The Business Case for Candidate Experience


By Jon-Mark Sabel on HireVue

..In Talent Board’s most recent survey of 183,000 candidates, applicants were asked to rate their application experience on a scale of one to five stars. Of those who gave their experience one star, 41% indicated they would take their business elsewhere. On the other hand, 64% who gave the experience five stars said they planned on increasing their relationship with the employer.

So really, the effect of the applicant’s experience is multifaceted. While a terrible experience is an easy way to lose existing customers, a great experience prevents this revenue leak and has the potential to grow your customer base more cost-effectively than traditional channels.

Evaluating the Candidate Experience

Evaluating your candidate experience is easy: simply ask candidates for feedback at the completion of the hiring process. Metrics like NPS are just as applicable here as they are in the customer analytics sector – the standard question, “How likely are you to recommend this experience to a friend or colleague?” is a great starting point.

From there you can dive into specific points of dissatisfaction and start looking for solutions.

Improving the Candidate Experience

The Talent Board is “the first non-profit organization focused on the elevation and promotion of a quality candidate experience.” Every year they survey over 100,000 candidates to get a feel for the state of the candidate experience – and recognize those who get it right…


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