We know a simple and structured way to understand their thoughts about you and your recruitment process—candidate experience surveys. 

Let’s explore how you can create these surveys that enhance your applicant journey. 

What is a candidate experience survey?

A candidate experience survey is used by recruiters and hiring teams to gather feedback from job applicants about their experience throughout the recruitment process. 

This survey typically includes a series of questions that assess various stages of the hiring journey, such as:

• Application process: How easy was it to find and apply for the job?
• Communication: Were updates and feedback provided in a timely and transparent manner?
• Interview experience: How professional and organized were the interviews? Did the candidates feel respected and valued?
• Overall impressions: How did the recruitment process reflect the company’s brand and values?

When to send a candidate experience survey?

A survey is the only way you can understand how a candidate feels about your recruitment agency.

Recruiters usually send a candidate experience survey at the end of the initial recruiting process or after the final interview stage.

Once the survey is sent, certain key performance indicators are measured. The recruiters then analyze these KPIs to understand areas with room for improvement.

What should you include in your candidate experience survey form?

Before we go ahead and talk about the kind of questions, let’s set some basic rules around this survey form.

• Not more than 10 questions
• Be direct, no dilly-dallying!
• You can go ahead and add a gift voucher for the candidates. For instance, Gartner usually provides incentives or throws in an Amazon gift card or any other discount-seeking coupon that will actually interest users in reviewing software on their site.
• Don’t go for too many open-ended questions.
• Keep it short and simple. Candidates will lose interest if the survey form is too long.

NPS (Net Promoter Score) surveys have gained popularity in recent times. Such rating-based questions will provide sentiment analysis and help you understand how a candidate feels about your recruitment agency.

However, there are disadvantages to such ratings-based surveys, too. Sometimes, it lacks context behind questions.

Ratings-based surveys usually come with a scale of 0 (I wouldn’t recommend this agency at all) to 10 (I would definitely recommend this agency to everyone). Here are a few examples of ratings-based survey questions—

• How likely would you recommend our agency to other job seekers?
• How would you rate the job application process on a scale of 0-10?
• How would you rate the interview process? 0 being sucked to 10 being super fun.

On the other hand, statement-based questions or short open-ended questions allow candidates to write candidly about what they feel about your agency. Here are a few examples of open-ended questions—

• Were you communicated at every stage of the recruiting process?
• Where do you think our recruitment agency could improve?
• Were you guided properly before the start of the interview?

The best candidate experience survey forms usually have an ideal mix of close-ended and open-ended questions.

4 steps to create a candidate experience survey

1. Choose a tool that fits your needs

Using tools like Typeform and Google Forms, you can create simple and effective online questionnaires. Creating a survey form has never been easier, thanks to these applications.

2. Keep it anonymous

It is a good idea to ask candidates what they think of your process, but there is no guarantee they will be honest. An anonymous survey makes it easier for candidates to give a candid opinion about the entire interview process.

3. Keep it short & easy

A candidate survey form should be very precise, specific, and brief.

Keep a combination of closed-ended and open-ended questions because candidates can quickly respond to close-ended ones without too much thought (e.g., multiple choice) but can better express themselves in open-ended questions (e.g., “How can we improve our hiring process?”).

4. Send it to every candidate who went through the interview process

It’s good to get feedback from your candidate, regardless of whether they were rejected or hired.

Sending the survey form to every candidate will give you different insights since they may not have gone through a similar experience. Sharing a QR code created using any of these best QR code generators with the candidate could be an interactive way to collect feedback.

3 tips to improve candidate experience through surveys 

1. Study the answers

Look for patterns and trends in the responses to analyze and figure out the areas of improvement. It will help you get a clear vision of how to improve your candidate experience.

2. Combine all the feedback received from different sources

After the hiring process is completed, job seekers often write reviews on Glassdoor, post opinions on social media such as Linkedin, or contact recruiters. Take a look at all the sources to get a thorough understanding of how candidates feel about your recruitment agency.

3. Work on improvizing

Finding out what you’re getting everything right and what you’re doing wrong with your candidate experience survey is key to improving it.

After you’ve identified your strengths and weaknesses, the next step is to restructure your hiring process to provide an unforgettable candidate experience.

