and effectiveness. See who processes the most applications, conducts the most interviews, and achieves the best hire rates.
RECRUITMENT TEAM PERFORMANCE - Q1 2026 ═══════════════════════════════════════════════════════════ RECRUITER PRODUCTIVITY METRICS ─────────────────────────────────────────────────────────── Recruiter | Apps | Interviews | Offers | Hires | Hire Rate ────────────────────────────────────────────────────────────────── Sarah Martinez | 154 | 82 | 38 | 35 | 22.7% Michael Chen | 128 | 71 | 32 | 29 | 22.7% Amanda Lee | 98 | 56 | 28 | 26 | 26.5% Robert Johnson | 57 | 34 | 18 | 16 | 28.1% ────────────────────────────────────────────────────────────────── TEAM TOTAL | 437 | 243 | 116 | 106 | 24.3% KEY PERFORMANCE INDICATORS ═══════════════════════════════════════════════════════════ 🏆 HIGHEST HIRE RATE: Robert Johnson (28.1%) Processes fewer applications but better quality screening 📊 HIGHEST VOLUME: Sarah Martinez (154 applications) Handles most applications, maintains good hire rate ⚡ MOST EFFICIENT: Amanda Lee (26.5% hire rate, 98 apps) Best balance of volume and quality RECRUITER SPECIALIZATION ─────────────────────────────────────────────────────────── Sarah Martinez: • Primary: Tech positions (Dev, Analyst) • Secondary: Marketing • Avg Time to Hire: 28 days Michael Chen: • Primary: Sales positions • Secondary: Customer Support • Avg Time to Hire: 19 days ⭐ Amanda Lee: • Primary: Management positions • Secondary: Marketing • Avg Time to Hire: 25 days Robert Johnson: • Primary: Executive positions • Secondary: Specialist roles • Avg Time to Hire: 31 days ACTIVITY BREAKDOWN ═══════════════════════════════════════════════════════════ Activity | Sarah | Michael | Amanda | Robert ────────────────────────────────────────────────────────── Applications Reviewed | 154 | 128 | 98 | 57 Initial Screens | 89 | 78 | 61 | 38 Phone Interviews | 82 | 71 | 56 | 34 In-Person Interviews | 54 | 48 | 39 | 25 Offers Extended | 38 | 32 | 28 | 18 Offers Accepted | 35 | 29 | 26 | 16 INTERVIEW-TO-HIRE CONVERSION ────────────────────────────────────────────────────────── Sarah: 35/82 = 42.7% (interviews convert to hires) Michael: 29/71 = 40.8% Amanda: 26/56 = 46.4% ⭐ Best conversion Robert: 16/34 = 47.1% ⭐ Best conversion WORKFLOW EFFICIENCY SCORE ═══════════════════════════════════════════════════════════ Metric: Applications per Hire (lower is better) Sarah: 154/35 = 4.4 apps per hire Michael: 128/29 = 4.4 apps per hire Amanda: 98/26 = 3.8 apps per hire ⭐ Most efficient Robert: 57/16 = 3.6 apps per hire ⭐ Most efficient TEAM INSIGHTS ─────────────────────────────────────────────────────────── ✓ Robert and Amanda excel at quality screening → Share their screening best practices ✓ Michael fastest at sales positions (19 days) → Apply his process to other recruiters ✓ Sarah handles highest volume successfully → Consider promoting to Senior Recruiter ⚠️ All recruiters above 24-day industry average → Implement team-wide process improvements
Using Pivot Views
All four reports offer Pivot View for deep-dive analysis. Pivot tables let you cross-reference multiple dimensions (job position × source × recruiter) to uncover hidden patterns.
Switch to Pivot View
- Click the Pivot icon in the view selector (top right)
- View switches from graph to table format
Expand Dimensions
- Click the + icon next to any row/column
- Select dimensions: Job Position, Source, Stage, Recruiter, etc.
