How Good Are Your Interviews?

With so many companies competing for the best of the best talent out there, recruiting in today’s candidate-driven market can be tough. But what if we told you there’s a cure for your recruiting woes, and it all came down to your interview process?

The cost of finding top talent (and the key to keeping it)

Since exceptional candidates are a limited resource, companies simply can’t afford to have their interview process let them down in the hunt for great talent. And, according to the 2015 Bersin Talent Acquisition Factbook, companies spend an average of $4K to fill an open position. But a Glassdoor Survey shows that 61% of employees say new job realities differ from expectations set during the interview process. So right out of the gate, new employees are dealing with a feeling of disappointment, which is not good for long-term happiness and productivity.

If companies are going to spend all that money to fill positions, then they might as well convey an accurate message during the interview. That way, employees will get the full picture, which means they’ll be happier and more productive at work. They’ll also stay in the job longer, which ultimately saves money.

So how can you ensure that your interviews are an accurate reflection of life at your company? Read on for tips on how to measure your candidates’ interview satisfaction.

The trick to leveraging key metrics

With the increasing importance of a structured hiring process, it’s time you took a good, hard look at the interviews you conduct. In fact, when was the last time you put yourself in candidates’ shoes and actually went through your own interview experience? It can be a real eye-opening exercise.

Monitoring interview satisfaction ratings gives you a real-time pulse on what candidates are saying about your company and how your hiring process makes them feel. Monitoring your interview process through sites like Glassdoor to find out how long interviews typically take—and whether candidates rate them positively or negatively—will allow you to improve your process. You should also be noting which candidates are declining your job offers—and why. Once you have this information, you’ll be able to adjust accordingly based on specific feedback if it’s apparent that you’re losing out on viable candidates.

Use qualitative and quantitative data

There are a number of different sources for collecting both qualitative and quantitative data. If you’re just starting to collect information, your recruiters or recruiting coordinators could simply email candidates after they’ve come in for an on-site interview to find out what they thought of the experience. You can also ask interviewers to share what they think worked and didn’t work about the interview process. And if you use Greenhouse, there’s actually a candidate survey feature included within our product, so be sure to implement it!

It’s also a good idea to make a habit of perusing your interview ratings on your Glassdoor profile regularly. You’ll be able to see whether candidates had a positive or negative experience and how difficult they think your interviews are. You’ll also see what channel they used to secure an interview: your careers site, a job board, social media, or Glassdoor.


You can also get more word-of-mouth feedback about your interviews in each interview review. For example, here’s one we received on our own Glassdoor profile:


Use data to make smarter hiring decisions

Be sure to share your analysis and actionable intelligence with internal stakeholders who can enact positive change.  For example, using the word cloud around interviews, you can dig into any specific problems you see trending amongst your interviews to provide a better candidate experience. We suggest starting at the top, with your CEO. Here are other departments and people you should consider including:

  • Human Resources/People Operations

  • Public Relations

  • Marketing

  • Recruiting

  • Hiring managers

Implement feedback and inspire change

Place key metrics in a presentation that shows patterns to any shortcomings and areas of excellence. Then propose ways you can continue with your strengths while addressing weaknesses. You can then evangelize this strategic approach to all internal team members who are part of the interview process. Ask key stakeholders to weigh in on your suggestions and, if they are in agreement, have them sign off on any initiatives that will require budget or bandwidth.

To assist you in the process of shaping your interview process, I recommend downloading Glassdoor's new guide, How to Conduct Better Interviews. It’s full of great advice and templates to streamline your interview process, prep interviewers, and make sure you ask the right questions to find candidates that will do well in your culture.

For even more tips on improving your candidate experience, download the 5 Recruiting Key Performance Indicators eBook, which includes tips on how to measure candidate experience and industry benchmarks for this metric.

Mallory Brown

Mallory Brown, Content Marketing Manager at Glassdoor, is a Bay Area native who is passionate about creating impactful resources for employers. With over 100 Glassdoor thought leadership webinars under her belt, Mallory now develops original content marketing assets, and contributes pieces to the company's blog and social media channels.

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Recruiting Metrics