Way more than just video interviews.

Our interview intelligence guides you through the entire interview process, so you find your next great teammate—effectively and equitably.

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“Having the ability to record and share interview clips with our hiring teams has been a game-changer in getting good candidates into the process and speeding up our time to hire.”

Rita
Programs Manager, Talent Acquisition
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“Pillar is a huge opportunity for us to be completely confident about the fairness and effectiveness of our assessments. It is an invaluable tool for coaching, developing and supporting our newer interviewers on the team.”

Taylor
Director of Talent

Candidate Experience Metrics

In the modern job market, the experience of the candidate during the hiring process is becoming increasingly critical. Not only does a positive candidate experience help attract and retain top talent, but it also enhances your company's reputation and brand. To ensure that your hiring process is candidate-friendly, it's essential to understand and track candidate experience metrics.

Candidate experience metrics are measures that help companies assess how candidates perceive their hiring process. These metrics can provide invaluable insights into areas of the process that are working well and those that may need improvement.

Why Candidate Experience Matters:

First impressions matter, and for job seekers, their first impression of your company is often formed during the interview process. A positive experience can lead to high-quality hires and even turn unsuccessful applicants into potential customers and brand advocates. Conversely, a negative experience can deter talented candidates and damage your company's reputation.

Key Candidate Experience Metrics:

There are several candidate experience metrics that can help you gauge the effectiveness of your hiring process. Here are just a few:

1. Application Completion Rate: This metric shows the percentage of candidates who start the application process and complete it. A low rate could indicate a complicated or time-consuming application process.
2. Interview Satisfaction Rate: This measure uses post-interview surveys to gauge how candidates felt about their interview experience. The questions can cover various aspects, from the interviewer's professionalism to the efficiency of the process.
3. Offer Acceptance Rate: This is the percentage of job offers that are accepted by candidates. A low offer acceptance rate could signal issues with compensation, the work environment, or the job role itself.
4. Candidate Net Promoter Score (NPS): This metric measures the likelihood of a candidate recommending your company to a friend or colleague, regardless of whether they were hired. It's a powerful indicator of overall candidate experience.

Improving the Interview Process- How to Interview a Candidate:

Improving the candidate experience often starts with the interview process. Knowing how to interview a candidate in a way that is respectful, efficient, and informative is key. This involves clear communication, respecting the candidate's time, asking relevant and fair questions, and providing feedback or updates in a timely manner.

Recruiting Metrics Benchmarks and Selection Metrics:

To effectively improve candidate experience, it's important to set recruiting metrics benchmarks. This involves determining what a 'good' result looks like for each of your metrics based on industry standards, past performance, or specific goals. Similarly, selection metrics, such as the quality of hire or time to fill, can provide insights into the effectiveness of your selection process and its impact on the candidate experience.

Candidate experience (CX) metrics is a powerful tool in refining your hiring process. Pillar's interview intelligence software will help you use candidate metrics to hire the right candidate for the job.

Candidate Experience Survey Questions

One of the best ways to understand the candidate's perspective and improve their experience is by directly asking for their feedback. This is where candidate experience surveys come in. These surveys consist of carefully crafted questions designed to glean insights into various aspects of the candidate's experience, from the application process to the interview and even post-interview follow-up.

Candidate Experience Survey Best Practices:

When creating your candidate experience survey, it's important to keep a few best practices in mind:

1. Keep It Short: Candidates are more likely to complete your survey if it's concise and respectful of their time. Aim for no more than 10-15 questions.
2. Make It Anonymous: To ensure candid feedback, assure candidates that their responses will be anonymous and used solely for improving the hiring process.
3. Ask Specific Questions: Instead of general questions about the overall experience, ask about specific stages or aspects of the process.

Sample Candidate Experience Survey Questions:

To help you get started, here are some example questions that could be included in your candidate experience survey:

1. How clear and understandable was the job description?
2. How easy was the application process?
3. Were the interviewers professional and respectful?
4. Were the interview questions relevant and fair?
5. How promptly did we communicate throughout the process?
6. Would you apply for another position with us in the future?

Each of these questions can provide valuable insights that can be used to enhance the candidate's experience.

Crafting a Candidate Experience Survey Email Example:

Once you've put together your survey, the next step is to distribute it to candidates. An effective way to do this is through an email. Here's a simple candidate experience survey email template you can use as a starting point:

Subject: {{Candidate}}, your feedback is important- please take 3 minutes to answer a few questions.

Dear {{Candidate}},

Thank you for taking the time to interview with us. As part of our ongoing efforts to improve our hiring process, we would appreciate your feedback on your experience.

Please take a few minutes to complete our anonymous candidate experience survey [insert survey link here].

Your input will be invaluable in helping us create a better experience for all our candidates. Thank you in advance for your time and feedback.

