Candidate Experience Audit (QA)

Candidate Experience Audit (QA)

1. 01

   Map the full application journey from job post to offer

   Document every touchpoint a candidate encounters, including job board listings, application forms, screening questions, and interview scheduling, to identify where friction or delays occur.

2. 02

   Measure time-to-hire and drop-off rates at each stage

   Pull analytics from the ATS to calculate average days from application to offer and the percentage of candidates who abandon the process at each step, comparing against industry benchmarks.

3. 03

   Review automated screening messages for tone and personalization

   Check whether AI-generated emails and chat interactions feel generic or overly automated, since over-automation can damage the candidate's perception of the agency and its clients.

4. 04

   Conduct a test application with a dummy candidate profile

   Submit a realistic application through the system to experience the process firsthand, noting any technical glitches, confusing questions, or excessive steps that could deter qualified applicants.

5. 05

   Interview recent hires about their candidate experience

   Ask new hires who were placed through the system about what worked well and what felt impersonal or inefficient, capturing direct feedback that analytics may miss.

6. 06

   Compare your process against client expectations for candidate care

   Align the audit with the service-level agreements you have with clients, ensuring that the candidate experience reflects the quality standards the agency promises to deliver.

7. 07

   Document findings and prioritize fixes by impact on offer acceptance

   Rank identified issues based on how likely they are to cause strong candidates to withdraw, then create a remediation plan with owners and deadlines.