Apparently, asking your customers a direct question: “How likely are you to recommend our company/product/service to your friends and colleagues?” is a pretty solid indicator of your brand’s relationship with its customers and, in fact, has real value in differentiating one company’s performance from another.
There is little question in my mind that an easily obtained and reliable ‘indicator’ that represents the relative value of recruiting – one that is generated by candidates who have touched your hiring process…and, more importantly, that predicts company and/or recruiting performance would be enormously helpful.
- What are the [1-3] questions that link an employers’ candidates’ experience to a positive or negative “score” that is easily interpreted and compared to other employers (assuming they measure it the exact same way). What is the reliability of the measure? Does it meet academic standards?
- What are the common and perhaps not so common recruiting practices that impact candidates for good or ill from the moment they begin researching the company through the on-boarding of a new employee? And, can that number we just generated above point to which practices are merely annoying (or pleasing) and which practices, either alone or in combination, represent a continuum of positive and negative attitudes?
- Does it matter? We are intent on hiring the best quality candidate in the shortest time at the lowest cost. The systems, technologies, and organizational variables involved are challenge enough without additional time and money to assure all these still-unhired candidates (half of whom are not qualified), are treated well…unless these attitudes are somehow related to recruiting costs, time or quality- either now or later.
Building The Foundation: Calculating a Net Candidate Experience Score (Net CES)
- “Based on your experience as a candidate how likely are you to change your customer status?”
- “Based on your experience as a candidate how likely are you apply again to [Company Name]?”
- “Based on your experience as a candidate how likely are you refer others to [Company Name]?”