Candidate Satisfaction is a measurement of a candidate’s perception of your company’s hiring process. By providing a survey or asking for feedback from candidates during and after the interview process, your company can measure how talent feels about your candidate experience.
Typically, companies focus on areas like strength of communication, how informed candidates felt about the company’s culture and benefits, and how well they were prepared ahead of their interviews. This data can be compiled, weighted. and analyzed to produce your Candidate Satisfaction Score. It’s similar to how a Net Promoter Score is calculated.
When you have a Candidate Satisfaction score that goes below average, it means that you are neglecting your candidate experience. You may not have the right strategies in place, or a proper team to provide a better interview process.
Research suggests more than 70 percent of candidates who have a bad experience will share on social media or through employer review sites like Glassdoor, which could have a negative impact on your employer brand.
Candidate satisfaction can be measured in several ways. One of the most common is through requesting candidate satisfaction feedback via surveys or polls, with outcomes measured by Net Promoter Scores.
Net Promoter Scores (NPS) can be used to determine a customer’s satisfaction with a product or service, in relation to a recruiter and candidate experience.
A recruiter will ask customers one question where they are asked to rate their experience on a scale of 0 to 10. These responses are then broken down into three categories, which are assigned to a point system.
Promoters: Anyone who gives a rating of 9 or above. These are the candidates who had a stellar experience and would probably recommend the company to a friend.
Passives: Anyone who give a rating of 7 or 8. These people had a so-so experience, and may not have been totally satisfied.
Detractors: Anyone who gives a rating of 6 or below.
The Net Promoter Score is calculated by subtracting the number of Detractors from the number of Promoters, and is measured on a scale of +100 to -100.
# of Promoters – # of Detractors = NPS.
Let’s see how this works in terms of candidate experience. Say you send out a survey to all your candidates asking them to rate your hiring process on a scale from 0 to 10. Candidates that have a positive candidate experience will be more likely to give your company favorable ratings, resulting in higher candidate satisfaction scores.
While this is a great way to gauge the overall quality of your candidate experience, there are many other factors that can contribute to the success of your hiring journey.
Companies may want to use a two or three question survey to collect data on different aspects of the interview process. This will allow your hiring team to see which parts of your interview strategy really work, and which ones need some improvement.
Consider the type of information you may want to measure as you evaluate your interview process. Did candidates feel like they were ready for their interviews? How did job seekers feel about they way you communicated with them?
It’s important to measure candidate satisfaction and request feedback throughout every stage of the interview process — even if they get rejected for the role.
While this may seem counter-intuitive, asking candidates for feedback during different stages of the hiring journey can actually yield data that better reflects the true strengths and weaknesses of your organization’s hiring process.
Not all feedback is going to be great. And, as expected, those who receive a job offer will typically rate your company higher than those who don’t. But asking candidates for feedback during different stages of the process catches talent as they’re in the middle of the experience, giving you a real-time look at every phase of your hiring journey.
Polling candidates after multiple stages of the interview journey may seem like you’re asking a lot. But asking candidates for feedback after an interview shows that you care about their hiring journey and value their opinions.
Asking for feedback can also be super simple.
Collecting data from candidates about your hiring process will help you team improve your recruiting strategy. Engaging candidates through surveys sent via SMS or email throughout different stages of the hiring journey can help you gain valuable feedback, while also showing candidates you value their opinion.
Convey measures Candidate Satisfaction to better understand where your process can improve. We aggregate data by department, position, and time frame to help you make changes that drive better outcomes. Our messaging system also helps recruiters collect feedback and comments from candidates, allowing hiring teams to pinpoint their strengths and weaknesses effectively to improve candidate experience.