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Candidate Experience & Recruitment Process Feedback
Collect candidate feedback on your recruitment process: the application, communication, interviews, fairness, and the decision. Preview the editable questions before you send it.
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Candidate Experience & Recruitment Process Feedback
Thanks for taking a few minutes to share feedback on your experience applying with us. Your responses are completely confidential and anonymized. Whether you were hired, still in process, or didn't move forward — your honest input helps us improve. About 5 minutes.
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Ask everyone who interviewed, not only the people you hired
Send the survey to every candidate who reached at least a first interview, accepted and rejected alike, within a week of the decision. State in the introduction that responses are anonymous and that they are not seen by the interviewers, and adapt that wording to what your process actually does.
Read each stage separately. A low overall score usually resolves into one stage: information before applying, the gap between rounds, the relevance of the interview questions, or the way the decision was communicated. Keep the recommendation question wording stable so the score stays comparable between quarters.
For example, if fairness scores drop for one role, use the follow-up to ask which stage and which moment, then compare that against what the interviewers recorded about the same candidates. Pick one change, make it, and check the next cohort.
Read the full candidate experience question listSample questions
A preview of what’s in the template. Every question is editable before you launch.
9 questions · ~6 min
Q01
Multiple ChoiceRequired
Which stage of our hiring process did you reach?
- Submitted an application only
- Initial phone/recruiter screen
- One or more interviews
- Received an offer
- Hired and started the role
Q02
MatrixRequired
How would you rate the following parts of your experience?
5 rows × 5 columns
- Communication and updates from the recruiting team
- Speed of the process from application to decision
- Professionalism and preparedness of interviewers
- Clarity about the role, expectations, and compensation
- Fairness of how you felt you were evaluated
Columns: Poor · Below average · Average · Good · Excellent
Q03
Opinion ScaleRequired
How likely are you to recommend applying to this company to a friend or colleague?
Scale: 0 – 10
Min:Not at all likelyMax:Extremely likely
Q04
Multiple ChoiceRequired
What was the outcome of your application?
- Accepted an offer
- Declined an offer
- Was not selected / rejected
- Still in process
- Withdrew my application
Q05
AI Interview
Probe the reasoning behind the respondent's recommendation score: identify the single stage or interaction (screen, specific interview, offer conversation, feedback or lack of it) that most shaped their opinion. If they scored low (0-6), dig into exactly what went wrong and whether it was about communication, speed, interviewer conduct, or the outcome itself. If they scored high (9-10), find out what specifically stood out as better than a typical hiring process. If their outcome was 'not selected,' gently ask whether they received any feedback on why and how that affected their impression.
Q06
Ranking
Rank the following in order of what would most improve the candidate experience, from most to least impactful.
- Faster responses between stages
- Clearer information about the role and next steps
- More detailed feedback after interviews
- More respectful and flexible scheduling
- Greater transparency on salary range earlier in the process
- More realistic preview of day-to-day work
Drag to rank
Q07
Long Text
Is there anything else about your application or interview experience you'd like us to know?
Q08
Multiple Choice
Which team or department did you apply to?
- Engineering / Product
- Sales / Business Development
- Marketing
- Operations
- Customer Support
- Other
- Prefer not to say
Q09
Multiple Choice
How many years of professional experience did you have when you applied?
- Less than 2 years
- 2-5 years
- 6-10 years
- More than 10 years
- Prefer not to say
Message
Thank you for sharing your experience! Your feedback goes directly to our talent acquisition team and will shape improvements to how we communicate with and evaluate future candidates.
What’s included
AI follow-ups
Adaptive probes on open-ended answers that pull out detail a static form would miss.
Attention checks
Built-in safeguards against rushed answers and low-quality respondents.
AI-drafted copy
Wording, ordering, and branching written by the AI — tuned to your research goal.
Auto report
Themes, quotes, and a plain-English summary write themselves once responses come in.
How it compares
We reviewed the closest templates from other survey tools. Here’s what they do well — and where this template goes further.
Why this template
- Goes beyond static ratings with an AI follow-up interview that probes the specific moment behind a candidate's recommendation score, so you learn the 'why' instead of guessing from a number.
- Covers the full funnel in one flow — stage reached, application outcome, department applied to, and experience level — giving talent acquisition teams segmentable data, not just an average score.
- Includes a matrix rating of distinct process stages (communication, timeliness, interview quality, fairness) plus a ranking question that forces candidates to prioritize what would most improve the process.
- Ends with an open long-text field and a transparent closing message, so nothing candidates want to say gets missed, and every AI prompt used to probe them is disclosed rather than hidden.
SurveySparrow
Candidate Experience Survey TemplateA fielding-ready, conversational-style survey template built specifically for candidate experience feedback. It's part of SurveySparrow's broader employee survey suite and follows their standard chat-like UI. It covers the topic well as a static questionnaire but is not built specifically to interrogate the reasoning behind any single score.
What it does well
- Ready-to-use template scoped directly to candidate experience
- Conversational survey format that may feel more approachable than a plain form
- Backed by a full survey platform with broader distribution and reporting tools
Where it falls short
- No adaptive AI follow-up — the same fixed questions go to every candidate regardless of their answers
- No per-response quality scoring or automated reasoning-level report generation
- No published methodology on how question logic or scoring works
Jotform
Candidate Feedback Survey Form TemplateA customizable form-builder template for collecting candidate feedback, aimed at general HR use rather than a dedicated research/CX use case. It's easy to edit and deploy but is a static form rather than an interview-style survey. Best suited for simple, low-effort feedback collection rather than deep qualitative analysis.
What it does well
- Highly customizable drag-and-drop form builder
- Quick to deploy with existing Jotform account and integrations
- Free tier available for basic form collection
Where it falls short
- Static question set with no adaptive or AI-driven follow-up questioning
- No voice interview option or guided screen-share tasks
- No automated quality scoring or synthesized reporting on responses
Typeform
Candidate Feedback Survey TemplateA polished, conversational one-question-at-a-time template for candidate feedback, well known for strong completion rates due to its UX. It's a fielding-ready survey template but relies on pre-set branching logic rather than true AI-driven adaptive interviewing. Good for general sentiment capture, less suited to deep root-cause analysis of a single score.
What it does well
- Strong, well-tested conversational UX known to improve completion rates
- Easy template customization and branding
- Logic-jump branching for basic personalization
Where it falls short
- No true adaptive AI interviewing — branching is rule-based, not generated in response to open-ended reasoning
- No voice AI interview or guided task/screen-share capability
- No automated per-response quality scoring or AI-authored summary reports
Frequently asked questions
What questions should a candidate experience survey ask?
Ask about the application, how well candidates were kept informed, whether the interviews reflected the job, how prepared and respectful the interviewers were, how fair the process felt, and how likely they are to recommend applying. Keep one open question for the specific moment behind a low rating.
What questions are in the “Candidate Experience & Recruitment Process Feedback” template?
The template includes 9 ready-to-use questions, starting with: “Which stage of our hiring process did you reach?” · “How would you rate the following parts of your experience?” · “How likely are you to recommend applying to this company to a friend or colleague?”. The full set is previewed above, and every question is editable.
How long does this survey take to complete?
Respondents typically finish the 9 questions in about 6 minutes.
Can I customize this template?
Yes — every question, answer option, and the ordering is editable before you launch. You can add or remove questions, or ask the AI editor to rework the survey around your research goal.
Is this template free to use?
Yes. Open it in the editor and start customizing right away — no account required to try it, and the free plan covers launching your survey.
Ready to launch?
Open this template in the editor. Every part is yours to change before the first respondent sees it.
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