Is there anything more important than candidate experience when trying to recruit new hires to your company? In short, the answer is no. According to a LinkedIn report, 83 percent of candidates say a negative interview process can damage their opinion of a company, while 87 percent say a positive experience can flip their perspective of a company they'd previously questioned. And because no system is ever perfect, we've compiled a list of ways to analyze, measure and, of course, improve your process.
Three Tried-And-True Metrics
Approximately 75 percent of companies today don't effectively evaluate candidate satisfaction by taking into consideration factors such as recruiter response times, application accessibility and pre-candidate experience. With negative experiences carrying a significant weight — whether from dissuading qualified candidates to apply, or even resulting in damaging company reviews — it's more important than ever to apply these three metric tests to take a closer look at how you're doing.
1. Candidate Experience Surveys
When in doubt, who better to ask than the candidates themselves? Create a digital and user-friendly survey that will gather feedback on topics like the interview experience, their communication with hiring managers, the job description and their likelihood of recommending the company to other candidates. Don't just limit yourself to potential employees, either. You can pass these surveys around to new hires to gain their insights as well.
2. Career Page Conversion Rate
Simply put, this rate analyzes the percentage of career page visitors who actually applied to a job opening. This metric can be discovered by doing a little math: divide the page's number of unique visitors by the number of applications received within any given time period. The higher the conversion rate, the more visitors are being drawn to your job postings and compelled to take the time to fill out an application.
Looking at this metric can give you valuable insight on how appealing your job page is — and whether it's sky-high or a disappointing low, there's always room for improvement. Try highlighting your company culture, showcasing the great benefits you offer and making sure everything is laid out in a straightforward and visually appealing way.
3. Application Process Time
One of the most telling ways to measure the ease of your company's candidate experience is how long the application process takes from start to finish. This metric measures the time it takes from beginning the first stages of the process to actually being hired.
In between, there may be several rounds of interviews and ongoing communication between the candidate and recruiter or hiring manager. Of course, it's also important to consider the time it takes to fill out the application itself, and whether this amount of information is necessary for this stage. Evaluate how long the process typically takes a candidate using a data analysis tool such as Google Analytics.
Trust ContractRecruiter to Help Fill Your Company's Open Positions
Unsure how to apply these tools to your own recruitment process? At ContractRecruiter, our team of expert contract recruiters has fine-tuned the system of engaging candidates throughout the hiring process, making their ride smoother and the results better for your company. Get in touch with us today. We're here to help!
Andrew Greenberg’s roots in recruiting date back to 1996. He has experience both on the agency-side and corporate-side of the staffing business, with a focus in the financial services space at companies like Bloomberg and UBS. He also has core experience with information technology staffing, and has worked for major software companies such as SAP Business Objects and IBM/Informix Software. To get in touch with Andrew, you can reach him by email or by phone at (800) 797-6160.