How to Improve From Candidate Experience Surveys

The candidate’s experience has an influence on the candidate’s satisfaction, which is an important factor to measure. There are many ways to test the candidate’s experience, such as paying attention and reacting in a timely manner and optimising an online questionnaire. Candidate experience surveys are conducted by an HR professional with the aim of improving and optimising recruiting strategies.

Candidate Experience Surveys Questions

The Top Candidate Experience surveys questions are:

1. How would you rate the recruiting process at (the company name)?
2. What are some things to improve on in the recruiting process?
3. How likely are you to apply to (company name)’s open positions?

These questions help employers to understand what the employee expects and can provide the best candidate experience accordingly.

The candidate experience continues into the onboarding process once you hire them. A good candidate’s experience is about people who applied for the position feeling respected and having up-to-date information in the hiring process.

Open Ended Questions

These questions are helpful to get more in-depth feedback from the applicants. Some of the questions are:

1. What position did you apply for?
2. How would you describe the recruitment process of the company?
3. Would you apply for this company again?

Closed-Ended Questions

These are multiple-choice questions, or  “yes or no” type answers to get essential and honest information from the applicants. These can be described as rapid questions and answers to the recruitment process.

1. Did the hiring process enhance the understanding of the role? (Yes/No)
2. Do you agree that the interviewer asked relevant questions about the job? (Yes/No)
3. Time-wise, how did you find the hiring process? (Short, ideal, long)

The Importance of Conducting a Candidate Experience Survey

Conducting candidate experience surveys is essential to improve the talent acquisition strategy. This survey helps the organisation to obtain information with direct and real feedback on the positive and negative sides of the recruitment process.

The candidate experience survey helps in the following ways:

1. To Get Anonymous Feedback About the Hiring Process

Asking the candidate directly about their thoughts on the recruitment process, and allowing them to answer anonymously makes it easier for the candidates to give honest opinions.

2. Identifying Areas of Improvement

The candidate experience surveys with recruitment metrics can give you a good idea about the recruitment, and the things to improve. Communication and transparency are the two processes that are major factors that will affect the candidate experience.

3. Boost Employer Brand

The feedback from candidates shows that you value your candidates’ opinions and seek to improve the hiring experience. When it comes to the employer brand, they would collect data on things, like how the candidate hears about the company, What attracted them to apply for the position, or Was the candidate aware of the company before applying.

How To Improve from Candidate Experience Surveys

1. Analyze the Candidate’s Answers

Look at how the candidates answer to improve the specific areas of the hiring process. Surveying candidates can help throughout the organisation.

A pre-interview survey process is also a great opportunity to measure the marketing and advertising to find out the accuracy of the job descriptions and get feedback on what could be improved.

2. Combine Surveys and Feedback

Check for reviews on recruitment platforms and opinions on social media. Check all of these sources to have a well-rounded opinion of what candidates think of the company and recruitment process.

The organisation must refer to the job pages, review sites, and social media for improvements. Each one of these factors helps to improve the business performance. Gaining valuable feedback from real applicants is the best way to assess the candidate experience surveys.

3. Look for Improvement

There is always room for improvement during the hiring process. Review the survey and feedback to analyze the areas for improvement to enhance the candidate experience.

Improving the candidate experience from surveys is a priority for both recruiters and HR in order to attract quality candidates for open positions in the organisation. Excelling in an area is only possible if the organisation receives adequate feedback from the candidates.

4. Take Action

Upon feedback from your candidates, identify the recruitment strengths and weaknesses to improve the hiring process, and build a platform for a positive candidate experience. Use a structured interview process, that can help to be predictive of the candidate’s performance.

Frequently Asked Questions

1. What are the uses of measuring the candidate experience surveys?

The candidate experience involves all the experiences that job seekers have with the company. Measuring candidate experience helps to gain valuable feedback, identify weaknesses and ways to improve the employer brand, as well as boost the hiring process and retention rate.

2. How do you design a candidate experience survey?

Use a mix of closed questions that are both multiple choice and open-ended to better express the opinion of candidates for a detailed opinion. Combine these types of questions, and keep the survey short. You can gain different insights from candidates who reach different hiring stages.

3. Why is survey feedback done anonymously?

When feedback is done anonymously, prospective candidates can be hesitant to give honest suggestions about the organisation’s hiring process during the hiring stages. So, the organisation has to let people know that they will not be recording their personal data in order to get an accurate survey.

Closing Thoughts

A consistent challenge for recruiters is to find the best candidates. The Candidate experience is what people experience when they apply for a position in an organisation, and it starts from perceiving the hiring process. This usually starts from the first interaction with the organisation.

The most important part of gathering this survey data is how to use these results to improve the recruitment process. This can help the organisation understand what’s driving candidates to the company, and how the existing process could be improved to hire more quality candidates for open positions in the company.

Every moment of the employee journey is important, from recruiting and onboarding. So, it is recommended to collect data and feedback on how the candidates feel about the current hiring process. 

LogicMelon

Award-winning recruitment software that will find, attract, hire and analyse the way you want to work. At LogicMelon, we have experienced software recruitment marketing specialists to help you build effective recruitment solutions supported by the best customer service you’ll find anywhere!

Email: sales@logicmelon.com or call LogicMelon (UK) +44 (0) 203 553 3667 (USA) +1 860 269 3089