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What is one example of a qualitative metric that helps measure the candidate experience?

To help develop strong qualitative metrics for measuring your candidate experience, we asked hiring managers and experienced recruiters this question for their best examples. From repeat applications to what candidates learned from you, there are several practical examples that may help you develop the right qualitative metrics to measure your candidate experience.

6 Qualitative Metrics That Measure Candidate Experience

Here are six examples of qualitative metrics for measuring candidate experience:

  • Repeat Applications
  • Number of Completed Applications
  • Feedback About How Effective the Team Was Communicating
  • Candidate Experience Score, Especially the Negatives
  • Number of Candidates Seeking Clarity
  • What Candidates Learned From You

Repeat Applications

One example of a qualitative metric to measure candidate experience is the existence of repeat applications. Candidates who have a poor application and interview experience are unlikely to reapply for future postings. While the absence of these repeat applicants is not necessarily a sign that your hiring process is flawed, a prevalence of familiar emails in your ATS is a sure sign that you are doing something right.

Michael Alexis, TeamBuilding

Number of Completed Applications

A qualitative metric that helps measure your candidate experience is the number of candidates who complete the application process. Using this metric, you can track how many candidates complete the application process, how long it takes them to complete it, and how many candidates are unsuccessful in completing it. This metric can help you identify areas of improvement in your application process, such as simplifying the process or providing more support to candidates.

Matthew Ramirez, Paraphraser

Feedback About How Effective the Team Was Communicating

Maya Angelou said, “People will forget what you said, people will forget what you did, but people will never forget how you made them feel.”

In today’s candidate market, it’s critical for companies to create an experience that is deeply personal and less transactional.  In your candidate feedback surveys, aim to gather feedback about whether the team was able to communicate effectively.  The candidate should understand what this person will contribute, what they’ll learn, and how this role is critical to the business’ success.

Engaged hiring teams will share a compelling vision, their mission, what works well on the team, areas they still want to improve, and opportunities for growth (these are highlighted by real-world examples). Companies who aim to impress every candidate will do just that; they’ll become unforgettable, and in doing so, will create future prospects and a talent pool of evangelists.

Jim Leahy, DailyPay

Candidate Experience Score, Especially the Negatives

An obvious qualitative metric is a candidate experience score. However, you should go beyond that to find those who report a negative experience. Those candidates should receive follow-up surveys to dig into why it was an unpleasant experience. These candidates are going to be the ones talking negatively about you in the community. You want anyone experiencing any contact with your company to be a brand ambassador, even if they aren’t hired. Addressing their reasons for a negative experience is key.

Tanya Klien, Anta Plumbing

Number of Candidates Seeking Clarity

One example of a qualitative metric that helps measure your candidate experience is the number of times candidates reach out to you with questions about the role or process. When many candidates contact to ask for clarifications, it may suggest that the job description is unclear. Similarly, it may mean that candidates find it difficult to identify the company culture and may end up confused and frustrated.

Ivy Bosibori, USBadCreditLoans

What Candidates Learned From You

Whenever a candidate goes through your application process, you should be able to give them something back. After all, they probably spent quite a lot of time and energy preparing for your hiring process. Professional development is a fantastic “thank you note” that you have the tools to provide. Whether the learnings are resume tips, interview pointers, career planning help, or info on other companies that are hiring, make sure they’re left with something.

Max Korpinen, Hireproof


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