Insights

Why and How to Measure Candidate Experience

Posted by Reed Flesher

The candidate experience can determine the quality of candidates your company is able to hire.

If your organization is having trouble attracting and retaining top candidates, the candidate experience may be partially to blame. By measuring the quality of your candidate experience, you can determine which areas need improvement so you can create a better talent management process moving forward.

When candidates have a bad experience with your company, it can turn them off not only as employees, but as consumers of your products and services as well. Furthermore, they’re likely to spread the (negative) word about your company to others, which may have a significant impact on your organization’s bottom line.

Conversely, treating candidates well can lead to referrals and more business for your company, even if the candidate doesn’t get hired. Thus, measuring the candidate experience your company provides can act as a valuable tool to grow your business over time.

Factors of the Candidate Experience to Measure

The Pre-Experience: How do candidates respond to your company website and other online information about your organization? How many who are cold-called by recruiters go on to become candidates or give referrals of other potential candidates? The pre-experience will influence who becomes a candidate. Therefore, improving the quality of your pre-experience will improve the quality of the candidates your organization is able to attract.

Ease of Use: Your survey efforts should measure whether candidates find your process easy to navigate and, if they do not, what you can do to improve. Having your application mobile-ready and offering ways for candidates to check their status or progress online are two things that often come up on surveys to improve ease of use.

Responsiveness: Finding out what candidates think about your response times will give you an idea about whether this is an area that needs improvement. While you might not be able to contact candidates as quickly or often as they would ideally like, you can set goals to be more responsive. Thrive TRM can send out notifications to keep you on track and can also track all communications with each candidate.

Acceptance Rate: It’s easy to track the rate of offers you make that are accepted, and that rate should be pretty high if you’re providing a positive candidate experience. Following up to find out why offers were rejected should give some further insight into potential areas of improvement, if needed.

Having a system like Thrive TRM that tracks and documents the entire recruiting and hiring process helps collect data about your candidate experience. Thrive TRM creates reports that organizations can use to analyze candidate experience and better understand how candidates are reacting to the hiring processes currently in place.  

Thrive TRM helps organizations develop comprehensive talent management strategies to attract and keep top caliber talent that directly impact the success of the organization. Move your organization forward today by scheduling a demo of Thrive TRM.

Ideal Candidate Persona Template