Candidate Experience Survey Questions

Introduction

Candidate experience encompasses all interactions job-seekers encounter with your organization, from the time they apply for one of your open positions until you reject them or provide an offer of employment. To determine if you make a favorable impression on candidates, conduct a candidate experience survey.

Candidate experience surveys help you:

• Obtain input anonymously on your hiring procedure. Asking applicants directly what they think of your process is an effective strategy, but it does not guarantee that they will be truthful. Anonymity-protected surveys make it easier for respondents to be truthful.
• Identify improvement areas. The combination of candidate experience surveys and recruiting data provides a clear picture of what is working and what could be improved in your hiring process.
• Enhance your employer's image. Requesting comments demonstrates concern. Send the message that you value candidate feedback and want to improve your hiring practices.

Sample candidate experience survey questions

• What job were you interviewing for?
• The interview consisted of (select as many as apply)
• Interesting and demanding
• Quick and fluid
• Rather tedious
• Too extensive 
• Other
• Please rate the following statement: "My communication with the recruiter via phone and email was prompt."
• Always
• Most frequently
• Sometimes/Rarely
• Never
• How would you evaluate your comprehension of the position following the hiring process?
• I gained a comprehensive understanding of the function.
• I comprehended most of the role.
• I knew the role's fundamentals.
• I did not comprehend the majority of the role.
• I had no understanding of the function.
• How well does the job description match what you were told about the position during the hiring process?
• Very reliable
• Generally consistent
• Generally consistent
• Almost consistent
• Not consistent in any way
• Please evaluate the statement, "My interviewers were well-prepared."
• Strongly agree (e.g., "They knew everything about my past and previous interviews").
• Assert that you concur (e.g., "They knew most things about my background but asked me a few questions I had already answered")
• Disagree (e.g., "They spent some time reviewing my application before the interview" or "They did not prepare their interview questions in advance").
• Disagree vehemently (for example, "They hadn't reviewed my resume at all" or "They were unaware of our interview").
• What is your likelihood of recommending our organization as an employer?
• Very likely
• Likely
• Somewhat likely
• Not likely
• Not at all likely
• How would you suggest we improve our hiring process?
• Would you like to add anything more regarding your experience with our hiring procedure?

How to construct a candidate satisfaction survey

• Choose suitable survey software. The online survey tools Typeform and Google Forms enable the creation of straightforward and functional surveys. Collecting feedback in this manner encourages applicants to share their honest opinions.
• Employ a combination of closed and open-ended questions. Candidates can swiftly respond to closed questions (e.g., multiple-choice), whereas open-ended questions (e.g., "How can we enhance our hiring process?") allow them to express themselves more thoroughly. Combine these two sorts of questions, but limit your survey to a maximum of eight to ten questions.
• Send your survey to both rejected and hired candidates. You will acquire varying perspectives from candidates who have reached various hiring stages. For instance, you may determine whether you leave a great image even when you reject individuals and whether your recruitment process is consistent from beginning to end.

How to measure and utilize candidate experience survey results

• Examine the responses of candidates for patterns. If they are dissatisfied about not being hired, rejected candidates may provide negative feedback or give you a low rating. Consider enhancing certain aspects of your hiring process if you find that a large number of candidates mention the same thing. For instance, if recruiters do not answer in a timely manner, you may invest in an email management solution or an applicant tracking system with bulk email capabilities.
• Respond to feedback received. Experience evaluation is an excellent initial step. Utilize the results of analyzing your recruitment strengths and shortcomings to reform your hiring procedure, enhance your communication with applicants, and create a good candidate experience.

Conclusion

These Candidate experience survey questions combine a summary of the qualities to look for in applicants with a representative sample of appropriate interview questions.

You can prepare your responses in advance and be prepared to discuss your experience with the interviewer by practicing how you will respond to these Candidate experience survey questions.