Guide Candidate Surveys make it easy to collect feedback from your candidates at every stage of the interview process, so you always know what is working well and what could be improved. With Guide Candidate Surveys you can:
Pinpoint issues (and successes) throughout the hiring journey by collecting feedback at every stage.
Collect honest and unbiased feedback; Guide both anonymizes the responses and withholds the feedback until after the hiring decision has been made.
Enjoy the industry's highest candidate survey response rates by delivering a one-click-reply survey modal right in their guide.
Act quickly on any insights by analyzing survey responses by role, department, stage, or timeframe.
Stop switching between tools and make it a seamless candidate experience by integrating everything into Guide.
🚧 If you'd like to turn off Candidate Surveys, please reach out via Slack or let us know at email@example.com!
The Candidate Survey
Our survey tool will automatically prompt for candidate feedback after the conclusion of every schedule interviewed so you can obtain vital input about their experience in your interview process.
When are candidates prompted for their feedback?
Guide automatically detects when an interview is completed and displays a survey model in the candidate’s guide until the next interview is completed. They can leave as much feedback as they desire, meaning we gather whatever they are willing to share.
What questions are asked?
Guide Surveys asks 4 questions, one of which can be optionally turned off by Admins:
How was your interview?
What went well?
What could be improved?
[Optional] NPS: How likely are you to recommend interviewing at Spring Health to a friend or colleague?
Viewing Candidate Responses in the Survey Dashboard
Once a candidate has been hired or rejected, we then display their individual feedback in your Surveys Dashboard.
All anonymous individual responses, including text responses, appear here. At the top of the Survey Dashboard, you'll see your overall Candidate NPS score and your average ratings at the top. You can filter your view by department, job, stage, or timeframe to see only what you want. For deeper analysis, you also have the option to export all responses.
📒 Note: If you have not yet received any survey submissions, or you have submissions from active candidates, your Survey Dashboard will be empty. We'll always show you how many submissions you have in escrow.
What is a Candidate NPS (cNPS) Score?
Net Promoter Score is often held up as the gold standard customer experience metric. First developed in 2003 by Bain and Company, it’s now used by millions of businesses to measure and track how they’re perceived by their customers. More recently, it has been adopted to help teams get a clear reading on their candidate experience across the board, and with Guide can be measured at every stage of the interview process.
Guide uses the following question to obtain a candidate NPS:
Respondents give a rating between 1 (not at all likely) and 10 (extremely likely) and, depending on their response, customers fall into one of 3 categories to establish an NPS score:
Promoters respond with a score of 9 or 10 and are extremely pleased with their candidate experience thus far.
Passives respond with a score of 7 or 8. They are satisfied with their candidate experience but not yet a promoter or not displeased enough to be a detractor.
Detractors respond with a score of 0 to 6. These are candidates not pleased with their interviewing experience thus far or at this given stage.
Per industry standard we ignore any passive scores, and subtract the percentage of detractors from the positive promoters. So, if 50% of respondents were Promoters and 10% were Detractors, your Net Promoter is a score of 40.
This NPS feedback remains anonymous and is aggregated with our existing feedback questions, not shared until a hiring decision is made for the given candidate.
What is a good score?
A positive cNPS score means that your promoters outweigh your detractors. Generally, a score above 50 is considered excellent. There is also interesting data about what these "promoters" offer you in terms of company awareness. One study conducted by IBM found that 62% of applicants that are satisfied with their experience as a candidate go on to recommend the company to others and a further 38 percent more likely to accept a job offer from that company.