How do you use candidate feedback to improve your technical recruiting process?

While candidate feedback is important – and we’re sure to inquire about their experience, what they liked/disliked, and more – I’ve found that it’s also important to obtain feedback from clients. Asking them, “What would additionally be of value to you in our technical screening process?” ensures we have a full circle feedback loop to understand and improve both the candidate and our clients’ experience.

If you're not seeking and implementing changes based on critical feedback, ESPECIALLY from the people that got the dreaded, "Thanks but no thanks" email, you're choosing to run blind. In order to stand out for your candidate experience, you HAVE to be willing to receive, listen, and act on feedback. It's tough to hear you're failing in an area but that's actually what get's me excited. If we are gifted with negative feedback that we're failing in an area ... we can make changes and quickly/significantly out pace the competition. But more than that - we also get to treat human beings like they are valued. THAT ☝️ is the biggest differentiator gathering feedback and implementing change gives you the market.

Improving technical recruitment process through candidate feedback is a crucial thing and we can follow below steps to enhance candidate experience. 1. we have to take candidate feedback after every step of recruitment like application, screening, interview. 2. Then we have to analyze the feedback and need to identify pain points. 3. Need to take action on issues or concerns raised by candidates. 4. In addition to candidate feedback, gather feedback from hiring managers involved in the recruiting process. Using these steps we can enhance candidate experience and improve our technical recruitment process.

The first step: - Collect candidate feedback via an inbox or AI chat bot that can learn large language models and select common denominators around candidate experiences. Second: - Hold a bi-annual meeting of talent leaders to review results. Keep a pulse on how contributors are implementing changes to improve candidate experience and what is working. Lastly: - Create a learning environment to affect organizational change. Be transparent with the results and focus on one to two core processes that should change. No more.

A big miss sometimes is gathering interview feedback from the candidate. A good debrief will help you understand the interview much better than what a hiring manager or team will tell you. You can then use that information to further prep future candidates interviewing with that team or manager.

I utilize candidate feedback to enhance the technical recruiting process by actively seeking input on their experience. It's always important to analyze feedback to identify pain points and areas for improvement in the application, interview, and offer stages. Implement changes based on this feedback, whether it involves streamlining communication, refining assessment methods, or enhancing the overall candidate experience. I regularly assess the impact of these improvements through ongoing feedback loops to ensure a continuous enhancement of the technical recruiting process.

Use candidate feedback to enhance your technical recruiting process by: Analyzing Feedback: Review feedback for common themes or issues related to the application, interview, or offer stages. Identifying Pain Points: Address recurring concerns such as lengthy processes, unclear communication, or challenging interview questions. Implementing Changes: Adjust procedures to streamline processes, improve candidate experience, and refine communication. Training and Development: Use feedback to train hiring teams on best practices and to improve interview techniques. Monitoring Impact: Continuously track the impact of changes on candidate experience and recruitment outcomes, making iterative improvements based on ongoing feedback.

You want to provide a sense of white glove treatment when speaking with candidates throughout the process. Doing this you want to give them more chances to share how they feel and how certain elements resonated with them. Some ways are active and passive in how you ask. The biggest part is building the rapport for a safe or brave space so that the candidate can be candid about their experience. If things feel unclear when they speak with you, don't be afraid to ask a follow up while reassuring that you are seeking to understand. Providing different methods of providing feedback ensures you are being inclusive for different communication styles, not putting folx on the spot, and at times giving them time to reflect.

It's important to take into account's candidate's feedback. Consider mailing them a survey after the interview or at the end of the process. It's also a good idea to discuss with the candidates that join your company what stood out about the recruitment process and how they think it can be improved.

Implement mechanisms to gather feedback from candidates at various stages of the technical recruiting process. Utilize surveys, interviews, or feedback forms to capture candidate perceptions, experiences, and suggestions for improvement.

Because feedback is often collected from different sources, it is worth issuing it correctly. To do this, conduct a qualitative analysis by dividing the entire feedback into clusters (by factors). Pay attention to your strengths as well as your weaknesses. After the analysis of the weaknesses, write recommendations to improve the recruitment process and share them with hiring managers and interviewers.

Thoroughly analyze the collected feedback to identify recurring themes, trends, and areas of strength and improvement in the technical recruiting process. Pay attention to both quantitative metrics, such as satisfaction scores, and qualitative insights provided by candidates.

Analysing and understanding the feedback gives us more insight about the role and also helps us analyze the must have requirement so that the interview turns out to be positive.

