How to measure candidate experience using quantitative and qualitative data

As a recruiter, team leader, or HR professional, you know that finding and hiring top talent is crucial to the success of your organization. But everyone is struggling to attract and retain top talent in today's competitive job market. To overcome this, It's time to start focusing on candidate experience.

It's not just about attracting the best candidates - it's also about retaining them. And one key way to do that is by focusing on candidate experience.

In this blog, we'll show you the ins and outs of candidate experience metrics. You'll learn how to measure the effectiveness of your recruitment process, what to look for when analyzing your data, and how to use this information to make strategic improvements.

So if you want to up your recruitment game and create a better candidate experience, this blog is for you. Whether you're a seasoned pro or just starting out in HR, we've got something for you. Let's make candidate experience a priority and watch your recruitment process thrive.

Candidate experience metric for the pre application stage

Candidate sources: This metric measures where candidates first learned about your company or job opening. This information can be helpful in identifying the most effective channels for reaching potential candidates and determining where to allocate recruitment marketing resources.

You can calculate this metric by tracking the source of each candidate who applies for a job and then analyzing the data to see which sources are most effective.

Bounce rates: This metric measures the percentage of visitors to your career site or job posting who leave after viewing only one page. A high bounce rate may indicate that the content on your site is not engaging or relevant to candidates, or that your site is difficult to navigate.

To calculate bounce rate:
(Number of single-page sessions/ the total number of sessions) X 100.

Career site conversion rate: This metric measures the percentage of visitors to your career site who take a desired action, such as submitting an application or signing up for job alerts. A high conversion rate indicates that your career site is effectively attracting and engaging candidates.

To calculate conversion rate:
(Number of conversions (e.g., job applications) / the total number of visitors) X 100

Candidate experience metric for the application stage

Application completion rate: This metric measures the percentage of candidates who start an application and successfully complete it. A low completion rate may indicate that the application process is too lengthy or confusing, or that candidates are encountering technical issues.

To calculate completion rate:
(Number of completed applications/ the number of started applications) X 100

Application abandonment rate: This metric measures the percentage of candidates who start an application but do not complete it. A high abandonment rate may indicate that the application process is too cumbersome or that candidates are losing interest before finishing.

To calculate abandonment rate:
(Number of abandoned applications /the number of started applications) X 100

Application-to-offer rate: This metric measures the percentage of candidates who receive a job offer after submitting an application. A low application-to-offer rate may indicate that the selection process is inefficient or that the wrong candidates are being selected.

To calculate application-to-offer rate:
(Number of offers/ the number of completed applications) X 100

Candidate experience metric for the post application stage

Number of touch points: This metric measures the number of interactions or communication points that a candidate has with your organization during the recruitment process. A high number of touch points may indicate that the process is lengthy or that candidates are having difficulty getting in touch with the right people.

To calculate this metric: simply count the number of times a candidate interacts with your organization during the recruitment process (e.g., email exchanges, phone calls, in-person interviews).

Reputation metrics: This metric measures the reputation of your organization as an employer, as perceived by candidates. This can include things like employee satisfaction, retention rates, and overall employer branding.

To calculate reputation metrics: you can survey candidates about their perceptions of your organization or gather data from employee satisfaction surveys and retention rates.

Interview-to-offer rate: This metric measures the percentage of candidates who receive a job offer after completing an interview. Interview scheduling is a tough task, but if done poorly it can be frustrating for all stakeholders. A low interview-to-offer rate may indicate that the selection process is inefficient or that the wrong candidates are being selected.

To calculate interview-to-offer rate:
(Number of offers/the number of completed interviews) X 100

Candidate experience metric for the post interview stage

Time per stage: This metric measures the amount of time it takes for a candidate to progress through each stage of the recruitment process. A long time per stage may indicate that the process is inefficient or that candidates are experiencing delays.

To calculate this metric: track the amount of time it takes for each candidate to complete each stage of the process (e.g., application, interview, offer) and then analyze the data to see where delays are occurring.

Offer acceptance rate: This metric measures the percentage of candidates who accept a job offer after it has been extended to them. A low acceptance rate may indicate that the compensation or benefits offered are not competitive, or that the candidates do not see the job as a good fit.

To calculate acceptance rate:
(Number of accepted offers/the number of extended offers) X 100

Candidate satisfaction: This metric measures the level of satisfaction that candidates have with the recruitment process. A high candidate satisfaction score may indicate that the process is efficient and enjoyable for candidates, while a low score may indicate areas for improvement.

To calculate candidate satisfaction: you can survey candidates about their experiences and gather data on their satisfaction levels.

Tips to improve your candidate experience metrics

1) Offer virtual interviews to save time and reduce the hassle of commute for the candidate

2) Provide clear communication and timely updates throughout the process.

3) Personalize feedback to every candidate, even if they don't get the job.

4) Follow up after interviews to give feedback or inform candidates of your decision.

5) Use video to introduce candidates to your team and company culture.

6) Offer opportunities for candidates to ask questions and learn more about your organization.

7) Consider offering flexible work arrangements to attract top talent.

8) Be transparent about the recruitment process and role expectations.

9) Offer unique perks or benefits, like professional development or wellness programs.

Conclusion

Quantitative metrics such as application completion rate and interview-to-offer rate can provide valuable insights into the efficiency of your process, while qualitative data such as candidate satisfaction surveys can help you understand the human experience of your candidates.

By combining these two types of data, you can gain a well-rounded view of your recruitment process and identify areas for improvement. Whether it's streamlining your application process or enhancing the candidate experience during interviews, small changes can make a big difference in attracting and retaining the best talent.

Remember, candidate experience is not just about the numbers - it's about the people. By treating your candidates with respect and consideration throughout the recruitment process, you can create a positive experience that sets your organization apart from the competition.