Why You Should Measure the Candidate Experience

More organizations are now starting to measure the candidate experience. If you’re not one of those companies you probably would like to know why. What are the actual reasons for measuring the candidate experience?

By now, we know that the candidate experience is business-critical and a crucial building block in managing and building your employer and overall brand. Although more companies are measuring the candidate experience in order to make reliable data-based decisions about the experience of their candidates, there are still many organizations that make decisions that have a direct impact on their candidate experience based on their gut feeling and assumptions!

This article will outline 3 reasons for why YOU should measure the candidate experience. Getting to know more about those will make your decision to start the measurement right away easier than ever!

What Does Candidate Experience Really Mean?

When discussing the term “candidate experience” we refer to the candidate’s perception and experience of a company’s employer brand and its recruitment process. This experience and perception often develop and change for better or for worse during a recruitment process. By measuring the candidate experience at every step of the process, it is possible to find where your process is succeeding and where it might be lacking.

If you want to read more about the candidate experience, learn more here.

Why You Should Measure the Candidate Experience

Initial View of Your Current Candidate Experience

Measuring your candidate experience will provide you with an initial view of your current candidate experience. Do your candidates dislike a specific part of your recruitment process? Do they love your interviews? Measuring the candidate experience you will let you know!

Knowledge about the current situation makes it possible to understand future situations that might occur. In that way, it builds a foundation for you to improve the recruitment process.

Ability to Work According to a Reliable Basis of Information

Avoid using gut feeling and assumptions

Data in the form of feedback from your candidates is a reliable basis for analyzing and making decisions about your recruitment process. Companies that do not measure the candidate experience do not have the ability to make data-based decisions that are based on the experience of their candidates.

What do they then base their decisions on?

They probably turn to their gut feeling or assumptions about the situation. If you compare the trustworthiness of these two different approaches the preferable one is obvious. Data gives you actual information, while assumptions are just speculations.

Possible to Identify What Needs to Be Prioritized and Invested In

Measuring the candidate experience gives an organization an understanding of both the current situation and future predictions. By measuring it in all steps of your recruitment process you will we able to get feedback on each of the steps which makes it possible to identify what needs to be prioritized and invested in.

This is a very important reason for measuring the candidate experience since it makes it easier to avoid the mistake of changing parts of the process that your candidates already are happy with or vice versa. By avoiding those mistakes you can make efficiency improvements.

Conclusion of Why You Should Measure Candidate Experience

The candidate experience is a business-critical and crucial building block in the management of the employer and overall brand. Measuring it, therefore, becomes a natural step in developing your business.

These are the most fundamental reasons for why you should start to measure your candidate experience and hopefully, YOU will start your candidate experience journey right away!

Eager to learn even more?

Download our extensive ebook about candidate experience that covers all you need to know about the topic. Happy reading!