Candidate experience is often overlooked when examining a recruiting process. But why does it matter? And what matters about it? Is it just about the person who you ultimately hire or is it more?
Candidate experience impacts every brand at every level. Obviously, the impact of a candidate’s experience is obvious if they’re hired; their feelings about the company that they’re now working for can affect performance and the performance of other employees. It’s reason enough to ensure candidate experience is a good one.
However, this candidate experience can also impact the external brand image of a company. For consumer companies, candidates are also often customers and consumers of the brand’s products. But even for B2B companies, candidates can eventually be employed at competitors or event customer sites. Candidate experience is important for every brand because its implications are so far reaching. Nesco Resource surveys its candidates on a regular basis to measure experiences both good and bad. These survey measure one key element called the Net Promoter Score (NPS). Very simply, the NPS score measures the number of people who would recommend you to someone else.
For example, within our pool of candidates nationwide, Nesco Resource garnered an NPS score of 52% compared to an industry average of 24% meaning that more than double the number of candidates had a good enough experience to recommend us to others. We know that this score is a reflection of of own staff, but we also know that the overall NPS score also reflects on our clients’ brand. Knowing the NPS score your candidates are giving of their experience is important because it impacts potential large of areas of your business bother internally and externally.