Interview questions by type
The following candidate experience survey questions are provided with tips for evaluating the responses. Ensure that your candidate experience is improved by setting up an effective survey.
The candidate experience encompasses all aspects of a job seeker’s interaction with your organization. From the moment a candidate applies for a position with your organization until the moment he or she is rejected or extended a job offer. Set up a candidate experience survey to determine whether you leave a positive impression on candidates survey. You can benefit from candidate experience surveys in the following ways:
Questionnaire samples for candidate experience surveys
(select as many as apply)
what was covered in previous interviews.”)
didn’t know we had an interview.”)
How to design candidate experience surveys
Select appropriate survey software. Online survey tools like Typeform and Google Forms let you create simple and functional questionnaires. This way, you collect feedback anonymously, which prompts candidates to provide their honest opinions.
Use a mix of closed and open-ended questions. Candidates can quickly answer closed
questions (e.g. multiple choice) while they can better express their opinions in open-ended questions (e.g. “How can we improve our hiring process?”) Combine these two types of questions, but keep your survey short, with eight to 10 questions at a maximum. Send your survey to both candidates you reject and hire. You will gain different insights from candidates who reached different hiring stages. For example, you can learn whether you leave a positive impression even when you turn candidates down and if your recruiting is consistent end-to-end.
How to measure and use results from your candidate experience surveys
Look for patterns in candidates’ answers. Rejected candidates might leave bitter
comments or give you a low score if they’re disappointed they didn’t get hired. But, if you find that many candidates say the same things, consider improving specific areas of your hiring process. For example, if recruiters don’t respond on time, you could invest in an email management tool or an ATS with bulk email functionalities. Combine surveys with other sources of feedback. Jobseekers often leave reviews on Glassdoor, share their opinions on social media or contact recruiters after the hiring process ends. Check all these sources to get a well-rounded opinion of what candidates think of your company and recruiting. Act upon feedback you get. Measuring candidate experience is a good first step. Once you identify your recruiting strengths and weaknesses, use these results to revamp your hiring process, improve your communication with applicants and build a positive candidate experience.
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