All interactions that job seekers have with your recruitment team and processes contribute to the quality of their candidate experience. Starting from the moment they apply for an open role until you give them their result, you want to make sure you’re leaving a positive impression.
But the question is, how do you make sure all touchpoints and stages of your recruitment process deliver a positive candidate experience? Answer: A feedback strategy that gathers the reviews of your applicants to measure your performance at every critical touchpoint.
Candidate feedback is a powerful tool that can effectively provide you the insight and data you need to make data-driven action plans to optimize your recruitment services. When used properly, it provides a bounty of benefits from increasing your recruiting team’s performance to consistently building meaningful connections with your talents. This is why feedback gathering matters for your recruitment strategy—it is a goldmine of quality information that will help drive your business forward.
Seamlessly Incorporate Feedback Gathering to Your Recruitment Strategy
No matter what stage your candidate may be in the hiring process, feedback gathering will provide you with much-needed transparency to realign and recalibrate your recruitment services. The key is incorporating the feedback process throughout your recruitment strategy to ensure you minimize blind spots and unidentified mistakes immediately.
1. Automate feedback gathering using a reliable experience management platform.
The traditional way of feedback gathering involves recruiters manually sending surveys every once in a while. Depending on the team’s capacity, this can be weekly, monthly, or yearly. But as with anyone who has done this, it requires a great deal of time and effort to organize emailing lists, create the questionnaire, gather the data, and analyze results. All these would be done manually by either one or two recruiters who could have used their precious time focusing on the candidates themselves.
The better alternative? Automate your feedback gathering. This means using software that will collect and analyze the data for you. Not only will this save you time but also money because your recruiters can focus on screening candidates better. Better quality of hire means fewer turnovers and more return on investment. When you take the nitty-gritty parts of feedback management out of your recruiters’ plates, they can spend more time doing the essential part of their job and make more meaningful connections with the candidates.
2. Capture feedback in specific interactions to make data-driven optimizations to your hiring process.
Asking your applicants for their feedback may seem counterintuitive, but it’s actually one of the best-kept-secrets of recruitment strategy. Strategically collecting feedback at important stages of the hiring process will help you identify pressure points that can only be seen from the perspective of your applicants.
You can’t improve your process and keep your candidate engagement high unless you know precisely why they drop out or have an unpleasant experience. Seeing things from their perspective will help you set actionable plans rooted in relevant and timely data and point you in the right direction.
But remember, this will only work if you respond and act on the feedback. Action should go hand in hand with information.
3. Include real-time data from candidate feedback to measure your recruitment team’s performance.
Recruitment process feedback is just as much for your team as it is for your hiring process. After all, your recruiters are ambassadors of your business and are facilitators of positive candidate experience. They bear the responsibility of making sure applicants are well-taken care of at every stage of the application. How they act and respond will determine candidate impressions. Such responsibility requires an awareness and understanding of expectations to minimize errors. So, your team must know the quality of the service they are delivering for them to adjust as necessary.
Accountability is the name of the game when it comes to recruiter development. Providing them the data they need to constantly monitor their performance will allow them to adjust quickly and recalibrate their practices to achieve optimal results. A good feedback process can be invaluable in helping refine your team’s effort to become effective at what they do because it lets them know how their actions impact the candidates. They can’t fix what they don’t know, so it’s your responsibility to equip them with what they need to level up their performance.
4. Leverage candidate feedbacks to accurately measure quality of hire.
The best way to get insight into your candidate experience is to turn to your applicants directly. You need insight into their expectations to be able to deliver what they need and make them happy. The happiness of your candidates is where your candidate experience metrics are hinged on and is what you measure against. The quality of your hire will determine your success as a recruiter in the eyes of your clients and candidates.
Were they satisfied with your placement? Did your candidate jump ship within the first three months? What is the percentage of turnovers? These are the important things to consider when measuring success as a recruiter.
But measuring quality is tricky and will stay that way unless you know what happened with each application. Feedback gathering will help bridge the gap of information, give you insight into the consistency of your process, measure hiring bias, and spot inaccuracies that may have occurred during the candidate journey.
Integrate Feedback Management into Your Recruitment Process Now.
You don’t have to spend long hours gathering candidate feedback. With Great Recruiters, you’ll be automatically collecting candidate reviews in less than 48 hours. We have an experience management platform that’s specifically designed for staffing firms like you.
Using our software, you can capture your candidate feedback at any stage of the hiring process and get real-time reports based on their responses. We’ll keep them coming with each application, so you can get detailed and analyzed reports on how well your recruitment process is doing in one glance at your dashboard.
To start capitalizing on your candidate feedback and push your business forward, request a demo now.