- Drill down into specific combinations
Flip Axis and Export
- Click Flip Axis to swap rows and columns
- Click Download to export to Excel
- Use exported data for further analysis or presentations
Common Filter Combinations
STRATEGIC FILTER COMBINATIONS ═══════════════════════════════════════════════════════════ SCENARIO 1: Evaluating New Job Board ─────────────────────────────────────────────────────────── Report: Source Analysis Filters: • Source: [New Job Board Name] • Date Range: Last 30 days • Measure: Count, Days in Stage Question: Is this new source worth the investment? Look For: • Application volume compared to cost • Quality of candidates (hire rate) • Time to hire from this source SCENARIO 2: Identifying Slow-Moving Positions ─────────────────────────────────────────────────────────── Report: Velocity Analysis Filters: • Stage: All stages • Job Position: All • Measure: Days in Stage Question: Which positions take longest to fill? Look For: • Positions with >30 days average • Stages where candidates get stuck • Comparison to target times SCENARIO 3: Monthly Recruiter Review ─────────────────────────────────────────────────────────── Report: Team Performance Filters: • Date Range: Last Month • Recruiter: [Individual or All] • Measure: Count, Hire Rate Question: How did each recruiter perform this month? Look For: • Applications processed • Interviews conducted • Offers made and accepted • Hire rate percentage SCENARIO 4: Position-Specific Source ROI ─────────────────────────────────────────────────────────── Report: Applicant Analysis (Pivot View) Filters: • Job Position: [Specific position] • Group By: Source • Measure: Count, State Question: Which sources work best for this specific role? Look For: • Total applications per source • Hire rate per source • Cost per hire calculation SCENARIO 5: Quarterly Pipeline Health Check ─────────────────────────────────────────────────────────── Report: Applicant Analysis Filters: • Date Range: This Quarter • State: In Progress • Group By: Stage Question: Are we going to meet hiring targets? Look For: • Total candidates in pipeline • Distribution across stages • Conversion rates between stages • Projected hires based on current rates SCENARIO 6: Comparing Recruiter Efficiency ─────────────────────────────────────────────────────────── Report: Team Performance (Pivot View) Filters: • Date Range: Last Quarter • Rows: Recruiter • Columns: Job Position • Measure: Hire Rate Question: Who's best at recruiting for each position type? Look For: • Specialization patterns • Efficiency differences • Best practices to share
Best Practices
✅ Recruitment Reporting Best Practices:
- Review reports weekly: Don't wait for month-end. Check your pipeline health every Monday
- Set benchmarks: Define target time-to-hire, hire rates, and cost-per-hire for each position type
- Track source quality, not just volume: 10 quality candidates beat 100 poor ones
- Share insights with team: Discuss velocity bottlenecks in weekly recruiter meetings
- Combine reports: Cross-reference Source Analysis with Velocity to find fast-filling sources
- Export for presentations: Download pivot tables for board meetings and budget requests
- Act on data: Reports are useless without action. Cut ineffective sources, address bottlenecks
- Track trends over time: Compare quarter-over-quarter to measure improvement
Actionable Insights from Reports
Optimize Budget
Use Source Analysis to identify low-ROI channels and reallocate budget to high-performing sources.
Example: Cut $2,000/month from career fairs, invest in referral bonuses.
Reduce Time-to-Hire
Use Velocity Analysis to find bottlenecks and implement process improvements.
Example: Reduce manager approval from 4.5 to 2 days, saving 2.5 days per hire.
Improve Hire Quality
Track which sources and recruiters deliver candidates who succeed long-term.
Example: Referrals have 40% higher retention after 1 year.
Forecast Hiring Needs
Use historical data to predict future hiring timelines and resource requirements.
Example: Developer positions take 32 days—start recruiting 6 weeks before need.
Conclusion
Odoo 18 Recruitment's reporting features transform hiring from guesswork into data-driven decision making. Track applicant flow through Applicant Analysis. Measure source effectiveness with Source Analysis. Identify pipeline bottlenecks via Velocity Analysis. Evaluate team productivity through Team Performance reports. Each report offers both visual graphs for quick insights and detailed pivot tables for deep analysis. Filter by date, position, recruiter, source, or stage to answer specific questions. Export data for presentations and budget planning. Turn recruitment data into strategic advantages: optimize spending, reduce time-to-hire, improve candidate quality, and forecast hiring needs accurately.
🎯 Key Takeaway: Recruitment → Reporting → Choose report type → Apply filters → Switch between graph and pivot views → Export for analysis. Four reports cover all angles: applicants, sources, velocity, and team. Data-driven hiring beats gut feeling every time.