The Art of Listening: Key Questions for Candidate Experience Surveys (With Templates)
May 26, 2023
May 26, 2023
We all know that finding top talent is no easy feat, and understanding what candidates truly want and need can be like deciphering a secret code. With the right questions and a dash of finesse, you'll be well on your way to creating surveys that not only capture candidates' attention but also give you the insights you need to level up your hiring game.
It's not just about finding the right fit; it's about truly understanding what candidates want, need, and desire from their job search experience.
When you prioritize candidate experience surveys and actively seek feedback, you send a powerful message to candidates that their voices and opinions matter. You create a sense of value and inclusion by giving them a platform to express their thoughts, concerns, and suggestions.
This fosters trust and engagement, leaving candidates with a positive impression of your organization, even if they are not ultimately selected for the position.
By actively listening to candidates' feedback, you gain access to a goldmine of insights that can transform your hiring process. Through their feedback, you can uncover areas where your recruitment strategies and processes may be falling short or causing frustration. These insights allow you to identify pain points and make informed improvements that enhance the candidate experience.
Whether it's streamlining your application process, improving communication, or enhancing interview experiences, listening helps you address candidates' needs and preferences effectively.
In today's competitive job market, a positive employer brand is essential for attracting and retaining top talent. When you actively listen to candidates and take action based on their feedback, you demonstrate your commitment to providing an exceptional candidate experience.
Candidates with positive experiences, even if they are not selected, are more likely to share their experiences with others, leading to increased candidate referrals and a reputation as an employer of choice.
How would you rate the clarity and transparency of the job description?
Did you receive timely updates throughout the hiring process?
How would you rate the professionalism and friendliness of the interviewers?
Were the interview questions aligned with the job requirements and your skills?
Would you recommend our company to a friend or colleague based on your candidate experience?
These questions cover important aspects of the candidate experience, such as job description clarity, communication during the hiring process, interviewers' professionalism, alignment of interview questions, and the likelihood of recommending the company. You can analyze the responses to gain insights and identify areas for improvement in your hiring process.
In today's fast-paced digital age, attention spans are shorter, especially when it comes to surveys. To ensure maximum participation, it's crucial to consider the candidate's perspective. Candidates may be reluctant to provide lengthy written feedback, particularly if they haven't been hired.
To overcome this, keep surveys concise and prioritize multiple-choice or shorter answer formats that are convenient for candidates to share their valuable feedback. Here are a few best practices to keep in mind:
By following these best practices, you'll design candidate experience surveys that are engaging, user-friendly, and yield valuable insights to improve your hiring process.
In a nutshell, effective listening holds the power to transform your hiring game. By actively listening to candidates, you gain insights that enhance their experience, bolster your employer brand, and attract top talent. Embrace the art of listening, refine your processes, and create a hiring journey that leaves a lasting impact.
Remember, each candidate's voice matters, so let's prioritize their feedback and make meaningful improvements. With an attentive ear and a commitment to continuous improvement, you'll set yourself apart as an employer who truly values the candidate experience.
Pragnesh is the EiR at Adaface. He loves reading books more than scrolling through social media, which is a big deal if you ask him.