Are you struggling to attract top talent or keep candidates engaged throughout the hiring process?
In today’s talent-driven job market, candidate experience isn’t just a “nice-to-have”—it’s essential. It’s the secret sauce that can either make candidates love your brand or share horror stories on review sites like Glassdoor. A poor candidate experience can damage your brand reputation and cost you top talent. On the flip side, a positive one can skyrocket your recruitment success, improving quality hires and even your bottom line. But how do you measure something as subjective as candidate experience? Don’t worry—we’ll break it down for you.
At ATZ CRM, we know recruitment agencies and companies need the best tools to streamline their hiring process and provide a stellar experience. In this blog, we’ll guide you on how to effectively measure candidate experience, using key metrics and best practices. Plus, we’ll show you how our CRM can play a crucial role in enhancing every touchpoint of your recruitment journey.
Why Measuring Candidate Experience Matters ?
Candidate experience directly impacts your employer brand. More than 82% of candidates report that a poor experience can make them lose interest in a company—even if they initially liked the job posting(source : LinkedIn). Worse, candidates talk. Negative reviews spread quickly online, turning away future applicants and damaging your reputation long-term. On the other hand, a smooth and transparent recruitment process can foster loyalty, boost your employer brand, and even increase revenue.
Quick Fact: Did you know that companies with strong candidate experiences report 2X better revenue growth than those with weak ones? It’s clear: you can’t afford to ignore it.
How to Measure Candidate Experience ?
1. Candidate Experience Survey:
The most straightforward way to gauge candidate satisfaction is to ask them directly. Send a candidate experience survey at various stages of the hiring process (after the application, interview, and post-offer stages). Here are some key questions to include:
- How easy was the application process?
- How satisfied were you with communication from the recruitment team?
- Would you recommend applying to our company to a friend?
Surveys should be brief but cover all crucial stages to gather actionable feedback. Plus, using candidate experience software makes it easy to automate these surveys, track responses, and gain insights. This data can help identify pain points, whether it’s a clunky application form or delayed recruiter follow-ups.
Pro Tip: You can add value by using a candidate experience best practice like asking for feedback after each stage of the process, not just after a candidate has been hired or rejected. This provides a fuller picture of how candidates feel at each step.
When automating your recruitment process, using a well-designed CRM can streamline communication, helping you stay on top of every applicant interaction. See our blog on the “12 Best Recruitment CRM for Recruitment Agencies” to learn more.
2. Candidate Net Promoter Score (cNPS)
One of the best quantitative methods for measuring candidate experience is the Candidate Net Promoter Score (cNPS). This simple metric asks candidates, “On a scale of 1-10, how likely are you to recommend applying to our company?” You then categorize responses into Promoters (scores 9-10), Passives (7-8), and Detractors (1-6).
Here’s the formula:
cNPS = %Promoters – %Detractors
The higher the score, the better your candidate experience. Tracking this over time gives you clear insights into the overall perception of your recruitment process.
Learn more about how you can use ATS tools to streamline candidate communication and improve cNPS in our article “7 Powerful Resume Parsing Tools for Hiring in 2024.”
3. Application Completion Rate
This metric measures how many candidates start but fail to complete the job application. A high drop-off rate suggests a problem with your application process—perhaps it’s too long or complicated. Simplifying your application form can significantly boost completion rates.
Tip: Make the process mobile-friendly, especially since a large percentage of candidates apply via their phones.
If you’re interested in optimizing your hiring workflow and improving this metric, check out our guide on “10 Features to Look for in a CRM for Recruitment.”
4. Time to Respond
Communication is key to a positive candidate experience. One of the top complaints from candidates is the infamous “resume black hole”—they apply, but never hear back. Time to respond measures how long it takes for your team to acknowledge a candidate’s application or communicate next steps after an interview. The quicker you respond, the better.
Best Practice: Assign a designated contact person to each candidate, so they know who to reach out to for updates
To streamline communication and keep your candidates in the loop, read “Streamlining the Hiring Process: 10 Proven Ways.”
5. Interview-to-Offer Ratio
This measures how many interviews are conducted before an offer is made. A low interview-to-offer ratio suggests your recruitment team is efficient in selecting top candidates. If the ratio is high, you may need to reassess your initial screening process.
By incorporating these methods, you’ll be well on your way to delivering a stellar candidate experience that sets your company apart.
Check out our Ultimate Guide: What is Recruitment Process Outsourcing (RPO) to understand how RPO can further optimize your hiring process.
Candidate Experience Best Practices
Adopting the right candidate experience best practices can significantly improve your recruitment outcomes. Here are some actionable steps:
- Communicate Frequently: Keep candidates informed about the status of their application at each stage. Automated email updates can help.
- Simplify the Application Process: A lengthy, complex application process can discourage even highly interested candidates. Make sure the process is user-friendly and mobile-optimized.
- Provide Feedback: Whether a candidate is successful or not, provide constructive feedback. It helps them feel valued and can improve your employer brand.
- Use Technology Wisely: Tools like ATS and candidate experience software can automate repetitive tasks, freeing up your recruiters to focus on building relationships with candidates.
Pro Tip: A great candidate experience isn’t limited to just successful hires. The experience you provide to candidates who don’t get the job also matters. They could be future hires or brand advocates.
Enhancing Candidate Experience with ATZ CRM
ATZ CRM offers a robust solution to enhance candidate experience by automating communication, scheduling, and feedback collection. Our platform supports the entire recruitment process, from sourcing to onboarding, ensuring that every candidate feels valued and informed.
Frequently Asked Questions
Absolutely! Every role plays a crucial part, from entry-level to executive positions. The way candidates perceive your hiring process can shape their overall view of your company, regardless of the job level. Consistently assessing candidate experience across all roles ensures that no aspect of your recruitment strategy is overlooked.
A positive candidate experience strengthens your employer brand, improves quality of hire, and can even increase revenue. In today’s competitive job market, it’s essential to keep top talent engaged throughout the hiring process.
Negative feedback is a valuable opportunity for growth. Instead of viewing it as criticism, use it as a guide for improving your hiring process. If possible, reach out to the candidate, express gratitude for their honest input, and make necessary changes to address similar concerns in the future. This shows that you genuinely care about their experience and are dedicated to making positive changes.
Our CRM system streamlines every part of the recruitment process—from automated emails to tracking candidate progress—ensuring that candidates feel valued and informed at every step.
