How do you improve your employer brand and reputation based on candidate feedback from ATS?

Setting up feedback surveys is a great way to gather input from candidates about their experience. Start by creating a short, clear survey with questions about different parts of the application process, such as how easy it was to apply or how helpful the communication was. For example, you might ask, "How would you rate the clarity of our job descriptions?" or "Were our interview scheduling options convenient?" Use online tools like Google Forms or SurveyMonkey to distribute the survey after candidates complete their application or interview. Review the responses regularly to identify trends and areas for improvement. This helps you understand candidates' perspectives and make changes to enhance their experience.

Analyze candidate feedback collected through the ATS to identify trends and areas for improvement. Address specific concerns openly and implement changes based on insights. Share success stories and improvements publicly to demonstrate responsiveness. Consistently engage candidates, showcasing the commitment to a positive experience.

Improving your employer brand and reputation based on candidate feedback from your Applicant Tracking System (ATS) requires careful analysis and action: 1. Analyze Feedback: Thoroughly examine candidate feedback. Look for common issues or recurring themes to identify areas for improvement. 2. Implement Changes: Address the issues identified. It can include refining your communication process, updating job descriptions, or improving interview processes. 3. Communicate Changes: Inform candidates about the steps you've taken based on their feedback. By taking candidate feedback seriously and making necessary adjustments, you can enhance your employer brand and reputation.

The first step is to create feedback surveys to send to candidates at various stages of the hiring process. Utilize your ATS to automate survey invitations, reminders, and store responses. Alternatively, integrate your ATS with third-party survey tools like SurveyMonkey or Typeform. Ensure your surveys are concise, straightforward, and relevant. Focus on questions that gauge candidates' satisfaction, expectations, and perceptions of your company and hiring process. For instance, inquire about the clarity of the job description, communication from recruiters, interview quality, and their overall impression of your employer brand.

Analyze candidate feedback to identify common concerns, then address these issues transparently. Enhance the application process, improve communication, and refine your company’s values and culture. Promote positive changes publicly and engage with candidates to show responsiveness and commitment.

The next step is to analyze the feedback data collected from your surveys. Use your ATS to generate reports and dashboards that highlight key metrics and trends in candidate feedback. Segment the feedback by criteria such as job role, hiring stage, source, or location, allowing you to identify strengths and weaknesses in your hiring process and employer brand across different candidate groups. Additionally, compare your feedback scores with industry benchmarks or competitors to gauge your performance and identify areas for improvement.

To improve your employer brand based on candidate feedback from an Applicant Tracking System (ATS), start by actively analyzing the feedback for common themes. Look for areas of concern, such as lengthy processes or unclear communication. Address these issues by streamlining application procedures and enhancing communication at each stage. Share positive feedback publicly to showcase your strengths. Finally, implement changes and communicate them back to candidates, showing that you value their input. This approach fosters trust and enhances your reputation.

The final step is to act on the insights gained from your feedback data. Leverage your ATS to track the improvements you implement based on candidate feedback. This could include updating job descriptions, optimizing your career site, enhancing communication, improving the interview experience, or showcasing company culture and values. Use your ATS to monitor the impact of these changes on hiring outcomes, such as time to hire, quality of hire, offer acceptance rate, and retention rate. This continuous improvement process ensures your hiring practices remain competitive and candidate-centric.

One of the best ways to improve your employer brand and reputation based on candidate feedback is to communicate the feedback results to both candidates and employees. Use your ATS to send personalized messages to candidates, thanking them for their feedback, sharing a summary of the feedback, and highlighting the steps you're taking to enhance their experience. Additionally, share the feedback results with your employees, particularly your hiring team, recognizing their efforts and achievements. This fosters trust, transparency, and engagement, showing candidates and employees alike that their opinions are valued and acted upon.

Share General Trends: Without divulging individual feedback, share overall patterns and themes. This provides employees with an understanding of common strengths and areas for improvement within the organization. Be Constructive: Focus on improvement rather than criticism. Provide actionable steps that can be taken based on feedback results. Maintain Open Dialogue: Encourage questions, comments, and discussions around feedback results. This is a chance for individuals to voice their thoughts, gain clarity, and contribute to the action plan.

The last tip is to review your candidate feedback regularly and continuously. You can use your ATS to set up a feedback cycle that aligns with your hiring goals and strategy. Additionally, leverage your ATS to gather feedback from various sources, such as surveys, reviews, referrals, or testimonials. By updating and refining your feedback questions, metrics, and actions based on the evolving needs of candidates and employees, you'll ensure that your hiring process remains optimized. This proactive approach will help strengthen your employer brand, improve candidate experiences, and give you a competitive edge in the talent market.

This section offers a great opportunity to share a story that illustrates the impact of your candidate feedback initiatives. For example, you could highlight a time when feedback led to significant improvements in your hiring process, resulting in better candidate experiences and a higher acceptance rate. Alternatively, share insights on industry trends or personal reflections on the evolving importance of employer branding and feedback in talent acquisition. These real-world examples can bring added value and show how your feedback strategies have made a tangible difference.