How can you measure the success of candidate experience?

D'après mon expérience, l'expérience candidat est aujourd'hui au cœur du processus de recrutement. Chaque interaction suscite une impression durable. Une expérience candidat positive se traduit par un engagement plus fort, un bouche-à-oreille positif et un taux d’acceptation des offres plus élevé. Il existe donc plusieurs indicateurs comme: - le taux de conversion du site carrière - le taux de candidature abandonnées - le taux d'offres acceptées - le nombre d'avis (positifs et négatifs). L'importance de ces données est de pouvoir prendre conscience de ses points forts et points faibles afin de pouvoir prendre les mesures pour les améliorer.

Measuring the success of candidate experience is crucial for recruiters to continuously improve their processes and attract top talent. The following are key metrics and methods to assess the effectiveness of candidate experience: - Candidate Satisfaction Surveys - Net Promoter Score (NPS) - Time-to-Fill - Offer Acceptance Rate - Application Completion Rate - Interview to Offer Ratio - Conversion Rates at Each Stage - Quality of Hire - Social Media and Review Platforms - Retention Rates - Diversity Metrics - Recruitment Metrics Benchmarking Regularly collecting and analyzing these metrics provides recruiters with valuable insights into the strengths and weaknesses of their candidate experience. Continuous improvement is essential.

Ter clareza do perfil que está buscando, ter clareza das competências que aquele cargo necessita. Quando o processo seletivo é conduzido com transparência, o candidato se sente acolhido e mesmo que não seja escolhido, terá uma boa referência daquela empresa.

In my experience gathering feedback directly from candidates is an excellent method. To me, nothing is more effective than obtaining firsthand insights to help steer the process. The depth comes when we segment and compare feedback from various groups; those who were offered a position and those who weren’t etc... Their narratives might highlight our strengths or areas for improvement. Engaging with candidates about their journey in the hiring process isn’t just about data collection, it creates genuine dialogue on how we can enhance our practices. It emphasizes the importance of maintaining a human centered approach, ensuring we’re not only filling roles, but also creating a positive, lasting impression, regardless of the outcome.

In previous companies we would ask candidates who didn't get hired to leave us a review on our their experience. We gave them feedback, we treated them with respect, and in turn we got consistently great reviews from candidates we didn't hire! If you are afraid to do this, chances are the process isn't that great.

Be prepared to hear what you don't want to hear. In recent experiences, having started roles under one structure, only to have that change, has meant that both the employee and the employer have to reinvent the nature and dynamics of a role, the relationship and any expectations that go with it. The biggest challenge in that was having management that was not prepared to listen and or have that conversation.

Candidate journey is crucial and at the heart of any hiring process. In today's world gripped with technology enabled tools, its paramount that we in TA community are able to value add and prioritize those strategic areas that create an impact. Few things that I have found useful are (1) first, being informed about the role and understand the business landscape - this sets up new hires for success (2) keeping candidates informed of the process and who they will be interviewing with (3) interim connects such as before and after interview/s to assess their experience (4) sharing upfront that in case of volume hiring, timely uprates may be a challenge however providing them with your coordinates for them to follow up goes a long way!

Surveiller les métriques est essentiel pour mesurer le succès de l'expérience candidat. En analysant le nombre de candidatures reçues, on peut évaluer l'attractivité de l'entreprise et si les efforts de recrutement ont porté leurs fruits. De plus, en calculant le taux de conversion des candidatures en entretiens, on peut évaluer l'efficacité du processus de sélection. Ensuite, en mesurant le temps moyen de recrutement, on peut déterminer si celui-ci est efficace et rapide. Enfin, en analysant le taux de rétention des nouveaux employés, on peut évaluer la satisfaction des candidats et leur intégration dans l'entreprise.

Candidate Experience is a key element. A bad experience and they may never want to work with you again. This is why it is essential to identify and implement improvements. Keep an eye that local SLA's are being met, phone calls are being made instead of emails and that the candidate is being kept up to date. However its important to remember that a candidates experience doesn't stop once they say accept. A phone call staying in touch, a personalised message when they start or an onboarding buddy are all excellent ways of continuing the experience.

One thing I’ve always been passionate about as a recruiter is providing an exceptional candidate experience. You can send surveys, look at feedback on Glassdoor, and read posts on LinkedIn, but the best measure of an exemplary candidate experience is asking the candidate if they were treated professionally and respectfully and maintaining a positive relationship with them. They may not get an offer, but they may become customers of your company’s products and services, become future applicants, refer their friends, and most of all be champions of your brand. Put the candidate experience first in your recruiting strategy, and you will reap the rewards!

Success in candidate experience can be gauged through metrics like candidate satisfaction surveys, offer acceptance rates, and post-hire performance. Monitoring Glassdoor reviews and tracking the time-to-fill positions also offers valuable insights.

You want candidates to understand the full history of the company, the day to day duties of the position, and a understanding of compensation ranges and benefits. Additionally you don't want to waste candidates time you present everything so they can make a decision to pursue your opportunity but leave the discussion in a positive way.