Measure Candidate Experience

Have you ever thought to measure candidate experience during the hiring process? Let’s talk more about it.

Why measure the hiring experience of the candidate??

Job candidate experiences can have a visible effect on an organization’s ability to hire qualified personnel. If a candidate leaves an interview with a bad impression of the organization or its hiring managers, it can have a lasting impact on that organization’s success. Not only will candidates discourage others from applying for positions with the company, but they will also likely take their business elsewhere.

Job candidates vary in what they consider a good experience, but there are common themes among those surveyed. Most find it important that expectations are clearly communicated throughout the recruiting process. They also expect to be allowed a fair opportunity to share why they should be considered for the position they are applying for.

How to measure candidate experience?

• Send email questionnaires to applicants asking for feedback on the application process. Also, identify where candidates are leaving the application process and spend time figuring out why.
• Conduct post-interview surveys.
• Monitor reviews on employment search, reviewing, and networking websites and compile any actionable, constructive criticism.
• Utilize social media to search for mentions of your business.
• Identify gaps between the job’s candidate expectations, based on the literature, and the reality of what the company can offer.
• Consider candidate experience measurement software.

What to do after you measure candidate experience?

Instead of attempting to “fix” the candidate experience, it is more effective to approach it as an area for continuous improvement. The following list provides some of the ways your business can use the results of your measurement to provide better experiences for job candidates moving forward.

• Immediately act on easily fixed issues, such as outdated, inadequate, or incorrect information on job listings.
• Pay close attention to any feedback that indicates there might be a possible legal issue. Avoid any bias or discrimination in the hiring process.
• Consider making changes to the employment application. Clarify and simplify. Include a list of information the job seeker will need access to at the beginning of the application.
• Identify ways to improve the length of time between each step of the recruiting process. Candidates will find other opportunities if too much time passes between an application and a request for an interview, or between the interview and a possible offer.
• Build more opportunities for follow-up communication between recruiting steps. Let candidates know where the decision-making stands and inform them if they are no longer considered for the position.
• Provide details about what to expect during an interview. Include who they will be speaking with and what they should come prepared to discuss.
• Provide helpful information, such as names and titles of managers involved in the hiring process.

Your organization’s improvement to the candidate experience can also lead to the identification of needed improvements elsewhere.

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