Measuring candidate experience requires time and effort, but it brings a great reward: a better recruitment process that boosts brand reputation and attracts top talent. Over 78% of applicants say candidate experience is an indication of how companies treat their employees. That shows why it’s essential to keep track of candidate experience.
While measuring candidate experience may seem straightforward in theory, doing it efficiently requires implementing key steps and having the right technological capabilities. You will collect feedback in a way that will provide you with actionable recommendations.
In this article, we will review how a company can start measuring its candidate experience. We will look at the steps and tools necessary to ensure the process is as seamless and efficient as possible. By the end, you should have a better idea of what it takes to measure candidate experience and what it means for your company going forward.
1. Collect feedback and then collect more feedback
The first key step is to collect candidate feedback. Candidates go through the process, so they are the ones in the best position to comment. They are the people whose voices should be heard. They are actively looking for a job, they likely go on many Careers websites every day, and they participate in several recruitment processes, so they could bring valuable insights.
It seems obvious that collecting feedback is important, but many companies don’t collect it at the right stages of the process, don’t collect a lot of it, or don’t collect any at all. It’s essential to strike the right balance in order to get useful insights into all stages of the process.
Companies that decide to measure candidate experience need to implement the right structure. They should collect feedback during all stages of the process. That means when the candidate is browsing through job openings online to when the candidate receives a final decision, whether positive or negative.
Talenthub makes it easy to start collecting feedback
Implementing this feedback-collecting strategy with Talenthub takes 2 minutes. All it requires is copy-pasting our survey links into your candidate communication or adding a script to your career website or job ads. These methods have different success rates:
- The pop-up widget on the Careers page has a 3-5% response rate
- Adding a link on the receipt email has a 50% response rate
- Follow-ups by email or SMS after the interview have a 50%+ response rate
- The link to a survey in a rejection email has a 10-15% response rate
We recommend adding a survey after rejection emails to show candidates that their opinion matters to you even though they were unsuccessful. You should also get feedback from new employees before they start and after a set time of employment, usually 100 days. That will give you insights on the transition and onboarding processes.
As for the surveys, you can use questions from our extensive list of 100+, write your own, or ask our experts to guide you. They are scalable based on what you want to know. They can include the number of questions of your choice, focus on certain drivers, seek answers in comments or ratings, etc. Collecting targeted feedback is easier than ever.
2. Put your candidate feedback in order
Once you’ve collected all the feedback, you need to put it in order and categorize it. It’s not as easy as it sounds because based on the number of job openings you have, your turnover, and the candidate response rate, you could be looking at thousands of responses per month. On average, you might get 50 applications per job and several responses.
It’s a key step, however. If the feedback and data are not in order, they will make no sense. They will just be a pile of virtually unusable documents as it will be nearly impossible to go through each element individually, let alone visualize trends. You can learn more about this in our Delivery Hero case study.
That is why a professional company with a platform to manage feedback is useful. You don’t need to be an analyst to analyze the data with Talenthub’s platform. The dashboard and reporting modules are easy to use, even for beginners.
3. Make sense of the data and feedback
The last key step of measuring candidate experience is to digest all the data collected and give it meaning. Here again, it’s wise to turn to professionals who have access to a dedicated platform. It will provide significant value by analyzing the data automatically and comparing it to your previous data and other companies’ results. This benchmarking ability gives you a clear idea of where you stand in the market and how your process evolves.
The platform will give scores and show trends in the data. Low scores during certain stages of the process indicate a poor experience that needs further evaluation. Dashboards in professional platforms make it easy to find comments or feedback associated with such negative ratings. They can also put some data into statistics form.
Trends in feedback are other strong indicators. Again, professional platforms identify trends and let you search by keywords and ideas. If you receive many comments with the same issue, it’s likely an indication that the issue needs fixing.
When asking for feedback, you could also ask for a general rating. This score will give you an idea of how you fare overall. It can be a simple way of seeing how you progress over time as you implement some changes to your recruitment process based on feedback.
4. Get the right tools and be ready for change
When you embark on this important process, you have to be ready for the feedback you receive and what it means. Measuring candidate experience means that applicant engagement is a priority. It also means that you are willing to implement changes to your recruitment process based on your candidates’ input.
Collecting candidate feedback is a very positive step towards showing job seekers that you value their opinion. And using it to measure feedback actively has several advantages:
- Improve your brand perception
- Improve the quality of your recruitment process
- Compare your process and company with other companies
- attracting top talent by showing you care about your future staff
Getting these measures can be difficult without proper tools. Professional platforms save time, provide more accurate results, and present the data in a user-friendly and searchable dashboard.
Congratulations on deciding to measure your candidate feedback. It’s the right thing to do! You now have a better idea of what it implies and what it means. Get in touch with us and tell us about your current candidate experience and how we can help.