The Ultimate Guide to Candidate Experience
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In this guide we have tried to show first of all the relevance of Candidate Experience feedback (or CEf). Unhappy candidates tend to share their bitter opinions through word of mouth or on social media with potentially dire consequences for your business. As we’ve seen, their dissatisfaction could lead to your business having less or lower-quality candidates. They can also boycott your products by never buying your branded supply or not benefiting from your services in the future.
It has also been showcased how positive candidate experience also has an impact on how people perceive your business. We see that in-house recruiters are already paying attention to the subject of CEf. Recruitment agencies are also increasingly likely to implement systems to measure feedback and work on it, whereas temp agencies are starting to understand its relevance now.
We’ve followed with a definition of Candidate Experience. Simply put, it is the impression your candidates have of you and your business based on your interactions.
Furthermore, we’ve explained the difference between feedback and reviews. If the first category is private and can help you learn from your mistakes and deliver a better performance, reviews are public and can leave you with a damaged public image. Something from which it’s hard to heal.
We’ve mentioned how there are two categories of candidates: the active ones, which only constitute 12% of the whole, and the passive one. We then delved deep into the candidate journey funnel. We’ve analyzed in-depth every phase the candidate phases. Namely: awareness, consideration, interest, application, selection, hire, and the very important yet often not included on-boarding phase. All the possible pain points the candidates face during these steps have been mentioned for you to be able to better understand where your Achilles’ heel lies.
Afterwards, we showcased a list of potential questions to ask your candidates, correlated to the phase they’re in. There is a set to send over after the application, one for after the interview(s) and, finally, a set of questions for after you have rejected them or they’ve withdrawn. These questions are fundamental for you to understand how to improve. As our Business Intelligence Analyst recommended, remember to pay attention to every phase and ask very specific questions, so to address every possible pain point efficiently.
We then confronted the two options of gathering feedback manually or in an automated fashion. There are common misconceptions on this matter. We made clear how automation is ultimately going to help you save money and time. It will also help you avoid mistakes that could lead to grim consequences.
We moved onto the discussion about ATS vs CRM. Depending on the size of your company and the number of candidates you get on a monthly basis, you might decide to invest on either of these softwares. Applicant Tracking Systems are very useful nowadays, yet, for more complex organizations, CRMs are undoubtedly the ideal pick, since it can grant you a more holistic approach to the matter of Candidate Experience feedback.
Finally, we analyzed the kinds of metrics you might want to utilize. We started by listing quantitative metrics, mostly time- and quality-based. We followed by mentioning the evergreen cNPS, which is a variant of your classic Net Promoter Score. We concluded by mentioning the relevance of survey questions.
We wish that this guide has given you all the fundamental elements you needed, to be aware of the impact that CEf can have on your business. The strategies we've laid out here should have you well on your way to gathering and analyzing feedback with the mission of improving Candidate Experience. Do you have any questions? Feel free to reach out. We will be glad to assist you in understanding which one’s the best solution for your company.