This article has been submitted by Hireserve.
When you’re looking to deliver the best possible experience to your candidates, asking what they and your current employees think is essential.
We all know that constructive feedback is key to improving most business functions, and it’s the same for improving your hiring process and encouraging happier candidates.
So, here are three clever ways you can collect their feedback:
- Offer candidates an online survey
Send candidates a link to a survey after their interview or at offer stage.
Create one version for hired candidates and another version for unsuccessful ones. You’ll need to be sensitive with the wording of both, and ensure you highlight the reasons why you’re asking unsuccessful candidates to feed back, and why you value their opinions.
You should expect a fairly low response rate, but those candidates who do take the time to complete a survey tend to include worthwhile feedback.
- Ask for ‘just hired’ and ‘6 months in’ feedback
As part of your onboarding process, ask new hires to complete a feedback form about their candidate and interview experience. A fresh perspective from someone new to your organisation can be illuminating and ultimately very valuable.
Once your new starter has been in post for six months, ask for their feedback again. Their thoughts may have changed now they are more immersed in your organisation and working culture, and these insights can be equally as useful.
They may also be willing to provide more honest feedback once they’re settled in, if they’re feeling more comfortable than in their first few days at the company.
- Try the ‘Refer a friend’ test
Your existing team can also be helpful when searching for insights into your recruitment processes.
Circulate an annual or even bi-annual survey to staff for further insights into your candidate and employee touch points. Ask if they would recommend the organisation as an employer to a friend, and importantly, ask if they would recommend your product or service to a friend.
Gaining a deeper understanding of employees’ perceptions of your organisation can, in turn, further shape the way you develop your employer brand and value proposition.
How can you encourage candidates and staff to provide feedback?
Exercise transparency: Be open and positive about why you’re collecting feedback.
Express to candidates that their insights will help to improve the processes they’ve experienced, and make the application process better for them (if they apply again) and other future jobseekers.
Explain to your employees that you wish to collect their feedback because you value them and their opinions, and want to enhance their time working with you.
When you’re trying to attract and engage talented candidates, it’s vital to promote an authentic employer brand, and stay true to it in every touch point you have with candidates.
Collecting feedback from different sources – hired candidates, unsuccessful applicants, new employees and longer-term team members – gives you a range of perspectives and offers a more complete picture of your recruitment processes. This can help you strengthen that employer brand, improve your hiring process and create happier candidates in the future.