Candidate NPS is a vanity metric. Period.

Most companies think they're crushing it on "candidate experience" because they send out a shiny little post-interview survey.

• How was your interview?
• Did you like our process?
• Would you recommend us? And then what??? You slap a score on a dashboard and call it a win. Reality is : That score means nothing. Only you and your groupies felt good.

Why? Because the only metric that matters is whether candidates trust you enough to come back. Trust you enough to recommend their friends. Trust you enough to bet their career on you.

And you know what's wild? Most of you aren’t even asking the hard questions:

• Did we respect their time?
• Did we communicate at the right time with the right insights that matters to them?
• Did we show them a process that reflects the values we SO SO SO preach in our job posts?

Candidate experience isn't about what candidates feel in the moment. It's about how they feel about you months or days later - after they've been ghosted, rejected, or onboarded.

If your candidate experience score is high, but your reapply rate is low, you're living in a fantasy. Candidate experience isn't a survey. Period.

If you are too married to the game, thinking Oh you know what - I got it all figured - here's the only question that should matter (to you as a recruiter, to you as a hiring manager, to you as a leader): Would I trust the same process if I were on the other side of the table? Do not answer too soon. Your biases will show. Take time. Mull over it.

With that said - I got to ask - What's that one thing you would change about candidate experience in an/your org today? I am looking for inputs from Hiring managers, Founders and Candidates/ Job Seekers.