High-performing recruiting teams strive to provide a positive candidate experience during the recruiting process. The positive effects of a good candidate experience are beyond question. Unfortunately, collecting and summarizing candidate feedback can be tedious and time-consuming.
How does the feature work?
An org-admin enables the feature → you can enable it by going to the Candidate Experience tab within the organization settings (direct link here) and choosing when to trigger the survey.
All future candidates → will receive the survey via e-mail or can access it via their candidate portal when they meet the required conditions. They will be automatically reminded to fill in the survey every three days.
Results come in for org-admins only to see → after three candidates have completed their Candidate Experience survey, we will begin displaying a summary of month scores and displaying all written text answers by date.
Measure your organization’s Candidate Experience overtime → check back frequently to ensure that your organization is still giving candidates a great experience and that all of the drivers of a positive candidate experience are being met.
How to read the results
With our automated, science-based survey, we identify the most critical aspects of every candidate's experience. You can see the breakdown in the “Candidate Experience” dashboard:
Experience Drivers | Description |
Overall Satisfaction | Describes the overall impression candidates have of the recruitment process. In addition, provides textual information on what went well and what could be improved. |
Hiring Team Interaction | Describes how pleasant the interaction with contacts was for candidates. |
Communication | Describes whether candidates felt there was sufficient communication. |
Process Clarity | Indicates whether candidates knew what the next steps were at all times. |
Process Fairness | Describes whether the candidate found the hiring process to be a good match for the job. |
Equal Chances - Diversity | Describes candidates’ views regarding equal treatment during the recruitment process. |
Job Preview | Indicates whether candidates felt they received enough information about the open position and the team. |
Effort | Assesses whether candidates felt they had to put in a reasonable amount of effort during the hiring process. |
Information Use | Assesses whether candidates felt that the information collected about them and how it contributed to the hiring decision was sufficiently transparent. |
Technology Use | Indicates whether candidates thought the technologies used in the hiring process were appropriate. |
The ideal candidate experience happens when all of the above Experience Drivers are perceived positively by the candidates.
FAQ
How long does the survey take?
The survey takes around 3-5 minutes to complete.
Do you anonymize candidates’ answers?
Yes, the answers are anonymized, which we also communicate to candidates before they take the survey.
When do candidates receive the surveys?
There are three conditions that will trigger a candidate being invited to complete their surveys:
When a candidate’s required references complete their reference check
When a candidate is marked as complete
Two weeks after the candidate is invited
What happens if a question does not apply to a candidate?
If a question is not applicable for a candidate, they can skip the respective question(s)!