Use Surveys to Assess Candidate Sentiment and Refine Recruiting

Surveying candidates during hiring provides insights to enhance their experience and your recruiting performance. Pulse surveys, exit polling, NPS, and onboarding feedback reveal optimization opportunities.

Pulse Surveys During the Process

Send brief pulse surveys to candidates after key stages to gauge satisfaction so far. For example, a survey after submitting an application, finishing a phone screen, completing an interview, receiving an offer, or accepting a position. 

Keep surveys concise using rating scales, multiple choice, and open comments. Ask questions like:

– How easy and intuitive was this step in the process?

– How satisfied are you with the experience so far?

– What worked well during this stage? What could be improved?

– How likely are you to continue pursuing this opportunity after today’s experience?

Share expected timelines and next steps so candidates know what to anticipate. Gathering periodic feedback during the process lets you refine touchpoints vs. just end-of-cycle data. 

Pulse surveys surface pain points while candidates are still engaged to address issues in real-time before losing them.

Segment results by role, location, and other variables to uncover stage-specific trends. Are video interviews for technical roles receiving lower scores than in-person talks for sales openings? Look for consistent weak points impacting candidates across the funnel.

Exit Surveys for Candidate Dropouts 

Conduct exit surveys requesting feedback from candidates who lost interest or withdrew from consideration. Create email campaigns or retargeted social media ads inviting these applicants to share their reasons for dropping out.

Ask questions like:

– What was the primary reason you lost interest in this role or company?

– What could have improved your assessment experience?  

– How did our process compare to other recent jobs you applied for?

Analyze if certain recruiting stages or practices cause the most fallout. Look for correlations, like if lengthy assessments or lack of screen confirmations result in more attrition. Identify breakdowns where qualified candidates are slipping away. 

Compare feedback from those voluntarily withdrawing vs. being rejected. Are there differences in sentiment between the groups?

Exit surveys spotlight process sticking points to fix before they deter other promising applicants. Use feedback to reduce unnecessary requirements, improve communication cadence, and resolve other pain points.

Offer Decline Surveys

Send surveys when candidates decline job offers to uncover why while memories are still fresh. Assure them the focus is on constructive feedback to improve your employer brand – not just user satisfaction with your process.

Ask questions like:

– What was the primary factor in your decision to decline this offer?

– Did you accept another offer? If so, what influenced your choice?

– How did our benefits compare to other offers you considered?

– How could we improve our employer brand?

Keep questions laser-focused just on their reasoning – not satisfaction with your hiring process. 

Decline surveys reveal uncompetitive elements in offers that must be adjusted, like pay, benefits, work schedules, growth opportunities, and other priorities. This illuminates areas needing investment or innovation to sell candidates. 

Analyze results by role type and experience level. Are lower salaries deterring entry-level applicants while senior hires are put off by culture misalignment? Refine offers based on feedback from those who had the chance to compare directly with your competitors.

Candidate NPS Surveys

Measure the candidate’s Net Promoter Score regularly by surveying “How likely are you to recommend our hiring process to others?” on a scale from 0 (extremely unlikely) to 10 (extremely likely). 

Scores segment respondents into:

– Detractors – gave a score of 0-6. Indicates dissatisfaction severe enough to discourage others from applying. 

– Passives – gave a score of 7-8. Neutral feelings are unlikely to drive promotion or damage.

– Promoters – gave a score of 9-10. Enjoyed the process enough to endorse it proactively.

The ultimate goal is to minimize detractors and increase promoters who actively refer others. Track candidate NPS over time and analyze dips or surges. Set quarterly or annual targets, such as improving NPS by 20%.

Trend NPS filtered by candidate stage, role type, location, and other variables. Are scores higher among applicants who advanced to final interviews vs. those who dropped out after screening calls? Break down the data.

Review open comments from detractors to pinpoint consistent criticisms that must be addressed, like drawn-out hiring decisions or lack of transparency. Highlight positive feedback from promoters to expand on bright spots that delight candidates.

A high candidate NPS score indicates hiring experiences are smooth, positive, and differentiated enough to endorse. Whereas poor NPS reveals process flaws diminishing your employer’s brand.

New Hire Onboarding Surveys

Survey new hires during onboarding to assess their experience starting work. Create pulse surveys for the 30, 60, and 90-day milestones. Ask candidates to rate aspects like:

– Orientation and training – Were sufficient? Helpful? Organized?

– Manager relationship – Do you feel supported? Connected? Valued?

– Facilities and equipment access – Do you have everything needed to work productively? Any blockers?

– Team integration – Do you feel welcomed? Included? Respected?

– Company culture – Does the reality match expectations set during hiring? Why or why not?

Onboarding surveys identify gaps impeding smooth transitions into new roles. Are specific locations, teams, or managers consistently underperforming based on feedback? Do certain roles require more training or resources to launch successfully?

Spotlight areas need investment to assimilate candidates into engaged, productive employees. Survey soon after hiring before impressions fade but late enough to form constructive opinions. 

Analyze Results and Refine Processes

Analyze survey results in the aggregate to identify themes, trends, and outliers. Compare measures like candidate NPS over time and by sub-groups. Monitor for improving or declining satisfaction scores overall and for each process stage.

Review open comments to hear direct candidate voices and examples behind ratings. Track mentions of specific problems or praises to quantify the impact. 

Address consistent pain points raised in feedback at corresponding process phases. If screening calls get poor marks for lack of transparency, augment scripts to set expectations. When offer declinations cite compensation, revisit pay bands.

Set quarterly goals for improving candidate satisfaction based on survey baselines. Retroactively gather feedback on changes made to confirm they moved metrics in the intended direction. Refine both recruitment and onboarding using candid insights from candidates themselves.

Build dashboards presenting survey results by date, role, location, and key performance indicators over time. Share findings in huddle meetings and use data to guide decisions. Continually capture candidate sentiment from applicants to new hires to evolve hiring experiences.

Continually capturing candidate sentiment from applicants to new hires spotlights weaknesses and drives experience gains. Regularly survey candidates to evolve your recruiting, hiring, and onboarding practices. Chattr offers integrated analytics to monitor satisfaction across the talent lifecycle. 

Identify pain points through advanced reporting and use data insights to refine processes, boost engagement, and exceed candidate expectations.

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