Bullhorn Customers Share Their Tips for Incorporating Candidate Feedback
How do staffing firms use candidate satisfaction to improve their candidate experience? For many firms the answer is that they don’t—less than half of all surveyed staffing pros measure candidate satisfaction at all. This means no online surveys, no net promoter scores, no phone interviews, no monitoring of social media feedback. And this is a real shame because a bad candidate experience is bad for business.
One compelling reason to measure candidate satisfaction? You’ll have a better idea of where to make technological investments. By asking candidates where their experience can improve, you’ll have a good idea of which changes will have the largest impact. One example: Surveyed staffing professionals were asked to rate their candidate experience from a 1-5 on key categories like candidate nurturing and onboarding. Professionals who used Bullhorn were more likely to rate themselves as good or excellent at candidate onboarding, while those who used no ATS/CRM were more likely to rate themselves as average in that category.
If you are measuring candidate satisfaction—and you should be—how can you actually use it to make a positive change? We asked over 1400 global staffing professionals, including Bullhorn customers and staffing and recruiting professionals around the world, to share their methods for incorporating candidate feedback. These are the themes that appeared most consistently:
How does your business use candidate satisfaction feedback to improve the candidate experience?
The majority of staffing pros don’t measure candidate satisfaction or have no formal method for implementing it into their business. But those that do have found it to be an essential way to better their business. Here are some of the best responses:
Want more insight on the trends, priorities, and challenges staffing pros say they’re facing in the year ahead? Read the full report and learn more about the opportunity that lies ahead for your firm in 2018.
