5 ways candidate experience feedback will improve your recruitment process

Gathering feedback from candidates not only ensures that you know why your recruitment strategy is successfully driving skilled talent through the company door, it also provides powerful insights into the impact this process has on key candidate perceptions, motivators and expectations. Measuring and monitoring the candidate experience provides:

1.     Data evidence rather than assumptions

“The industrial psychologists who’ve been working on this for a hundred years have their own sets of models…The great possibility of big data is in finding things that are outside these paradigms.”

According to Professor Peter Cappelli, Director of Wharton’s Centre for Human Resources and labour market analyst, big data predictions are far more conclusive and useful than assumptions or pre-conceptions. An example of this can be seen in research done by recruitment specialists, Evolv, who found that candidate’s histories of job-hopping don’t predict whether or not they will leave a company.

2.     Insight into talent motivation

Every company has a target market they want to reach when acquiring talent. But what if you could attract even more? By using candidate feedback to develop an understanding of what has driven that sought-after talent towards your company door, future recruitment campaigns will become even more effective.

3.     An opportunity to align your recruitment process and employer brand with the expectations of your target market

According to research compiled by RolePoint, companies with a defined employer brand dominate 60% of the labour market. Figures like this highlight the importance of creating a recognisable and compelling employer brand that is in-tune with your candidate’s expectations. However, without gathering candidate feedback there is no way of knowing for certain whether or not an employer brand is effective in its distribution or perception.

4.     An understanding of how your recruitment process impacts the perception each candidate has of the company

According to a HireRight survey, 52% of managerial respondents claim that hiring and retaining talent is their number one business challenge. With this in mind, it is even more vital to ensure those first touch-points not only reveal the best in an organisation but also in the individual’s career prospects there.

Gathering candidate feedback before, during and after a recruitment process offers insight into how the process is impacting each applicant’s perception of a company. Knowledge of this is essential, as this perception will affect whether or not talent will apply again, encourage others too, or, if they were successful, how they approach their future work.

5.     Validation on good practice and areas highlighted for improvement

Haig Nalbantian, an HR industry veteran and senior partner at HR management consultant Mercer, says that more and more of his clients are ‘constructing a workforce strategy that’s as detailed and evidence-based as any financial or business strategy’. Leading HR departments understand that the detail is in the data and when it comes to recruitment, gathering candidate feedback can be the key to creating successful campaigns time and time again.

Gathering feedback from candidates in real-time allows HR departments to be pro-active instead of reactive. By monitoring how a process is impacting applicants, successes can be amplified and any issues that arise can be swiftly dealt with.

By gathering these insights with Mystery Applicant you can react to data insights as they happen.

To find out more click here for a free brochure or demo.


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