Survey data is extremely useful to recruiting teams. It provides honest insight into what needs to change or needs to be updated.
Gathering survey data from candidates about their hiring experiences, specifically, can be very telling of current practices. What seems like a fantastic, efficient process could actually be pushing top talent away from pursuing your organization as an employer.
To improve the candidate experience, the first step has to be listening to what your candidates are saying. If you want them to be happy, you have to listen to what makes them happy.
Here's what survey data can do for your hiring process.
Encourage A Change In Your Interview Questions
Often, when candidates are rejected from a job, they feel they weren’t given a fair shot. Sometimes that’s a nice excuse to hide the fact that they weren’t qualified or that they didn’t perform well during interviews. Sometimes, though, it’s true.
Surveying candidates about how their skills and abilities were evaluated during interviews is extremely important.
For example, Thomas Edison made job candidates try some soup before hiring them. He may have had good reason, but is this a true indicator of their skills for the job? Maybe not.
A candidate interviewing for a sales position being asked about their skills with Photoshop is misaligned. That candidate will absolutely feel like they weren’t given a fair shot. Ask about their cold-calling skills, and now you’re on the right path!
If candidates are responding negatively to your interview questions, do an audit and determine what these questions are really evaluating. Then, make appropriate changes.
Indicate A Need For Interviewer Training
Similarly, how your candidates are being evaluated can largely depend on the people interviewing them, not just the questions being asked. Survey data can shine a light on inappropriate behavior, a lack of enthusiasm, unprepared interviewers or even obvious bias during interviews.
There is a lot of trust that goes into recruiters and hiring managers during the hiring process. Unless every interview is recorded or if your Vice President of Talent Acquisition sits in on every interview conducted, it’s impossible to see what actually happens.
Candidates’ voices are strong and powerful in this regard. They can share information that would otherwise go unnoticed. Use this information to train your recruiters and hiring managers or even make changes to who can meet with candidates.
Highlight A Common Bottleneck
It’s usually easy to see in your ATS or other tools where candidates are getting stuck in the interview process. Often it’s either after the initial application or after the first phone screen. It’s not always glaringly apparent, though.
Ask candidates if they are happy with the speed with which they moved through the process and where they felt stuck. This can provide recruiting teams with powerful data to share with hiring managers to promote faster feedback!
If candidates felt it took too long to get just to the first phone screen, consider including a video interview with candidates’ applications. If they had to delay scheduling interviews because of timing conflicts, try an interview scheduling tool or including other interviewers’ schedules.
Showcase The Voice Of Your Candidates
Not everyone leaves reviews on company review sites, and usually those who do are the angriest people.
Survey data can bring some positivity to your team and show what you’re doing right! So long as candidates are aware that surveys remain anonymous, they’ll be extremely honest. That honesty, while sometimes brutal, can also be strong motivation to continue good recruiting behavior.
Reveal Your Employer Brand
Your employer brand is your reputation as an employer. It’s different from your organization’s overall brand because it is super-focused on employee values and what it’s like working for your organization.
Surveying candidates right after they apply can provide an understanding of why your candidates are applying and what even made them interested in the first place. You may have a cool technology that people want to be associated with or maybe your logo caught someone’s eye. Understanding these motivations will help your recruiting team target recruitment marketing strategies and communications effectively.