What are the most effective tools for gathering and analyzing candidate feedback?

There are many ways to gather feedback from the candidates, some of them would be ATS, Emails, SMS, Google forms, survey monkey or social media platforms.

there are many tools available out there that can be utilized for gathering and analyzing candidate feedback. You can choose the tools that suit your needs and budget, and use a mix of them for a comprehensive view of candidate experiences. However, as per me, the most important aspect while doing this exercise is to create a candidate-friendly experience and refine your processes based on their valuable input.

Several tools: SurveyMonkey: User-friendly, customizable surveys via email, SMS, or web links. Measures satisfaction, engagement, and collects testimonials. Pros: Easy, scalable, cost-effective. Cons: Potential for low responses, biased answers. Qualtrics: Robust customization, multichannel distribution, real-time feedback. Pros: Advanced analytics. Cons: Higher pricing. Google Forms: Free, integrates with Google, easy to use. Pros: Cost-effective. Cons: Limited advanced features. Typeform: Engaging surveys, mobile-friendly. Pros: Interactive. Cons: Limited features in free version. SurveyGizmo: Advanced logic, multilingual, in-depth reporting. Pros: Feature-rich. Cons: Higher pricing.

Here are some tipa when using survey tools: • keep it clear and coincise, maximum 5 questions (I tested it with 9 and 5 questions and the response rate was double) • use a likert scale to measure opinions, and attitudes (rating on a scale from 1 to 5, 1 being strongly disagree and 5 strongly agree) • send the survey after the interview ended, and send a reminder in 24 hours if you got no response • make it mobile-friendly • have one question that provides space for comments (long-form text) • integrate your tool with your ATS • gratitude goes a long way- thank candidates for the time they took to complete it. I worked at companies that sent gift card after getting a completed candidate survey.

Ensure you prioritize confidentiality, clear communication, and accessibility. Prompt actions, structured questions, and concrete action. Show candidates that their input matters, respect legal compliance, and train your team for better experiences.

Survale: Integrates with ATS, collects feedback at various hiring stages. AI-driven insights. Pros: Increases response rates, reduces manual effort. Workplace Dynamics: Automated feedback requests, AI and NLP analysis. Pros: Deep insights, integrates with GTA tools. Recruit CRM: Seamless ATS integration, AI-powered analysis. Pros: Streamlines feedback collection, generates actionable insights. Energage: Candidate journey feedback, AI-driven analytics. Pros: Enhances response rates, simplifies analysis. RolePoint: Feedback at multiple touchpoints, integrates with HR tech. Pros: Holistic insights, reduced manual workload.

They do help assess skills, personality, and candidate feedback, promising a better candidate journey and reduced bias. Yet, you also need to tackle the challenges which include possible technical glitches, privacy concerns, less personal interactions, possibility of losing potential candidates based on the limited technical parameters. so it's crucial to balance their advantages with potential downsides.

Such insight helps refine your recruitment strategy, demonstrate your value, and inform decision-making. however, challenges such as data integration and literacy need addressing for a better conclusion. When choosing the right tools, consider your GTA's goals and resources, ensuring they align with your specific needs and preferences. It's a vital part of enhancing your GTA performance while staying mindful of potential hurdles.

Google Analytics: Track and compare GTA KPIs. Measure time to hire, cost per hire, and candidate satisfaction. Identify trends and correlations. Tableau: Visualize data from diverse feedback sources. Analyze patterns, make predictions, and optimize GTA strategy. Power BI: Measure key indicators like quality of hire and retention. Test hypotheses for data-driven decision-making. Looker: Integrate data for comprehensive insights. Enhance decision-making by analyzing trends and patterns. IBM Cognos Analytics: Track KPIs, optimize GTA strategy, and demonstrate value through visualized data. Identify areas for improvement.

If you are not excellent at working with data, use data-driven platforms that interpret the results for you. If your company has the budget to invest in a candidate experience analytics platform, such as Starred, you are in great hands. Don’t forget to measure the candidate experience for your career page, application process, after the preliminary call, after an assessment or technical interview. Building a meaningful relationship with your candidates should happen at each step.