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Bullhorn Customers Share Their Tips for Incorporating Candidate Feedback

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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:

candidate experience

 

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:

We have a council put in place to make sure we act on feedback.
Respondent 2018 Staffing & Recruiting Trends Report
We don't. But we really should.
Respondent 2018 Staffing and Recruiting Trends Report
We often find candidates who are dissatisfied with their new employer. If we find a candidate who is not satisfied, we find them a new job.
Respondent 2018 Staffing and Recruiting Trends Report
We discuss negative comments as a team and work on ways to prevent them from happening in the future.
Respondent 2018 Staffing and Recruiting Trends Report

We use the survey results as a management tool for recruiters.
Respondent 2018 Staffing and Recruiting Trends Report

We take questions and concerns from previous candidates to ensure we have answers ready should they arise in the future.
Respondent 2018 Staffing and Recruiting Trends Report
We provide incentive comp based in part on results.
Respondent 2018 Staffing and Recruiting Trends Report

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.

Staffing Trends