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Make first impressions
count
An exceptional candidate experience gives you a competitive edge. It improves the quality of candidates you attract, ensuring you hire top talent across the board.
It’s not just about creating a great first impression, but it’s about ensuring new employees get started on a great note, empowered by a supportive work environment that will help them put their best foot forward, every time.
Grow your
candidate pipeline
Survey Template Bank
To capture the right insights, you need to ask the right questions. You can begin by selecting the template you need, then add, remove, or modify the questions and you’re good to go!
Create with AI
Have a specific need but can’t find the right template? Let AI take the lead. You can add in your prompt and see a survey generated just for you. Add clarifying prompts, remove questions, and modify the survey to meet you needs and finalize the survey you envision.
Multichannel Distribution
Reach your candidates wherever they are. Increase response rates and get the feedback you need to transform the candidate experience with survey distribution across a variety of channels and platforms.
Automated Reminders
Need more responses? Stand out from the noise with automated reminders that put you back at the top of the inbox! Schedule it beforehand or just in time, and see the replies roll in.
Real-Time Updates
What are your candidates saying? View live updates as candidates share their feedback, expectations, or perspectives with our dynamic report.
Powerful Analytics
Is there a pattern in the responses, or a common theme that impacts the candidate experience? Our powerful analytics will ensure that no insight goes unnoticed so you can create an experience that impresses.
Improve hiring outcomes with
data-driven insights
data-driven insights
UNVEIL INSIGHTS
Understand
Dive deep into the candidate journey to better understand their experiences. What went well, and what stopped prospective candidates from converting? Once you know the cause, you can take action that matters.
INCREASE CONVERSION
Attract
Address potential concerns and create a candidate experience that allows you to connect with the best prospective candidates for the roles and accelerate the candidate conversion rate.
ENHANCE PERFORMANCE
Transform
When you attract like-minded people, you don’t just create a wonderful workplace, you create a community that thrives. And just like that, you can improve collaboration, increase productivity, and ensure a work culture your people love.
Optimize every touchpoint for a
seamless candidate experience
Understand what’s going right at every touchpoint along the candidate journey — and what isn’t.
Sogolytics empowers you to chart out the journey and better visualize your key touchpoints. You can drill deeper to better understand candidates’ sentiments at every stage and take corrective action early to ensure higher quality conversion.
Elevate your candidate experience
Your candidates will have something to say, make sure it’s positive by ensuring a great experience for all.
High-quality talent acquisition
Attract and hire top performers with ease by creating a candidate journey that is engaging, transparent, and personalized.
Brand reputation boost
Create lasting, positive impressions on all candidates – new hires and those that didn’t make the cut - by ensuring each interaction is thoughtful, clear, and welcoming.
Stronger onboarding outcomes
Equip new hires with tools and resources they need to excel from day one. Foster meaningful connections and provide continuous support through frequent touchpoints.
What is the importance of candidate experience?
Finding and hiring the right people isn’t always easy. In fact, bad people can often stir disengagement and impact productivity within teams. This will ultimately impact output, dampen growth, and affect morale within your organization.
A good candidate experience will allow you to find the best people for the role, hire faster, reduce turnover of new candidates, and help you lay the foundation for a great work culture.
FAQs
Is candidate experience different from employee experience?
The candidate experience focuses on prospective employees. It refers to how prospective employees perceive the organization and the hiring process of an organization, while also combining the experience of the hiring manager throughout this process. It provides a holistic view of the process, allowing you to optimize the candidate journey from beginning to end to ensure you find the right volume and quality of new employees while also helping you perfect the rejection process. It’s important to ensure that rejected employees walk away with a positive feeling so that they speak well about the organization and are willing to reapply if a suitable role opens up. Employee experience, on the other hand, refers to the thoughts, feelings, and experiences an employee has after being hired right up to the moment where they leave the organization.
What makes for a good candidate experience?
There are several ways to improve your candidate experience, beginning with defining your Employer Value Proposition so prospective employees know the benefit of working with you. Every job is a give and take, and this allows you to establish what you ‘give’ your employees. Next, you need to set the right expectations. Based on the feedback you have received, establish competitive offerings and set clear expectations so candidates know exactly what to expect and don’t feel misled in the end. What’s more, be communicative! Clear communication is the key to a positive experience, so ensure that you don’t keep good people hanging on waiting for an answer. Chances are, they won’t be waiting for long. Instead, follow up with applicants, set timelines, and ensure they are in the know at key stages of the hiring process to improve conversion rates. And what happens if a candidate isn’t hired? Don’t ghost them, but instead, try offering constructive feedback. Empathy is everything, and that is what will help you end the process on a positive note. By centering the experience around the simple question, “what will the candidate be feeling?” you can ensure an experience that respects and values prospective employees, setting the tone for early employee engagement.
What are the stages of candidate experience?
The whole candidate journey, from the beginning to the decision, can be split into five stages. 1 Investigate: This is when a job seeker discovers the job listing and does their research to better understand the organization and everything it has to offer. 2 Application: A job seeker becomes a candidate as they decide to take the plunge and fill out an application. It’s crucial to create a seamless process, as it goes a long way in assuring candidates of the authority and appeal of your organization. 3 Screening: This is the beginning of your active engagement with candidates. You need to ensure clear communication to set the right expectations and build trust as you reach out to them to better understand their expectations. 4 Interview: This is when you have the opportunity to better understand and manage candidate expectations while ensuring continued engagement. It’s often the stage of the candidate experience that is prone to candidates dropping out owing to experience gaps. It’s important to ensure continued communication so candidates remain interested and open. 5 Decision: The final stage of your candidate journey, this is when you make an offer to prospective candidates, or reject there with empathy. It’s important to ensure that your candidates end the journey on a positive note, either joining the organization or leaving the door open to future opportunities.