Read more on candidate experience:

• What is candidate experience? An exclusive guide for agency recruiters
• 8 effective traits recruiters must have in order to deliver the best candidate experience
• Provide an unforgettable remote candidate and client experience in just 6 steps!
• 20+ candidate experience statistics you need to take a look into ASAP
• Positive candidate experience & organizational culture: How to hire top talent and keep it?
• 5 tools that’ll help recruiters provide the best candidate experience

Don’t let top talent drift off just because staffing’s on pause. Instead, double down on those connections to keep them warm. 

This blog will provide practical tips to keep your best candidates engaged and ready to go when hiring picks up again.

Let’s get started!

What does a hiring freeze mean?

A hiring freeze is when your company may temporarily stop recruiting new employees. 

This pause can happen for many reasons, like budget cuts, restructuring, or shifts in company priorities.

During this period, you’re not actively filling open positions, even if they’re critical. 

It can be frustrating, especially if you have top candidates lined up. 

But a hiring freeze doesn’t mean you stop working on talent. It’s a chance to strengthen your pipeline, keep candidates engaged, and prepare for when hiring resumes.

7 power moves to keep your talent pipeline warm during hiring freezes

1. Stay connected with candidates

When you’re in the middle of a hiring freeze, staying connected with your candidates can make your company significantly stand out. 

You don’t have to send weekly emails, but keeping them in the loop makes all the difference. 

Be honest about the hiring timeline and let them know where they fit into the picture.

Note that personalizing your messages goes a long way, even if it is just a quick note on LinkedIn. 

You might notice they shared something interesting or achieved something—mentioning such details shows that you see them as more than just another application in a pile.

Treat every interaction as an opportunity to build a genuine professional relationship.

2. Engage candidates with interactive resources

Don’t just ghost your candidates. 

Engage them by sharing resources that genuinely help them grow in their careers.

Invite them to workshops or group sessions to create a community around your brand and keep top talent connected until you’re ready to hire again.

Ideas for content:

• Relevant industry skills: Host sessions on industry-relevant skills. For example, “Future of data science” for tech roles or “Leadership in uncertain times” for management applicants.
• Monthly newsletters: Include company updates, job search tips, and market insights. A well-curated newsletter feels less like a marketing email and more like a beneficial resource.

You can use online platforms to create industry-relevant courses to share with applicants to help them enhance their skills.

3. Build your personal brand

Use the hiring freeze as a strategic moment to build your professional brand. 

Share industry updates, valuable insights, or career advice that highlight your passion for the field and your candidate network. 

You can also publish a LinkedIn article or record a short video update to showcase your creativity.

Most importantly, remember to network. 

Host a virtual Q&A or introduce candidates to industry peers to keep your pipeline warm and build lasting professional relationships.

4. Prepare your ATS in advance

When the job market heats up, you’ll want to move quickly on top candidates before others do.

That’s why it’s wise to use your downtime to get your ATS really dialed in. 

Start by creating a shortlist of your most promising candidates. 

Look for the total package: the right experience, skills that align with what you need, and people who mesh well with your company culture. 

Don’t forget to set up some automated reminders, too. 

The last thing you want is to let a great candidate slip through the cracks just because you forgot to follow up. 

5. Host mock interviews & skills assessments

Conduct virtual interviews, including panel style, to mimic real-life situations and assess them for their problem-solving abilities.

Also, here are a few methods that you can try:

• Technical challenges: Evaluate technical skills by using coding tests.
• Role play and group discussion: Create some scenarios for the customer to interact with or groups that determine teamwork, leadership, and flexibility.  
• Project-based tasks: Give candidates an appropriate small project to submit within the week to analyze their time management skills.

6. Provide constructive feedback

Allocate equal time to each candidate and provide constructive feedback. Rather than focusing only on high-priority candidates, give everyone your attention to make smoother, quicker decisions. 

Use informal video calls, send personalized updates, or segment your outreach to engage each applicant meaningfully.

Follow up with a detailed feedback. Get specific about what exactly impressed you – maybe it was how they handled that tricky technical question or their clear communication style. 

If you spot areas where they could grow, share that too, but make it helpful.

For instance, if their technical skills need some polish, point them toward specific certifications or courses that could help. 

And always remember to keep things positive – everyone’s on a learning journey, and skills can be built over time. 

7. Throw a “Future vision” party 

Bring in a little creativity! 

Create a brainstorming session and invite your top candidates. 

Imagine them pitching fresh ideas for upcoming projects or tackling big industry trends—it’s interactive, inspiring, and, honestly, way more fun than a typical networking email.

