How do you measure candidate satisfaction?

1 Why measure candidate satisfaction?

Measuring candidate satisfaction can help you improve your recruiting process and attract more qualified and engaged candidates. By collecting feedback from job seekers, you can identify the strengths and weaknesses of your recruitment stages, such as your job ads, your screening methods, your communication, and your interviews. You can also use the data to benchmark your performance against industry standards and competitors, and to demonstrate your value to your stakeholders.

2 How to collect candidate feedback?

Collecting candidate feedback is a valuable way to understand their experience and expectations. Depending on your goals, resources, and timeline, surveys, interviews, and reviews are the most common methods. Surveys can be sent to candidates at different stages of the recruiting process, using rating scales or open-ended questions. Interviews can provide more in-depth information, while reviews on platforms such as Glassdoor or Indeed can give insights into candidate opinions and sentiments. Encouraging candidates to share their feedback on these platforms can also increase visibility and reputation.

3 How to analyze candidate feedback?

Once you have collected candidate feedback, you need to analyze it to extract meaningful and actionable insights. To do this, you can group the feedback into categories, such as positive, negative, neutral, or by recruitment stage, topic, or theme. This will help you identify patterns, trends, and gaps in your recruiting process. Additionally, you can calculate metrics or scores based on the feedback, such as the Net Promoter Score (NPS) or the Candidate Experience Score (CES). These metrics will help you track your progress and compare your performance with others. Visualizing the data with charts, graphs, or dashboards can also be beneficial for highlighting the key findings and recommendations. Word clouds, sentiment analysis, and text mining can also be used to illustrate the common words, phrases, or emotions that candidates use in their feedback.

4 How to act on candidate feedback?

The final and most important step is to act on the candidate feedback, to improve your recruiting process and enhance your candidate satisfaction. You should communicate the feedback results with your team, hiring managers, and leadership, to align goals and strategies. Additionally, thank the candidates who provided the feedback and let them know of any changes you are making. You can prioritize and implement changes from the feedback such as updating job ads, optimizing screening methods, improving communication, or refining interviews. Test and measure the effects of the changes to ensure they are delivering desired outcomes. Lastly, continue to collect, analyze, and act on candidate feedback regularly to monitor performance, identify new opportunities, and maintain a high level of candidate satisfaction.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?