Candidate Net Promoter Score (CNPS) is a variation of the NPS. It measures the loyalty and satisfaction of job candidates during the recruitment process. A positive candidate experience can significantly impact an organization’s employer brand.
In this article, we will explore what CNPS is, how to measure it, and what questions can be asked during recruitment.
What is a Net Promoter Score?
Net Promoter Score (NPS) is a user experience metric. NPS assesses customer loyalty and forecasts company expansion. It is a frequently used metric for market research that relies on a single survey question that asks respondents to rate “how likely it is that they would suggest a business/ product or a service to a friend/coworker?
The net promoter score gives you information to take the right actions to strengthen your business. Organizations use aggregate NPS rankings to boost customer loyalty by improving their service, customer assistance, delivery, etc., using aggregate NPS rankings.
The formula for NPS = % Promoters – % Detractors
What is a Candidate Net Promoter Score (CNPS)?
Candidate Net Promoter Score measures the candidates’ satisfaction with the overall recruitment process. Right from the application stage to the final interview, the score gives an idea of how the whole company-candidate interaction went.
Both the hired and non-hired candidates are surveyed. Given that the number of non-hired candidates exceeds the number of hired ones, it can be tricky to maintain a high CNPS.
Candidate Net Promoter Score can help to measure the following:
- How candidates view your hiring process.
- Your employer brand.
- What candidates might tell others about their impression of your company.
In other words, CNPS is how talent rates their experience applying and interviewing for a position. Companies can conduct CNPS surveys at any stage during the recruitment process.
How to calculate the NPS?
CNPS is calculated by asking candidates, “on a scale of 0 to 10, how likely are you to recommend applying for a position here to a friend?”
The answers are categorized into three groups:
- Candidates who answer with a 9 or 10 are promoters. They would most likely recommend applying to a friend.
- Candidates who answer with a 7 or 8 are neutral. Hence, they are passive.
- Candidates who answered between 0 and 6 are detractors. Most likely, they wouldn’t recommend applying to a friend.
The following process is used to calculate the net promoter score:
- Figure out the total number of responders.
- Calculate the total number of responses.
- Calculate the percent of Promoters. The number of promoters is divided by the total number of responders. This figure is then multiplied by 100.
- Calculate the percentage of detractors. Use the same procedure as described above but with the numbers related to the detractors.
CNPS equals the percentage of “promoters” minus the percentage of “detractors.”
Candidate NPS Benchmark is to have most people recommend your organization to others.
You Must Know: How to Boost Your Image with Online Reputation Management Software
Why is a Candidate Net Promoter Score important?
- The CNPS provides a quick and straightforward way to gather feedback from candidates.
- It is an effective way to measure candidate experience.
- Companies can gauge the candidate’s overall satisfaction by using CNPS.
- Companies can analyze CNPS to make changes and improve the candidate experience. This will lead to better results in the future.
- CNPS can provide insights into the strengths and weaknesses of a company’s recruitment process.
- CNPS can help attract top talent and improve retention rates.
- A positive CNPS is crucial in attracting top talent and building a strong reputation in the industry.
- A negative CNPS can lead to losing potential talent and a damaged employer brand.
- A negative CNPS could have a negative impact on customer loyalty.
- CNPS can improve customer experience. Satisfied candidates are highly likely to recommend a company’s products or services to others.
Sample Candidate Net Promoter Score Questions
- On a scale of 0-10, how likely are you to recommend our company to a friend or colleague?
- On a scale of 0-10, how was your experience interviewing at our company?
- On a scale of 0-10, how likely are you to provide a positive review or rating of our company online?
- On a scale of 0-10, how likely would you recommend our company to someone looking for similar products or services to ours?
- On a scale of 0-10, how likely are you to promote our company through word-of-mouth?
- On a scale of 0-10, how likely are you to suggest our company to others within your industry?
- On a scale of 0-10, would you recommend our company to someone who needs our products or services?
- On a scale of 0-10, please rate if you would suggest our company to someone else?
- Based on your experience, what is the probability that you will refer us to someone you know?
- On a scale of 0-10, how probable are you to recommend our organization on your social network?
- On a scale of 0-10, how likely are you to refer us to your friends and family?
- Based on your experience, how likely would you recommend us to other businesses? Rate from 0-10
Hiring Manager NPS
The Hiring Manager Net Promoter Score (NPS) evaluates a hiring manager’s likelihood to suggest a job applicant to other hiring managers. Based on how well a candidate performs in the position for which they were employed, it’s possible to gauge how likely the managers will recommend them for additional jobs.
The Hiring Manager NPS is a tool used to measure the overall effectiveness of the recruitment process. The hiring manager is more likely to recommend a candidate with a high score for additional opportunities. It indicates that the recruiting process effectively found the best person for the job.
Conclusion
It is important to remember that CNPS is only one aspect of measuring candidate experience. Companies should gather feedback from candidates through various channels to comprehensively understand their recruitment process. By continuously measuring and improving CNPS scores, companies can strengthen their reputation and stand out in the competitive job market.