Here’s how to make it epic:

• Pick topics they’ll love: Dive into topics they know well, like new product ideas or the latest trends.
• Break the ice: Start with some lighthearted intros or an icebreaker—maybe ask what superpower they’d bring to the team!
• Celebrate their ideas: When someone suggests a killer idea, give them a shoutout. Follow up with a note afterward thanking them for their insights.

It is a fun way to get your candidates hooked and for you to get a sneak peek at how they think. 

Plus, who wouldn’t want to be part of a team that hosts “vision parties” during a hiring freeze?

Frequently asked questions

1. How long does a hiring freeze typically last?

The duration of a hiring freeze can vary widely depending on the reason behind it. 

Some freezes last just a few weeks, especially if they’re tied to short-term budget reviews or brief restructuring. Tied to more significant financial or strategic shifts, others can last several months or even a year.

Typically, your company will review the hiring status regularly to assess when hiring can resume. 

It’s helpful to stay informed about any changes by staying in touch with HR or leaders, as this can help you plan your recruiting strategies accordingly.

2. How can we keep our employer brand strong during a hiring freeze?

Maintaining an active presence on social media, engaging with candidates, and sharing valuable content like career tips or industry insights can keep your brand in a positive light. 

Regular communication, even without active hiring, builds goodwill and positions your brand as supportive and proactive.

3. How can we measure engagement effectiveness during a hiring freeze?

Track metrics like open rates on emails, participation in virtual events, or responses to LinkedIn messages. 

Candidates’ continued engagement and responsiveness can indicate the success of your strategy.

Been there, right? 

These periods can really disrupt your usual workflow and create uncertainty.

But here’s the thing—a hiring freeze doesn’t have to be the end of the world. In fact, with the right mindset, it can be an opportunity in disguise. 

In this blog, we’ll explore what these freezes really mean and, more importantly, how you can use this time to emerge stronger on the other side.

Ger right in! 

What is a hiring freeze?

A hiring freeze is a temporary pause on recruiting new employees within an organization. 

It’s typically implemented as a cost-saving measure during economic uncertainty or when a company needs to reassess its staffing needs. 

During a freeze, companies generally don’t fill vacant positions or create new roles, except for critical positions essential for operations.

Does the hiring freeze affect recruiters in any way?

Hiring freezes can be particularly challenging for recruiters, impacting various aspects of their professional lives. 

1. Workload reduction

You’ll probably notice your to-do list shrinking during a hiring freeze. 

With fewer positions to fill, you might have more downtime than you’re used to. This can be unsettling as you may start worrying about your job security.

2. Career stagnation

Our field moves fast, and being sidelined during a freeze can leave you feeling out of touch.

You might miss out on learning about new recruitment methods, which could impact your effectiveness when hiring picks up again.

3. Candidate relationship disruption

A hiring freeze can put the relationships you have been nurturing on ice. 

You might find yourself in the awkward position of pausing or ending conversations with promising candidates, potentially damaging your reputation and your brand image.

How can recruiters deal with hiring freeze?

1. Take stock of where you stand

First things first: get a clear picture of your company’s current needs. 

Sit down with department heads to understand their priorities. Look at where your staffing levels are thin and where you need to bolster your team. 

Remember to consider the broader market conditions and your company’s financial health—these will influence how aggressively you can hire.

2. Create a hiring hierarchy

Not all positions are created equal when you’re coming out of a freeze. 

Develop a tiered system for unfreezing roles. 

Focus first on positions that directly impact revenue or are essential for operations. 

Remember those roles you had to put on hold when the freeze hit? 

It’s time to dust them off and reassess their importance.

3. Revamp your hiring playbook

Use this as an opportunity to fine-tune your recruitment process. 

Those job descriptions you wrote pre-freeze? They might need a refresh to reflect any changes in roles or company structure. 

Use the lessons you’ve learned during the downtime to adjust your interview processes. Ensure all your hiring managers are on the same page with new procedures.

4. Spread the word

Clear communication is key. Let your entire organization know that the hiring freeze is lifting. 

Provide managers with clear guidelines on the new hiring process. 

Be open about the company’s hiring strategy going forward—transparency will help manage expectations and maintain trust.

5. Stay connected with the candidates

Don’t let your hard-earned relationships go cold. Keep in touch with your top candidates, even if you can’t offer them a job right now. 

