Candidate Experience Survey Form Template

Candidate Experience Survey FAQs

1) Why are post-interview surveys important?

Post-interview surveys provide critical feedback that can help human resources departments measure the effectiveness of their recruiting process and make improvements. Additionally, survey results can help employers understand how potential employees perceive them and determine what they need to change to attract top talent.

2) How do you measure the interview experience?

There are a few different ways to evaluate the interview experience.

One way is to ask candidates to rate their interview experience on a scale, such as from 1–5, with the lowest score indicating a poor experience and the highest indicating an excellent experience. This method will provide quantitative data that you can collate with other responses and easily review.

Another way is to ask candidates open-ended questions about their interview experience. This qualitative data is harder to measure numerically, but it can bring up issues you might not have thought of before and highlight problem areas.

3) What should you ask in a post-interview experience survey?

What are your impressions of the company after your interview? Interviewees can provide uniquely valuable feedback — they can reflect back to a company the way the company is presenting itself during the recruitment process. You can ask about their impressions of specific, essential qualities that are needed to attract top talent, such as company culture, growth opportunities, organization, and more. This information can help improve the interview process and identify changes that can help a company hire strong candidates.
How would you rate the recruitment process? Candidates who have recently gone through the process are your most informed assessors. They can provide feedback on everything from the initial job posting to the level of communication and organization throughout the interviewing process. They can also provide valuable data on the different steps of the application process.
How would you rate communication throughout the recruitment process? Many times, companies leave candidates hanging after an interview. This can create a negative impression of the company’s organizational abilities and can make candidates feel undervalued. If you wait too long to get back to someone, there’s a greater chance of losing good candidates to other companies as well. Tracking the timeliness of your recruitment communications can help you stay on top of these issues.
Did your interview start on time? Starting interviews on time shows respect for the candidate’s time. It also sends the message that you’re organized and professional. If an interview starts late, it can throw off the rest of the schedule and give the candidate a negative impression of your company.
Is there something you would like to share to help us improve our hiring process? Asking interview candidates to suggest improvements for the hiring process shows that you’re interested in feedback, which can build their trust in the company. It can raise issues you might not have considered yourself.
Would you recommend this company to your friends, colleagues, or family? A good interview experience could lead to positive word-of-mouth for your business that can attract more strong job candidates. On the flip side, if a significant number of candidates say they wouldn’t recommend your company to their friends, it may indicate that something is wrong with your recruitment process.