Firstly, let’s ask the real question most aren’t even thinking to measure yet:
What is the revenue impact of your candidate experience?
Not cost per hire. Not time to fill. Not offer acceptance rate.
We’re talking about real, measurable impact on top-line revenue—how your hiring experience either helps grows or shrink your business.
Why This Data Is a Non-Negotiable for Modern Talent Teams
Here’s the hard truth: most HR and Recruitment teams can’t answer that question. And that’s a missed opportunity of strategic proportions.
Because candidate experience is more than just a nice-to-have—it’s a business performance lever.
Great experiences drive engagement, brand loyalty, and even sales. Poor experiences don’t just deter talent—they can damage your reputation, deter future applicants, and bleed out customer revenue. Just ask Virgin Media in the UK who calculated poor candidate experiences were costing the business $5.4m (USD) in lost revenue per year.
Think about it:
- A candidate who had a poor experience with your brand is 38% less likely to buy from you again, according to IBM’s Smarter Workforce Institute.
- In consumer-facing industries, as many as 25% of applicants may also be customers—which means every bad interview, ghosted follow-up, or clunky process could cost actual revenue.
- According to our recent survey, 88% of people have stopped buying from a brand after a poor candidate experience.
Candidate Experience Is Now a Revenue Conversation
And here’s where the opportunity gets really interesting: candidate experience data isn’t just an HR metric anymore—it’s a revenue metric.
When you can tie candidate sentiment directly to business outcomes—such as customer churn, lost NPS, or drop-off in brand loyalty—you’re no longer just reporting on recruiting. You’re reporting on business health.
This is exactly the kind of seat at the table data that gets executives to listen.
It gives Talent Acquisition leaders the ability to:
- Connect hiring metrics to commercial outcomes
- Show value beyond filling roles
- Drive change with data-backed storytelling
When you walk into a board meeting and can show how poor experience in your sales hiring process is contributing to actual revenue loss, you’re no longer an operational function—you’re a strategic driver.
And yet, up until now, capturing this kind of data has been time-consuming, complex, or flat-out unavailable.
Introducing Revenue Attribution for Candidate Experience
This is why we’re incredibly excited to announce a major evolution in candidate experience analytics.
Talent and HR teams using Benchmarcx users now have access to a game-changing feature: real-time visibility into the revenue impact of candidate experience, integrated directly into their CX results dashboards.
This is not a vague estimate. It’s a dynamic, real-time model that attributes potential revenue gain—or loss—based on candidate experience feedback, segmented by:
- Role
- Department / Business Unit
- Geographic region
- Stage of the hiring process
- Specific elements within each stage—like how well-prepared the interviewer was, or how timely the follow-up communication came through
This means you can now quantify exactly how much poor hiring manager interview experience of candidates at a particular store, or location for example, is costing that store or location in lost customer revenue. Or how much positive candidate sentiment when hiring a particular role is adding to your brand equity—and your bottom line.
It’s granular. It’s powerful. And it’s a true strategic lever.
A CX Revolution That Gives Talent Teams Strategic Power
This level of insight gives TA leaders the ammunition they need to:
- Prove ROI on CX initiatives
- Drive business case conversations at board level
- Prioritise process improvements where the impact is highest
- Show how recruitment strategy directly influences company performance
In short? It gives recruitment teams the data credibility to lead.
That’s what seat at the table data looks like. It’s not just about filling roles faster or cheaper—it’s about connecting talent experience directly to the revenue your company generates.
Ready to Lead the CX Revolution?
If you’re serious about elevating your team’s impact, it’s time to measure what truly matters.
The link between candidate experience and business performance is no longer a theory—it’s now a metric you can track, optimise, and lead with.
Join the CX revolution. Let’s put Recruitment where it belongs—at the strategic heart of the business.
Get in touch with us at Benchmarcx to learn more and see the future of candidate experience insights in action.