Be honest about the freeze, but also share industry insights and career advice. This will build trust and keep them engaged for future opportunities.

6. Polish your talent pool

Now’s the perfect time to organize and refresh your candidate database. 

Update skills assessments, add new potential hires, and make sure you’re ready to hit the ground running when hiring resumes.

7. Boost your employer brand

While you can’t hire, you can still showcase why your company is a great workplace. Create content that highlights your company culture and values. 

Engage with potential candidates on social media. This groundwork will pay off when you’re back in hiring mode.

8. Upskill yourself 

Use this downtime to level up your skills. Take certification courses on the latest recruiting trends, like AI in hiring or diversity recruitment. 

Attend recruitment events and stay on top of industry best practices. Your future self will thank you.

9. Lend a hand to HR

Your skills are valuable beyond just hiring. See how you can support other HR functions, like employee engagement or retention strategies. 

It’s a chance to broaden your expertise and demonstrate your versatility.

10. Crunch the numbers

Dive into your recruitment metrics. What can past hiring data tell you about areas for improvement? 

Use this time to develop strategies that will enhance your time-to-hire and quality-of-hire when recruitment picks back up.

Frequently asked questions

1. How long does a typical hiring freeze last? 

There’s no one-size-fits-all answer here. The duration can vary widely, from a few weeks to several months or even longer. 

It really depends on the specific reasons for the freeze and your company’s situation. 

Keep in touch with your leadership for the most up-to-date information.

2. Can I still recruit for critical positions during a freeze? 

It’s possible but not guaranteed. 

Some organizations do allow exceptions for crucial roles, but this typically requires high-level approval. 

If you have a position you believe is essential, make a strong case to your leadership about why filling this role is vital, even during the freeze.

3. How should I communicate the freeze to candidates in my pipeline?

Honesty and transparency are key. Explain the situation clearly, express your genuine interest in keeping in touch, and provide a realistic timeline if you can. 

Something like: “We’re currently in a hiring freeze, but we’re very interested in your profile. While I can’t give an exact date, I’d like to keep you updated on our status. Is it okay if I check in with you periodically?”

4. Will a hiring freeze affect internal promotions? 

This can vary by organization. Some freezes only impact external hiring, while others may also pause internal movements. 

It’s important to clarify this with your HR leadership. Even if formal promotions are on hold, you might still be able to help with lateral moves or expanded responsibilities.

Boo there, recruiters!

As the scary hour of the hiring season approaches, it’s time to shine a lantern on some chilling recruiting mistakes that might be haunting your process. 

So, grab your pumpkin spice latte, and let’s exorcise these recruitment horrors before they scare away your dream candidates!

1. Asking boring close-ended questions

You finally sit across a candidate you’ve been dying to meet. You open your trusty notebook and start firing off questions like:

• “What’s your greatest weakness?”
• “Where do you see yourself in five years?”
• “If you were an animal, what would you be?”

Yawn. 

These close-ended, predictable interview questions are a thing of the past. They don’t give you any real insight into the candidate, and worse, they make you look like you’ve copy-pasted your interview strategy from a 1990s career guide.

Instead, ask open-ended questions like Rroot that get them talking about real situations. 

Trust me, you’ll learn a lot more about your candidate, and they might even stay awake during the interview!

2. Considering experience, the master

I get it. 

When you’re drowning in resumes, it’s tempting to use years of experience as your lifeline. “5+ years required” sounds good on paper, right?

Wrong.

You might pass up on some incredible talent by focusing solely on experience. 

Remember, some of the most successful people in tech were college dropouts (no pressure, but think Zuckerberg and Gates).

Instead of counting years, look for candidates with the right behaviors and potential. 

A fresh grad with a killer portfolio and a can-do attitude might run circles around someone with a decade of experience.

3. Keeping a lengthy hiring process

We’ve all been there—you find a fantastic candidate, and then your hiring process turns into the longest process.

There are multiple interviews, take-home assignments, panel discussions, and coffee meetings.

Meanwhile, your dream candidate is probably fielding offers from companies that don’t treat hiring like a marathon.

Speed is your friend here. 

Streamline your hiring process. You might need to revisit your evaluation criteria if you can’t decide after 2-3 well-structured interviews.

4. Disregarding the mobile-friendliness

News flash: We’re not living in the early 2000s, and people do everything on their phones, including job hunting.