Best regards,

{{Your Name}}

By asking the right questions and using best practices, you can gain valuable insights and make meaningful improvements to your hiring process. Pillar's video interview platform has built-in coaching tools to help you put the feedback you get from candidates into practice.

When To Send Candidate Experience Survey

When it comes to candidate experience surveys, timing is crucial. Send it too soon, and the candidate might not have had time to fully process their experience. Send it too late, and the details of the process may no longer be fresh in their minds. So, when is the best time to send a candidate experience survey?

The optimal time to send a candidate experience survey is typically within a few days after the candidate's final interaction with your company. This could be after the interview process, after a job offer is made, or even after a job offer is declined. This allows the candidate's experience with your company to be fresh in their mind while also giving them a chance to reflect on the entire process.

After the Interview- The First Opportunity for Feedback:

One key moment to gather feedback is right after the interview process. This is a critical stage in the hiring journey, and understanding the candidate's perspective can provide valuable insights. A candidate survey after the interview can help you gauge how the candidate felt about the interviewers, the questions asked, the interview's duration, and the overall atmosphere.

After the Job Offer- A Chance to Understand Decision-Making:

Another strategic time to send the survey is after a job offer is made. This can provide insights into how the candidate perceives your company and the role. Whether they accepted or declined the offer, their feedback can help you understand what factors influenced their decision and how the offer process could be improved.

Post-Rejection- An Opportunity for Learning:

Even if a candidate was not selected, their feedback is still valuable. Sending a survey after a candidate has been notified of a rejection can provide insights into their experience and perception of your company, which can be used to improve future candidates' experiences.

Best Practices Revisited:

Remember the candidate experience survey best practices: keep the survey short, ensure anonymity, and ask specific questions. These principles apply regardless of when the survey is sent.

As an HR manager or recruiter, knowing when to send a candidate experience survey is crucial for each candidate, not only for their feedback but also capturing useful and timely details that the candidate will forget as time passes. By strategically timing your surveys, you can gain a comprehensive understanding of the candidate's experience at various stages of the hiring process and use this knowledge to make meaningful improvements. With thoughtful timing and careful question selection, your candidate experience surveys can become a powerful tool in optimizing your hiring process.

Best Candidate Experience Examples

In the world of high-tech recruitment, candidate experience (CX) plays a pivotal role. It's not just about screening resumes or conducting interviews; it's about creating an engaging, respectful, and transparent journey that begins with the first interaction and extends beyond the hiring decision into onboarding. Let's explore some best candidate experience examples and delve into a few candidate experience statistics to understand why this aspect of hiring is so critical.

Recent studies suggest that a positive candidate experience can lead to a higher job offer acceptance rate. According to a report, companies with a strong candidate experience strategy tend to have an average offer acceptance rate of 88%, significantly higher than the industry average. Furthermore, according to the same source, companies with a strong CX strategy are also likely to have higher employee retention rates.

One of the best candidate experience examples is Amazon's application process. Amazon prioritizes candidates who interact with their recruiters in the most efficient way possible. They use automated processes to ensure that applicants can provide documents and answer questions quickly and accurately.

Another great example is Google's recruitment process. They focus on creating an efficient experience for potential hires by personalizing every step of the process. They also have a dedicated recruiting team that interacts directly with candidates to provide timely feedback and ensure that all expectations are met.

It's all about respecting candidates' time, acknowledging their effort, and making them feel valued throughout the process. And as these best candidate experience examples demonstrate, when done right, it can significantly boost your average offer acceptance rate and foster long-term relationships with potential employees.

Recruiting Analytics

Everyone knows that today, data is king, and the field of recruitment is no exception. Recruiting analytics has emerged as a game-changer, enabling hiring managers, HR professionals, and recruiters to make data-driven decisions and streamline their hiring processes. From measuring time-to-hire metrics to monitoring candidate experience, recruiting analytics offers invaluable insights that can significantly enhance recruitment strategies.

At the heart of recruiting analytics is the recruitment metrics dashboard. This powerful tool brings together a wealth of data, presenting it in an easy-to-understand, visual format. With a comprehensive recruitment metrics dashboard, you can track a range of key performance indicators (KPIs), including time to hire, quality of hire, candidate experience, and more.

Take, for instance, the time-to-hire metrics. This crucial KPI gives you insights into the efficiency of your hiring process. Is your process too slow, potentially leading to the loss of top candidates? Or is it too fast, leading to hasty hiring decisions? With time-to-hire metrics at your fingertips, you can answer these questions and fine-tune your process accordingly.

The advent of innovative technologies such as Pillar'sinterview intelligence software has changed the recruitment analytics game. You can now leverage AI-powered analytics to improve your recruitment process further than ever in history. These types of cutting-edge tools not only enhance the interview process but also generates actionable insights that can help you improve your candidate experience and make better hiring decisions. Book your demo today to see how Pillar can benefit your hiring team!