In a recent study, seventy-five percent of candidates revealed that they were never, or rarely ever, asked for feedback on the hiring process after they applied. Measuring the candidate experience you’re delivering and having tight feedback loops is imperative to the continuous improvement of the recruitment process. Design a candidate experience feedback questionnaire you can use to analyze your Net Promoter Score (NPS) over time.
While you must be mindful of survey fatigue, the information you receive from candidates should have a material impact on processes moving forward. Timing is crucial: wait a few weeks before asking a candidate for feedback. For those who have been rejected, their immediate emotional response will have calmed down by then, making the feedback more objective. You can set up a step in your workflow to automatically send out the form you’d like candidates to fill out after some time has gone by.