If your application process isn’t mobile-friendly, you’re telling many candidates, “Thanks, but no thanks.” 

And trust me, they’re saying the same thing right back.

Ensure your careers page, job postings, and application forms work seamlessly on mobile devices. 

Bonus points if you allow easy uploads from cloud storage!

5. Ignoring the internal talent 

Here’s a wild idea: some of your best candidates might already be working for you!

Internal recruitment is often overlooked, but it’s a cost-effective solution. 

These candidates already know your company culture, understand your products or services, and probably have great ideas for improving things.

Plus, showing room for growth is a great way to keep your current employees engaged and reduce turnover. Win-win!

6. Playing the ghosting game 

Spoiler: Everyone loses. 

Look, I know your inbox is probably bursting at the seams, and your to-do list is longer than your grocery list! 

But that’s no excuse for ghosting candidates.

Leaving candidates hanging is the fastest way to burn bridges and ruin your company’s reputation. 

Word gets around, and soon, you’ll be known as the “black hole” where applications go to die.

Even a quick automated email is better than radio silence. And for candidates who’ve made it to the interview stage? They deserve a personal response, even if it’s not good news.

Remember, every interaction is a chance to showcase why someone would want to work for your company. Make those interactions count!

Frequently asked question

1. Is it a recruiting mistake if I don’t provide feedback to candidates who didn’t make the cut? 

Yes, it is! 

Leaving candidates in the dark is another big hiring mistake you must avoid. Constructive feedback helps them improve for future opportunities and leaves them with a positive impression of your company. 

2. How can I assess a candidate’s potential rather than just their experience? 

Look for their ability to learn and adapt, like a shapeshifter adjusting to new forms. Ask about times they’ve quickly mastered new skills or technologies. Consider giving candidates a small project or problem to solve during the interview to see their skills in action.

3. Is it really necessary to update job descriptions for every opening? 

Yes, unless you want your job descriptions to read like ancient scrolls! Regular updates ensure you’re attracting the right talent for your current needs. 

4. How do I politely reject candidates without ghosting them? 

Craft a template email that’s kind and informative, like a well-written cold-calling script. Personalize it slightly for candidates who’ve interviewed. 

For top candidates who didn’t quite cut, consider keeping in touch for future opportunities.

And that first impression sticks! 

But here comes the actual question: Could YOU be the reason you’re consistently facing unresponsive candidates?

Now, don’t get me wrong. We all have our quirks, and that’s what makes us human. However, when it comes to recruiting, some personality traits can be real deal-breakers. 

It may be time to take a hard look in the mirror.

In this blog, we will discuss six major traits that will make you stand out.

Let’s get started!

6 recruiter personality traits that win candidates’ hearts

1. Be a communication pro 

Ever ghosted someone? 

Well, nearly half of job seekers feel like they’ve been left on “read” by companies.

In fact, 47% of candidates never receive any form of response from the organization they apply to, even past 60 days after applying. 

That’s where your communication skills come in!

You’ve got to:

• Provide clear timelines and expectations.
• Regularly update candidates on the hiring process.
• Ensure transparency in feedback.

Make sure to flex your interaction skills!

One minute, you’re delivering a quick “you’re hired!” text. The next, you’re crafting a thoughtful “maybe next time” email. 

It’s all about reading the room (or inbox) and adjusting your outreach style and tonality. 

2. Be a tech master

Remote work has changed the hiring game. 

Gone are the days when a firm handshake sealed the deal. Now, it’s mainly concentrated on hopping from one video call to the next. 

So, look out for body language—even through a screen, you can easily spot someone fidgeting from a mile away.

Another aspect to consider during video conferencing and business phone calls is technical issues. Always have a backup plan if tech fails.

3. Be a good listener

Instead of focusing on asking the right questions, be more attentive to the responses. 

When you’re really dialed in, a candidate opens up, and insights come out that no formulaic question could ever dig up.

Active listening during interviews means giving the applicant your undivided attention—not a distraction in sight or an interruption. 

Let them finish their thoughts before you enter into yours. Ask follow-up questions to prove that you care and are examining their motivations or concerns more deeply. 

Even the act of summarizing what they said is helpful to clarify that you are indeed on the same page.

Pause between responses, giving them space to reflect and respond comfortably.

4. Have a solid aura

First impressions often set the tone for the entire recruitment process, and you are in the front seat.

So, make it count.

