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…
