Julie Bevaqua once said “In order to build a rewarding employee experience, you need to understand what matters most to your people.” In the fiercely competitive employment market of today, it is crucial for businesses to pay attention to candidate experience. Companies that value the applicant experience are more likely to draw top talent and keep staff. Conducting surveys on the applicant experience is one method businesses may improve. This article will examine the value of feedback and the ways in which a candidate experience survey can enhance the hiring procedure.
Understanding Candidate Experience
Candidate experience is the total interactions a job seeker has with a potential employer during the recruitment process. The job posting, application procedure, interview, and onboarding are a few examples of these interactions. Better candidate engagement, higher job acceptance rates, and higher retention rates can all be attributed to a good candidate experience. On the other hand, a poor candidate experience can harm the business’s reputation, cut down on the pool of potential candidates, and raise the cost per hiring.
The Benefits of Candidate Experience Surveys
Candidate experience surveys can provide insightful criticism on the hiring process. They allow companies to understand how candidates perceive the hiring process, pinpoint areas for improvement, and make data-driven decisions. Some advantages of conducting candidate experience surveys include:
1. Improved Candidate Experience
Candidates have the chance to express their thoughts, worries, and suggestions through candidate experience surveys. Companies may improve the hiring process and make adjustments that have a positive effect on candidates’ experiences by paying attention to input from candidates.
2. Better Hiring Decisions
Candidate perceptions of the hiring process, including the degree of communication, the clarity of the job requirements, and the overall hiring experience, can be revealed by candidate experience surveys. This data can assist businesses in making data-driven decisions to enhance the recruiting and recruitment processes.
3. Increased Employer Branding
Companies can build their image and recruit top talent by giving the candidate experience high priority and performing candidate experience surveys. Positive experiences increase a candidate’s propensity to suggest the business to others, apply for subsequent job openings, and post favourable recommendations on social media and employer review websites.
Also read: Candidate Engagement Best Practices: 9 Tips to Boost Employer Branding
Conducting Candidate Experience Surveys
When conducting candidate experience surveys, companies should consider the following tips:
1. Keep Surveys Short and Simple
Candidates are busy, so it is essential to keep the survey short and simple. The most important elements of the hiring process, such as communication, job specifications, and the overall candidate experience, should be the focus of surveys.
2. Use a Variety of Survey Methods
Companies should use a variety of survey methods to reach candidates, such as email, text message, or phone call. Increase response rates and get a more complete picture of candidates’ experiences by using various survey techniques.
3. Analyse the Data and Take Action
Companies should study the data and act on the comments they obtain after conducting applicant experience surveys. This can entail modifying the application process, responding to certain concerns expressed by candidates, and informing applicants of the modifications.
Sample Candidate Engagement Survey
Dear [New Hire],
We hope that you are settling in well and enjoying your time at [Company Name]. To ensure that we are providing the best possible experience for our employees, we would appreciate your feedback on your onboarding and overall candidate experience.
Please take a few minutes to complete the following survey. Your responses will help us to improve our processes and make necessary adjustments to enhance the experience for future hires.
1. How would you rate the onboarding process at [Company Name]?
- Excellent
- Good
- Average
- Poor
2. Did you feel well-informed about your role and responsibilities prior to your start date?
- Yes, completely
- Somewhat
- No, not at all
3. How would you rate the communication you received during the onboarding process?
- Excellent
- Good
- Average
- Poor
4. Did you receive adequate training for your role?
- Yes, completely
- Somewhat
- No, not at all
5. How would you rate the level of support you received from your manager during your first few weeks?
- Excellent
- Good
- Average
- Poor
6. Have you had the opportunity to meet with members of your team and other departments?
- Yes, completely
- Somewhat
- No, not at all
7. Overall, how would you rate your candidate experience with [Company Name]?
- Excellent
- Good
- Average
- Poor
8. Would you recommend [Company Name] as a place to work to your friends and family?
- Yes
- No
Thank you for taking the time to provide your feedback. Your opinions are important to us, and we value your input. If you have any additional comments or suggestions, please feel free to include them in the space provided below.
Sincerely,
[Company Name]
Conclusion
Candidate experience surveys can provide valuable feedback and help companies improve the hiring process. By prioritising candidate experience and conducting surveys, companies can gain insights into how candidates perceive the recruitment process, identify areas for improvement, and make data-driven decisions. Improving candidate experience can lead to better candidate engagement, increased job acceptance rates, and higher retention rates, making it a vital aspect of the hiring process.
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