Along with professionalism, it shows that the company values the time and effort candidates allocate to the hiring process.

For a long-lasting first impression:

• Prepare interviewees beforehand: Inform them about the interview details, like its mode, whom they would meet, and what to expect. 
• Be punctual and prepared: Applicants feel respected when you’re on time and well-prepared.
• Create a welcoming environment: Whether in-person or virtual, your demeanor should be warm and approachable.
• Provide constructive feedback: Even if a candidate isn’t a perfect fit, offering them constructive insights on their performance shows you care about their growth.

A great first impression increases the likelihood that the job applicant, even if not selected, will speak highly about your company in the future.

5. Be empathetic and transparent

Forget robotic Q&As. We are talking about sensing and seeing into the hopes and fears of people. 

It is not much different than being a career matchmaker with a sixth sense.

You know how job hunting can get really crazy sometimes. 

Be that one recruiter who doesn’t just nod his head through and ‘gets it.’ 

Studies have found that a recruiter’s ability to empathize with candidates and current employees can lead to increased job satisfaction, better team dynamics, and improved performance.

It’s then that something clicks, and applicants know you are really listening.

They feel understood, and your company starts to shine as a place that really cares.

6. Be versatile

From sourcing candidates, and interviewing them to coordinating with hiring managers, the recruiting process involves handling way too many of responsibilities.

Ah, and of course, that mountain of paperwork!

This is all about prioritizing the right thing, such as candidate engagement and timely follow-ups. 

Keep your workflow organized to juggle multiple roles, whether scheduling or responding to candidate feedback.

But do not overdo it with multitasking. 

Learn how to set boundaries so that you don’t get exhausted in the end—this may negatively affect the experience from the candidate’s perspective.

Frequently asked questions 

1. What strategies help recruiters maintain energy and focus during back-to-back interviews?

To prevent overexertion, recruiters should take short breaks in between sessions so that there will be a mental reset. 

Replenishing by drinking water, going away from the desk, or briefly reading through notes should be enough to renew focus and energy for fairly assessing each candidate.

2. What soft skills can further enhance a recruiter’s personality traits?

Consider these soft skills to polish your personality traits further:

• Conflict resolution: Learn how to master tricky situations gracefully.
• Cultural competency: Connect better with more diverse candidates.
• Resilience training: Know how to handle stress properly and avoid burnout.
• Time management: Know how to multitask and prioritize.
• Personal branding: Improve your digital presence by keeping attractive candidates in the pipeline.

3.  How do you politely handle candidates who reach out with questions after being rejected?

You should respond openly and give constructive feedback wherever appropriate. 

There is no need to go into detail, but thank them for their interest, acknowledge their effort, and provide a brief but honest explanation.

You should encourage candidates to apply for future roles and give them advice on how to improve, which will leave a lasting impression even after rejection.

Yes, you heard us right. It’s time to analyze this and talk numbers. 

But measuring candidate experience is no easy feat.

So, we’re here to teach you exactly how to do so and reveal the key metrics you need to track. 

Let’s get started!

How can recruiters use KPIs to measure candidate experience? 

To help you measure the candidate experience, here are the top five KPIs you should keep track of.

1. Time-to-hire

Tracking the length of time from application to offer is a classic recruiter KPI that is significant for optimizing candidate experience.

Keeping track of your time-to-hire metric can help you understand how quick and efficient your hiring process is, as it shows candidates that you value their time and are serious about filling the role. 

Conversely, the slower your hiring process is, the higher the chances of your candidates losing interest.

2. Interview-to-offer ratio

Interviewing can be highly time-consuming. If your interview-to-offer ratio is low, your investment is just not paying off. 

You can consider strengthening the candidate screening stage. 

Implementing pre-screening tools, such as skill assessments or personality tests, can help filter out unqualified candidates before they reach the interview stage, saving time and resources. 

Tools like Harver, Pymetrics, and Vervoe can streamline this process, ensuring that only the most suitable candidates proceed to interviews. 

3. Candidate drop-off rate 

Appcast released a study reporting that 92% of candidates never finish an application they start if it takes longer than 15 minutes to complete. 

This highlights the importance of a seamless application experience, which can help your company stand out and attract top talent.

A high drop-off rate signals the need to simplify and optimize the application process. 

Enhancing the candidate experience by making forms mobile-friendly and reducing unnecessary fields is crucial for increasing engagement.

