Leverage diverse candidate feedback by sharing anonymized testimonials, refining recruitment and DEI initiatives, updating employer branding, and publicly tracking progress. Show continuous improvement, highlight accessibility, and engage candidates in shaping a transparent, inclusive workplace.
How Can Candidate Feedback Be Incorporated Into Employer Branding to Attract Diverse Talent?
AdminLeverage diverse candidate feedback by sharing anonymized testimonials, refining recruitment and DEI initiatives, updating employer branding, and publicly tracking progress. Show continuous improvement, highlight accessibility, and engage candidates in shaping a transparent, inclusive workplace.
Empowered by Artificial Intelligence and the women in tech community.
Like this article?
Candidate Feedback and Transparency
Interested in sharing your knowledge ?
Learn more about how to contribute.
Sponsor this category.
Create Transparent Testimonials from Diverse Candidates
Develop a section on your careers site featuring anonymized or permission-granted candidate feedback, specifically highlighting the experiences of diverse candidates. Sharing their authentic voices demonstrates your commitment to listening, learning, and improving, which appeals to jobseekers from various backgrounds seeking an open, inclusive workplace.
Use Feedback to Audit and Reform Recruitment Processes
Regularly analyze candidate feedback to identify and address biases in the hiring process. By publicizing the improvements you’ve made in response to concerns raised by diverse candidates—such as changing interview panels or revising job descriptions—you signal a proactive and responsive employer brand.
Feature Feedback-Driven DEI Initiatives
Showcase how candidate feedback has shaped your diversity, equity, and inclusion (DEI) initiatives. For instance, if candidates request more cultural competency training, share how your company implemented it and its results, positioning your brand as one that values input from all backgrounds.
Embed Feedback Quotes in Recruitment Marketing
Integrate select candidate feedback (with consent) into recruitment materials and social media content. Real stories or quotes from diverse applicants about their positive experiences can foster trust among underrepresented groups considering your company.
Utilize Feedback to Refine Employer Value Proposition
Analyze feedback from candidates to better understand what attracts and deters diverse talent. Update your employer value proposition and messaging accordingly, emphasizing benefits and cultural aspects most valued by a wide array of applicants.
Communicate Continuous Improvement Efforts
Publicize your ongoing commitment to improvement based on candidate feedback. Regularly update your careers page and LinkedIn Life section with stories about process changes and new programs, demonstrating that you are serious about inclusivity and open to adapting.
Develop a Feedback Loop with Candidate Panels
Establish diversity-focused candidate advisory panels that regularly share experiences and suggestions regarding your employer brand and recruitment process. Showcasing these collaborations on your employer brand platforms proves your willingness to co-create an inclusive atmosphere.
Highlight Accessibility Improvements
If candidate feedback sheds light on necessary accessibility improvements (for applications, interviews, etc.), implement those changes and announce them publicly. This not only benefits candidates with disabilities but shows all applicants your dedication to providing equitable opportunities.
Measure and Share Progress Metrics Based on Feedback
Track and publicize measurable results from changes made in response to candidate feedback—such as increased diversity in hires or higher satisfaction scores among underrepresented groups. Transparency in reporting progress fosters credibility with diverse talent pools.
Train Hiring Managers Using Candidate Insights
Incorporate insights from candidate feedback into hiring manager training modules, especially regarding inclusive interviewing and bias reduction. Sharing this approach on your employer branding channels demonstrates that candidate voices genuinely influence how the organization evolves.
What else to take into account
This section is for sharing any additional examples, stories, or insights that do not fit into previous sections. Is there anything else you'd like to add?