Candidate experience software for recruitment businesses

Why candidate experience matters

Most candidates a recruitment business speaks to will never be placed. They still remember how they were treated, and they talk about it.

Today's candidate is tomorrow's hiring manager, referrer or reviewer. A slow response, a missed update or an interview with no feedback can undo years of brand building, while a great experience creates loyalty long after the process ends.

The problem is that most recruitment businesses only hear from candidates when something has gone badly wrong, or when they leave a public review. Everything in between goes unmeasured.

Candidate experience gives recruitment leaders a clear, consistent view of how candidates feel at every stage, not just whether a placement was made.

Candidate experience use cases

• Candidate NPS
• Application experience
• Registration and first contact feedback
• Recruiter communication feedback
• Interview preparation feedback
• Interview process feedback
• Unsuccessful candidate feedback
• Offer and placement feedback
• Candidate onboarding feedback
• Consultant-level candidate feedback
• Candidate review requests
• Candidate referral generation

How Talent Analytics helps

Talent Analytics captures candidate feedback at the moments that shape the experience, automatically and consistently, so every candidate is asked rather than a hand-picked few.

Leaders can see where communication is strong, where the process is creating friction and which consultants are consistently delivering a great experience. Unhappy candidates are followed up before frustration turns into a public review, and happy candidates are asked for reviews and referrals while the experience is fresh.

How it works with your CRM

When a candidate is submitted, interviewed, placed or rejected in your CRM, Talent Analytics asks for feedback at that point. Nothing depends on a consultant remembering to send a survey.

Rejected candidates matter most. They make up most of any pipeline, and how they are treated when the answer is no shapes what they say about you afterwards. On CRMs such as Loxo, the rejection reason carries through as context, and with Bullhorn feedback is triggered from the same activity your consultants already record.

Every response is tied back to the job and consultant involved. Detractors are escalated to the right manager, responses can be handled automatically or drafted for your team to send, and promoters are surfaced for reviews and referrals.

What recruitment businesses are achieving

• Signature Career Management runs at a +85 candidate NPS, with 90% of candidates promoters.
• Jackson Hogg reached a +76 candidate NPS in its first 90 days.
• Tile Hill used candidate feedback to embed continuous improvement and win industry awards for candidate experience.
• At Liquid Personnel, consistently asking for feedback increased candidate referrals by 42%, as co-founder Alex Elliott explains.

The outcome

Candidate experience becomes visible, measurable and something your team can improve every week.

Recruitment businesses protect their reputation in the markets they recruit from, coach consultants on real feedback and turn great candidate experiences into reviews, referrals and a stronger employer brand for their clients.

Placing contractors as well? See how Talent Analytics supports contractor experience through every assignment.

Frequently asked questions

Should recruitment agencies survey rejected candidates?

Yes. Unsuccessful candidates are the largest group in any pipeline and the most likely to talk about a poor experience. Measuring how they felt, and following up with detractors, protects your reputation in the markets you recruit from.

What is a good candidate NPS for a recruitment agency?

Talent Analytics treats +70 or above as World-class and +50 to +69 as Excellent. Leading recruitment businesses on the platform sustain candidate scores in the +70s and +80s.

How can recruitment agencies get more candidate reviews?

Ask the right candidates at the right time. Promoters, candidates who score 9 or 10, are far more likely to leave a review, so identifying them automatically and following up straight away turns great experiences into public proof.

Start a trial to see how candidates experience your service.