Candidate experience has a direct impact on hiring metrics and the quality of your hires. In a tight job market, ensuring candidates leave your recruitment process with a positive impression is critical. Using candidate surveys is one way to do that. However, you need to know how to analyze and act on the feedback you receive effectively.
Act on The Feedback
Candidate feedback surveys from Greenhouse provide helpful insight into how your recruitment process is perceived. The data can help identify the areas in your recruitment process that need improvement, allowing you to build on what is working and rework what isn’t. Surveys should be sent to everyone who has been through the interview process, even those who were unsuccessful or opted out. It allows them to share their experiences with your organization and may turn them into advocates for your brand, potentially expanding your talent pool. Keep your surveys short and straightforward to respect your candidates’ time. Assure them that their feedback will remain confidential, as this will encourage honesty and transparency. A mix of structured and open-ended questions gives you quantitative and qualitative data, providing a complete picture of the candidate’s experience. Personalized surveys can also increase response rates, as candidates feel they are being heard and recognized. Reviewing and analyzing the data will ensure you continually improve your recruitment processes.
Use a Dedicated HR Analytics Tool
The quality of survey data is crucial to improving your recruitment processes and employer brand. It also allows you to act on candidate feedback and enhance the recruiting experience for everyone involved in the hiring process. A dedicated HR analytics tool can help you collect, analyze, and interpret your candidate experience survey results. It can also provide insights into your organization’s strengths and weaknesses. Consider using a combination of structured multiple-choice questions and open-ended questions in your surveys. Closed questions are fast and easy to answer, while open-ended questions allow candidates to express their thoughts and feelings more freely. Ensure that candidates know that their feedback will be kept anonymous, as this will encourage them to be honest. Also, try not to ask overly personal or sensitive questions. Finally, brief your surveys, as this can deter candidates from participating. Also, compare your survey results against industry standards or previous survey data from your company.
Analyze The Data
Candidate experience surveys provide the opportunity to assess your recruitment process, identify weaknesses, and make data-backed changes for improvement. However, you must craft these surveys effectively and send them out at the right time to receive candid feedback from candidates. A candidate experience survey should be sent promptly after a candidate’s interaction with your company to ensure that their experience is still fresh in their mind. Open-ended questions encourage thoughtful answers and will help you uncover details about your company’s hiring procedure that might not have come up otherwise.
Likert scale questions are more structured and allow you to collect data on how a candidate feels about particular aspects of your company’s hiring process. The data gathered from these questions can help you spot trends that indicate areas for improvement in your interviewing techniques, company culture, and employer brand. These insights can improve your chances of hiring top talent for your organization.
Track Your Response Rates
You must collect the correct data to maximize your candidate experience survey. That means ensuring that your response rates are up to scratch.
You want to encourage candidates to provide honest feedback, so you should always keep their responses confidential. It will give them the confidence to be candid. It’s also worth reminding candidates that their feedback can help you improve your hiring processes. If you need help getting your candidates to respond, try sending the survey later. It will help avoid sampling biases caused by a change in candidates’ attitudes or perceptions of their interview experiences. Another way to boost your response rate by making the survey short and simple. A lengthy questionnaire can put off candidates, so it’s important to keep questions as concise as possible. Consider incentivizing those who complete the survey.
