Candidate Experience Benchmarking

📈 Enhancing Candidate Experience with NPS In today’s competitive job market, candidates’ experiences during the hiring process are crucial. 🌟 A positive experience enhances our reputation and attracts top talent. Enter the Net Promoter Score (NPS). Originally for customer satisfaction, NPS is now valuable in HR as well. Candidate NPS (cNPS) helps gauge how candidates feel about their application experience and if they would recommend our company. 💬🤝 ➡️ Why cNPS Matters Understanding candidate feedback reveals promoters and detractors, providing insights for improving our hiring process and boosting our employer brand. ➡️ Calculating cNPS Ask candidates: “On a scale of 0-10, how likely are you to recommend applying to our company?” ✅ Detractors: 0-6 ✅ Passives: 7-8 ✅ Promoters: 9-10 Formula: cNPS = % Promoters - % Detractors A score of +50 is excellent! ➡️ Example From a survey of 10 candidates: ✅ 3 Promoters ✅ 2 Passives ✅ 5 Detractors Calculation: Promoters: 30% Detractors: 50% cNPS = 30% - 50% = -20. This indicates areas for improvement. ➡️ Benchmarking & Improvement Compare your cNPS to industry standards and track it at different stages of the candidate journey, especially from rejected candidates. ➡️ Tips for Effective cNPS Implementation ✅ Automate Feedback: Use anonymous surveys for honest opinions. ✅ Segment Responses: Break down cNPS by job role or stage. ✅ Follow-Up Questions: Understand reasons behind scores. ➡️ Benchmarking Steps Identify Benchmarks: Research industry studies (e.g., Deloitte, SHRM). Consider Context: Benchmark against similar companies. Analyze Data: Compare your cNPS to averages. Interpret Results: Conduct a gap analysis and set improvement goals. ➡️ Utilizing Data for Change Use tools like the Starred Priority Matrix to analyze feedback and focus on areas that impact candidate experience. ➡️ The Business Impact A positive candidate experience is linked to better business outcomes. By adopting cNPS in our recruitment strategies, we can enhance the candidate experience and strengthen our employer brand. Are you ready to start measuring and improving your Candidate NPS? #HRWorld

A lot of our customers try to use Universal Metrics for Benchmarking. While its a very good approach to check the direction of the business goals - but its often leads to a poor decision making during the execution. A better approach is to look at two types of metrics - Universal Metrics and Contextual Metrics. Universal Metrics Good for checking direction - Good for External benchmarking- Good for Executive reporting but the problem is it 1. drives herd mentality in the system without considering the uniqueness of the situation 2. Oversimplifies complex scenarios 3. heavily ignores qualitative inputs and feedback loops E.g offer to joining ratio is a number that generally customers love to track. While its good for external benchmarking but does take into account the internal hiring maturity, Sub categorization of industry/domain and others dependent internal metrics Contextual Metrics It takes into account tactical intiative and aligns to the uniqueness of the situation- Gives far deeper insights - Gives room for innovation and experimentation- While its harder to implement and replicate ,making it lack comparability - but it needs to be coupled with Univeral Metric to keep a tab on efficacy of business decision. E.g "Time to fill" is an universal metric when coupled with " JD iteration Count " gives an idea on process of your hiring- and when looped into Candidate journey gives amazing insights for your Candidate experience strategy. Its time to combine both and look them very closely "What gets measured gets managed, but what gets contextually measured gets optimized.”

📊 Our latest Ashby report is here - we're taking a look at Candidate Experience Surveys. We often hear customers ask for benchmarks and tips around designing these surveys. For many of our customers, Ashby is the first ATS that allows them to custom design their surveys or even have multiple variations of the survey for different cohorts of candidates. This report includes best practices for survey design, based on our analysis. This report is particularly exciting because it also features some inspiring customers (Notion, Gorgias, and M-KOPA), each of whom are scoring incredibly well and have built out a great approach. One of the many insights is highlighted below. Unsurprisingly, hired candidates provide *much* higher scores than candidates that were rejected or pulled out of the process. The length of your process also correlates with candidate experience. There's a slight bonus for staying under 30 days and a big drop off in scores for processes that extend beyond 60 days. Per usual, the full report isn’t gated and available to read for free (link in comments).