How to Improve Candidate Experience with Employee Feedback

One thought that constantly comes to mind is: “Change is hard.” This is especially true in organizations with multiple decision-makers, various technology tools, and established processes. But in a competitive talent market, adapting and improving is vital. That’s why we’re diving into practical steps to enhance your recruitment and hiring process using feedback from new and potential employees. 

Using Feedback to Improve Your Candidate Experience 

Your employees are your secret weapon for making hiring smoother, faster, and more effective. They’ve been through the process, they’ve seen what works (and what doesn’t), and they likely have great ideas on how to improve it. So, why not tap into them?  

Step 1: Gathering Feedback 

Tri-factor feedback is a valuable tool that provides a well-rounded perspective on the hiring process and helps identify areas for improvement. The three key sources of feedback to consider are: 

• Candidate feedback: How candidates perceive the interview process and their overall experience. 
• Hiring Manager feedback: Insights on the Talent Acquisition team’s engagement and the quality of the candidate pool. 
• Recruiter feedback: Their experience with hiring managers during the recruiting process. 

Once new employees are onboarded, gathering feedback from hiring managers is crucial to assess the quality of the hire. This also allows you to correlate interview feedback with employee performance and refine your hiring strategies to build a high-performing team. 

To collect relevant insights, leverage resources such as Indeed and Glassdoor interview reviews and internal new employee surveys. Actively solicit feedback on job descriptions, the application process, interview structure, communication, and the overall candidate experience. 

Here are some key questions to ask: 

• What was great about your hiring experience here? 
• What could have been improved? 
• How can we make job descriptions clearer and more compelling? 
• What would have made the interview process less stressful? 
• What makes our company stand out to candidates? 

Step 2: Identify Trends & Take Action 

Once you’ve got feedback rolling in, look for common themes. Are candidates confused about job expectations? Are interviews taking way too long? Is follow-up communication lacking? Identifying trends will help you focus on the most impactful areas for improvement. 

Some easy wins include: 

• Refine job descriptions to accurately reflect roles and expectations. 
• Improve candidate communication to keep applicants informed at every stage. 
• Train interviewers on best practices for conducting interviews and delivering timely feedback. 
• Showcase company culture by encouraging employees to share their experiences with potential candidates.

Step 3: Track, Adjust, and Keep Improving 

Since change can be challenging, it’s important to continuously evaluate whether adjustments are making a real impact. Monitor key metrics such as: 

• Time-to-fill: How quickly positions are being filled. 
• Quality of applicants: Are you attracting the right candidates? 
• Interview and new hire reviews: What ratings are candidates giving your hiring process? 
• Employee retention: Are new hires staying longer and thriving? 
• Candidate sentiment: What are applicants saying about their experience? 

If things aren’t improving, keep experimenting! Tweak your approach, test new ideas, and refine your strategy just as you would with any business initiative. 

Your employees hold the keys to a smoother, more efficient hiring process, so why not use their insights? Gathering feedback and acting on it will create a hiring experience that attracts top talent, keeps things running smoothly, and makes your company a magnet for great people. Start the conversation today—you might be surprised at what you learn!