Review the feedback to identify trends and common issues. Whether it's related to long response times, overly difficult assessments, or unclear communication, look for patterns that highlight areas needing improvement.

Next, review the feedback to find patterns and gaps in your technical recruiting process. Use tools like spreadsheets or dashboards to organize the data and focus on metrics like time to hire, candidate satisfaction, offer acceptance rate, and areas needing improvement such as job descriptions and interview difficulty.

Analise o feedback recebido para identificar padrões e áreas comuns de melhoria. Avalie aspectos como clareza da comunicação, eficiência do processo, a experiência durante as entrevistas e o nível de satisfação geral. Essa análise ajuda a compreender onde estão as falhas e onde o processo pode ser aprimorado.

Whatever the responses are, use the feedback to improve, change or add to the candidate's experience. A great candidate experience is a perfect start to employee retention.

Engage with candidates' post-interview and during the process to gather insights on their experience. This feedback can highlight areas for improvement, whether it's communication clarity, interview structure, or the efficiency of the recruitment process. Acting on this feedback demonstrates to candidates that their opinions are valued, fostering a sense of respect and engagement. It also helps in refining the recruitment process, making it more candidate-friendly. This approach not only enhances the immediate candidate experience but also bolsters your reputation as a recruiter who genuinely cares about candidate needs, ultimately attracting more skilled technical professionals to your pool.

Take proactive steps to address the feedback received from candidates and make tangible improvements to the technical recruiting process. Prioritize action items based on the significance and potential impact on candidate experience and recruitment outcomes.

In the rapidly shifting sands of tech recruitment, adaptability is the new currency. As skill demands fluctuate and top talent grows increasingly elusive, agility and a willingness to continually optimize your processes are vital. One potent tool? Candidate feedback. By proactively soliciting and internalizing insights from job seekers, you gain a real-time pulse on what's working, what's not, and where pivots are needed

Atue com base nas informações coletadas. Implementar mudanças concretas pode incluir ajustes no processo de triagem de currículos, melhorias na comunicação com os candidatos, ou refinamento das perguntas de entrevista para melhor avaliar as habilidades técnicas e comportamentais. Certifique-se de que as modificações sejam orientadas pelas críticas construtivas e pelas sugestões dos candidatos.

Implement changes based on the feedback. This could involve streamlining technical assessments, improving interview timelines, or enhancing clarity in job descriptions. Prioritize actions that can make the most immediate impact on the candidate experience.

Here’s what else to consider: 🔹 Close the Loop: Let candidates know their feedback has been heard and what changes you're making. 🔹 Continuous Improvement: Regularly revisit your process to stay agile and adaptable. 🔹 Employer Brand Impact: Use feedback to build a more positive, candidate-focused reputation, showing your company cares about the hiring experience.

Several ATS have a built-in candidate survey. Changing the timing of when a survey date is pushed out to the day of the interview will get a better response rate. If sending out 300 surveys only returns 10 surveys, your candidate experience percentage will be very low. If maintaining a 75% average is something that you want to achieve, I would suggest that when each interview ends, inform the candidate that they will receive a survey by email and their feedback is valuable to how you recruit.

Considere a criação de um ciclo contínuo de feedback. O processo de melhoria deve ser iterativo, com a revisão e ajuste frequentes com base nas experiências dos candidatos. Isso também envolve a promoção de uma cultura de feedback dentro da equipe de recrutamento, encorajando todos a participar ativamente na identificação e implementação de melhorias. Implementar mudanças com base no feedback não só melhora a experiência do candidato, mas também pode levar a melhores resultados de recrutamento e a um processo mais eficiente e eficaz.

Iteração Contínua: Use o feedback para fazer ajustes contínuos no processo de recrutamento. Esteja disposto a adaptar e melhorar com base nas sugestões dos candidatos e nas tendências observadas ao longo do tempo.

Foster a culture of continuous improvement within the technical recruiting team, encouraging collaboration and innovation in refining recruitment practices. Implement feedback loops to ensure that improvements are monitored, evaluated, and adjusted as needed over time. Additionally, consider leveraging technology and automation tools to streamline feedback collection and analysis processes, enhancing efficiency and effectiveness in optimizing the technical recruiting experience.

One true differentiator lies in your ability to act swiftly on that feedback. Communicating and collaborating with key stakeholders ensures your recruitment engine remains finely tuned to stay one step ahead in the race for exceptional tech professionals. In this era of rapid disruption, those who embrace adaptability through data-driven iteration will be the ones to capture the industry's most coveted talent.