From clients to candidates: the NPS score

The (meanwhile) famous NPS is quite adopted in our working lives. “NP what?”, you might think. If you haven’t heard about NPS yet, it means ‘Net-Promoter-Score’, sounds a bit vague? Let me take you into the wonderful world of customer and candidate experience! 

Looking for promoters

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It's a score that measures the 'loyalty and satisfaction' of, for example, your clients. Would they recommend other people collaborating with you? Buying your products or services? The unique thing about an NPS is that you can score between -100 and +100, as you have Promoters, Detractors and Passives. 

Promoters are the people that (as the word states) will promote your services towards other people. They will give a score between 9 and 10 when being asked if they recommend your company to work with. Detractors will do the opposite, as they won’t be promoting your services to other people. They score between 0 - 6. Passives are people who score between 7-8. As you can see, quite a critical score. 

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Beyond the classic NPS 

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At ML6 we highly value the satisfaction and loyalty of our customers. We aim to build out long term partnerships with them, and therefore are always looking to innovate further. One of our core values is ‘excellence in delivery’. This means that we go above and beyond to deliver the best AI solutions and end-end projects to our customers. We always push our boundaries when it comes to innovating. 

But did you know that you could also measure the employee satisfaction in your organisation by using an eNPS? Or even use this score to measure if candidates would recommend applying at your company? 

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NPS to measure candidate experience

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We find it very important that our recruitment process is not a one-way approach and are always open to learn more on the experience our candidates are having. Therefore everyone receives a quick survey during the process on their application experience and if they would recommend others to apply at ML6.

This information truly is a goldmine and should not be underestimated! As we highly value ‘learning’ in our company culture, we like to challenge ourselves to grow continuously. This feedback helps us achieve this. We use it for example to optimise our processes, and challenge ourselves to innovate further in the way we present ourselves to candidates. A specific example can be found in the video that candidates can submit when applying for a job, or the video and landing page that we provide them by introducing ourselves and our company culture. This way our application process runs very efficiently and people already feel connected to ML6 from the moment they apply. We truly want this to be an awesome and unique ride for everyone involved. 

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Let’s talk numbers

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Last but not least, we proudly present our candidate NPS of 71! Important to note is that we have been measuring this data for 2 years now. It’s definitely interesting to analyse its evolution, adjustments that have been made in the process and other factors. In the end, it will enrich your data insights and help with your goal setting. 

While we are happy with this beautiful NPS, we keep on measuring and learning from the feedback we receive from candidates to make sure people enjoy their ride with us.
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Interested in jumping on this dynamic ride? You can view our job openings here.

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Would you like to learn more about how we tacle candidate experience at ML6? Visit the video-interview with Kaat Van Doren, our HR manager.