Conducting a candidate experience survey could be critical to your recruitment program
What is a candidate experience survey and why should you conduct one
A candidate experience survey is a questionnaire or survey that is designed to measure how candidates feel about the recruiting process. By conducting a candidate experience survey, you can collect data on factors such as how candidates were treated, what the recruitment process was like, and how likely candidates are to refer others to your company.
There are many reasons why you should conduct a candidate experience survey. First of all, it can help you identify areas where your process could be improved. If candidates have a negative experience, it's likely to show up in the survey results. This information can help you make changes that will improve the candidate experience and make your company more attractive to potential employees.
Another reason to conduct a candidate experience survey is to gather feedback from candidates who have already been hired. By understanding what made these candidates want to work for your company, you can replicate those elements in your recruitment process and attract even more top talent.
Finally, candidate experience surveys can help you measure the effectiveness of your recruiting efforts. If you see an increase in positive responses after making changes to your process, you know that those changes are working!
Overall, there are many benefits to conducting a candidate experience survey. By collecting data on how candidates feel about the recruiting process, you can identify areas for improvement and measure the effectiveness of your recruiting efforts.
How to design your survey
When designing your candidate experience survey, it's important to keep the following things in mind:
1. Keep it Short
Candidate experience surveys should be short and easy to complete. The more questions you ask, the less likely candidates are to finish the survey. Aim for 5-10 questions max.
2. Make it Anonymous
Candidates are more likely to be honest if they don't have to provide their name or contact information. Make sure your survey is anonymous so candidates feel comfortable answering honestly.
3. Ask the Right Questions
The questions you ask in your survey will impact the results you get. Make sure to ask questions that will give you useful feedback on the candidate experience. Here are some example questions:
- How was your experience applying for a job at our company?
- Was the recruitment process easy to follow?
- How were you treated by staff during the recruitment process?
- Did you feel like you had a chance to learn about what the job would be like?
- Would you refer someone else to apply for a job at our company?
How to administer your survey
Once you've designed your candidate experience survey, it's time to administer it! There are a few things to keep in mind when sending out the survey:
1. Make sure the survey is accessible
Your survey should be easy to access for candidates. You can send it out via email or post it on your company website.
2. Give candidates enough time to complete the survey
Candidates should have enough time to complete the survey. Ideally, you should give them at least two weeks to respond.
3. Follow up with non-respondents
If you don't receive responses from a majority of candidates, follow up with them via email or phone to encourage them to participate.
4. Analyze the results
Once the survey is completed, analyze the results and make changes based on what you learn. Continue to track the results over time to measure the effectiveness of your changes.
What to do with the data you collect
Once you've collected data from your candidate experience survey, it's important to take action based on what you learn. Here are a few things you can do with the data:
1. Identify areas for improvement
The data from your survey can help you identify areas where your process could be improved. If candidates have a negative experience, it's likely to show up in the survey results. Use this information to make changes that will improve the candidate experience.
2. Compare results before and after changes
By comparing the results of your survey before and after making changes to your process, you can measure the effectiveness of those changes. If you see an increase in positive responses after making changes, you know that those changes are working!
3. Share the results with stakeholders
The data from your candidate experience survey can help you make a strong case for improving the candidate experience. Share the results with stakeholders such as management, HR, and recruiting staff to show them how important the candidate experience is.
4. Use the data to improve recruiting efforts
The data from your candidate experience survey can also be used to improve your recruiting efforts. If you understand what made these candidates want to work for your company, you can replicate those elements in your recruitment process and attract even more top talent.
Additional resources
There are a number of resources available to help you improve your candidate experience. Here are a few of our favorites:
1. The Candidate Experience Awards
The Candidate Experience Awards recognize organizations that have achieved excellence in the candidate experience. If you're looking for inspiration, this is a great place to start.
2. The Talent Board's Candidate Experience Research Center
The Talent Board's Candidate Experience Research Center is a comprehensive resource for everything related to the candidate experience. It includes research papers, case studies, and best practices from leading organizations.
3. The LinkedIn Recruiter blog
LinkedIn's Recruiter blog is a great source of information on all things recruiting, including the candidate experience. They often publish articles on how to improve different aspects of the recruiting process, so it's worth checking out regularly.
Visit TheTalentBoard.org to learn more about candidate experience and how to conduct a candidate experience survey.