Additionally, testing shorter application times, improving the user interface (UI) of your recruitment website, and providing clear communication throughout the process can further encourage candidates to complete their applications.

4. Offer acceptance rate

A high offer acceptance rate results from good communication and a positive candidate experience. 

Ideally, organizations should aim for an offer acceptance rate of at least 90%, depending on the seniority of the role and industry. To measure this ratio, divide the number of offers accepted by the number of offers extended.

Understanding why candidates turned you down is an excellent way to tackle low offer acceptance rates.

A positive candidate experience is the first step to persuading top talent to accept your offer.

Read more: 8 quick tips for highly effective candidate communication

5. Net promoter score

Net Promoter Score (NPS) is a common metric used to gauge customer satisfaction, but today, recruiters use this metric to track candidate experience, too.

In short, NPS measures how candidates rate their experience with your company.

While calculating a Net Promoter Score might sound overwhelming, it’s actually quite simple. Candidates are asked to rate their experience on a scale of 1 to 10.

Those who give a rating of 9 or 10 are considered “promoters,” 1 to 6 are “detractors,” and 7 or 8 are “passive.”

The score ranges from -100 to 100. If all your respondents are detractors, your NPS will be -100, but if they’re all promoters, it’ll be 100.

An NPS of 50 or above is excellent, and the closer your score is to 100, the more promoters you have. 

Beyond the score, NPS can reveal areas where your candidate’s experience needs improvement.

Read more: 8 free candidate experience questions & templates for use.

5 best practices to improve candidate experience through actionable feedback

1. Personalize communication

Applicants want to be dealt with personally, not just as faceless entries in a system.

Keep them informed about the stages, whether acknowledging their application or updating post-interview. 

A quick email or call shows you respect their time and effort.

Don’t miss out: 10+ email subject lines recruiters can use to win over candidates [+5 super tips]

2. Practice transparency

It is important to let candidates know where they stand in the hiring process and what comes next. If there’s going to be a holdup, say so. 

Transparency helps manage expectations and reduces anxiety, making the entire experience much more positive.

3. Provide feedback

Even for those who are not selected, constructive feedback is invaluable. 

It shows that you value their effort and want to help them improve. 

A simple yet well-thought-out message goes a long way and creates a positive impression on the candidates, which might encourage them to apply again in the future.

4. Simplify the process

Nobody likes a long, complicated application process. 

Streamline it by removing excess steps and making it mobile-friendly. The easier it is to apply, the better their experience will be. 

5. Train your hiring team

Your hiring team is the first contact with your company, so they should be trained to deliver a consistent, positive candidate experience. 

This would involve communicating effectively, interviewing fairly, and representing your company’s values. 

You might also like: 8 free templates for candidate experience surveys that give you the right insights

Frequently asked questions

1. Is it necessary to measure candidate experience for every role?

Yes, every role matters. Whether you are recruiting for an entry-level or senior position, candidates’ experience determines their perception of your company. 

Measurement at all levels will help realize that nothing is being missed in the hiring process.

2. What are the common mistakes to avoid while measuring candidate experience?

While metrics are valuable, don’t ignore qualitative feedback from candidates. 

The other pitfall is collecting feedback and not acting on it: closing the loop and implementing changes based on the insights you gain are necessary.

3. Can automation hurt the candidate experience?

When used thoughtfully, automation can improve the candidate experience by speeding up communications and smoothing processes. 

Conversely, overusing automation without personal interaction can make candidates feel like just numbers. 

4. What should I do in case I receive negative feedback from candidates?

Negative feedback is the goldmine of improvement. Never take it to heart; rather, take this as an opportunity to improve your process. 

If possible, contact the candidate, thank them for their honesty, and make changes, if necessary, to handle similar issues in the future. 

It shows that you value their input and are committed to improving.

That’s a whole other story!

The majority of companies struggle with this issue, and it’s a huge problem because the cost to replace a lost employee goes way beyond the cost of hiring them originally.

However, there are innovative employee retention strategies that’ll help you maintain a positive candidate experience for all your future hires.

Here are some tips on how to overcome this challenge.

Why do employees have an edge in the current job market?

…because:

Recruiters are hungry for skillful employees

Employers across numerous industries find themselves hungry for top talent yet find it difficult to fill skilled roles due to a number of factors.

These factors include competition in the job industry, the high cost of hiring, talent shortages in various roles, and the impact of what has been dubbed the Great Resignation, wherein employees are leaving their jobs in droves.

