3 questions to ask every candidate afterwards
Written by Brandon Wong on May 5
Earlier this week, our engineer Michael unearthed this study.
It’s called the “2016 Talent Board North American Candidate Experience Research Report.”
In total, the full report is 117 pages. 😳
If you have the time, it's full of fascinating stats. (Ex: Did you know that 42% of candidates cite company values as the #1 piece of content they want to hear about?)
If you don't have the time, though—I wanted to share one super actionable tactic:
This is based upon the CandE Award, which is like the Oscar's for candidate experience.
The Talent Board bases these awards largely upon candidate surveys, and the three questions that they put the most weight upon are:
- Rate your overall candidate experience 1-5, which one being the lowest and five the greatest.
- What's the likelihood that you would refer other job seekers to the company? The four choices range from "Definitely Not" to "Extremely Likely."
- What's the likelihood that you would reapply to the organization? Again, the four choices range form "Definitely Not" to "Extremely Likely."
The Talent Board also ensured that 80% of the responding candidates were not selected, and only 20% were actually hired—thus eliminating the "halo" effects from ultimately successful candidates.
What's awesome is that any recruiting team can replicate this process.
All you have to do is shoot off a Typeform or Google Survey with those three questions after the final round of interviews, but before the candidate hears back about their offer or rejection.
By tracking these three questions, you now have the ability to track and improve your candidate experience over time. Plus, you can begin using this data to prove out the ROI of candidate experience by tangibly associating positive candidate experience with metrics like acceptance rates of top talent.
For those curious for further context, two final quick tangents:
1. 88% of the candidates with a "poor" one-star experience were asked for no feedback at all through their recruiting process. It's an interesting thought experiment of whether feedback itself made the difference, or the type of team that asks for feedback is probably one that provides a better candidate experience. Either way, seems to bode well for asking these 3 questions and taking a feedback-oriented approach towards candidate experience!
2. The three questions are correlated. Those candidates who rated a high candidate experience were extremely likely to refer other job-seekers to the company or reapply to the organization. It'd be interesting to explore in the future what kind of unique insights are derived from asking all three questions, or whether you could just ask one as a proxy for the others.