In response to this growing issue, companies are re-evaluating how they’re engaging with candidates and are shifting their strategies to attract and retain top talent.

The fact that talent isn’t attracted by mere job openings alone is indicative of a major shift in employees’ priorities for finding new career opportunities.

As companies diversify their talent pool, the overall job market favors the employee’s ability to pick and choose their next employer.

The current job market is no longer a matter of employees competing for positions but companies competing to attract top talent and fill diversity quotas simultaneously.

A company’s social values, in turn, reflect on its employees, and working for a company that is known to have unethical practices may, in fact, prove to be detrimental to the employee’s social life.

Has the Great Resignation impacted the job market?

The Great Resignation is not going away, and employees feel more empowered than ever to take their pick of employment opportunities because employment opportunities are a two-way street.

Top employees have the ability to move to an employer that can provide the best opportunity for growth and where they can be supported by a top-notch work culture.

The risk is worth the reward.

Employers coming from past generations may see this paradigm shift in the job market as being due to lazy, entitled millennials, but it goes much deeper into the heart of social values between generations.

While previous generations were sold on the American Dream of marrying young, buying a home with a white picket fence, and starting a family, the concept of the Nuclear Family has been eroded over time.

Millennials are no longer concerned with the American Dream and settling down young and raising a family, and instead are more interested in establishing their own personal brand and redefining the world to reflect contemporary values.

Many employer practices in the past have been deemed unethical today, and millennials are not afraid to strike out on their own and start their own online business or pursue full-time employment on their own terms.

An untold number of employees have heard from bosses that “a monkey could do your job,” and millennials are calling the bluff.

Millennials demand a safe working environment and believe the world will be a better place if they work for an employer with the right values and work environment.

The businesses that will succeed in the future will be those that provide workers with a comfortable working environment while still adhering to a fair and fast pay structure and employment policies that support workers’ personal values.

How can you retain the best employees?

Tip 1: Create a positive environment for growth

It’s not enough to simply hire great talent, you need to develop them as employees.

Creating a positive environment for growth means creating an environment that fosters employee motivation and development.

Most employees today feel undervalued, underappreciated, and left with little room to grow.

In order to overcome these challenges, companies must create an environment that gives employees room to develop, allows for their voices to be heard, and provides them with the tools to succeed.

In fact, companies should invest in employee voice in decision-making to ensure their perspectives contribute to strategic initiatives and organizational growth.

Tip 2: Offer flexible working hours

Work-life balance is critical to employees today, as they no longer feel compelled to work tedious hours to earn a paycheck.

These days, employees no longer want to be forced to put in long hours and deal with the stress of work-life balance. The rise of remote work has allowed employees to choose where they want to work, and in doing so, allows them to work from wherever they want.

Also read: 4 sure-fire ways to maintain a high employee retention rate

Tip 3: Provide regular feedback

In numerous employee surveys, it’s been shown that millennial employees want recognition, encouragement, and validation.

While they can accept constructive criticism for performing better, they also want to be praised when they do something right.

Make sure to hold hybrid meetings, plan educative webinars, and use other strategies to engage team members.

To give employees the validation they need, companies must provide regular feedback. Feedback provides employees with the opportunity to learn and grow. Feedback can be as simple as “Great job on that presentation,” “Your Excel skills are amazing!” or as complex as “Your next project should include more numbers.”

Tip 4: Give them resources to optimize their performance

Investing in the best tools for workflow efficiency and productivity is an investment in your employees’ abilities to deliver results.

Whether it’s a top-rated CRM platform for your marketing department or an HR suite that makes it easy to manage payroll and benefits, or specialized payroll for small business software, these tools should be readily available for employees to use.

You are also stimulating growth in your bottom line by providing your employees with the tools they need to perform at their best. As employees can manage tasks more efficiently, they can be more productive and handle larger volumes of work without becoming overwhelmed.

Tip 5: Involve them in business strategies

When employees feel like they are simply working for a paycheck, they will put in the minimal effort required to get by.

However, by involving employees in the business’s goals, you are giving them the motivation to grow as an employee.

When employees feel like they are a part of the company’s direction and not wheels in a cog, they are more inspired to bring ideas to the table that can positively impact the company’s growth.

Team meetings should be more than just a time to hear updates from the top. Employees should be encouraged to bring their own ideas to the table.