Candidate experience
May 1, 2019

Post-Recruitment Surveys: Why They’re Worthwhile and What to Ask For

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If you aim to be a great recruiter, you need to know what draws in candidates to your company. Not only that, but you also need to be aware of what drives them away – and one of the easiest ways to learn about these subjects is by running post-recruitment surveys.

There are many platforms on the Internet that allow you to run these surveys. For practical reasons, it is better to ask close-ended questions with a 1 to 5 rating scale – primarily because it’s easier to analyze such answers, and also because candidates don’t have the time necessary to provide more elaborate answers.

OK, so what questions should you be asking your candidates then?

The Big Stuff: Brand Awareness and Candidate Experience

Your brand awareness activities are not just for your prospective customers – they’re also for your prospective candidates. That being said, you should be paying attention in order to learn how successful these activities can be.

Ask your candidates:

  • If they were aware of your company prior to recruitment;
  • How they learned about the vacant position; and
  • What parts of the job intrigued them enough to apply?

Then, ask for their overall recruitment experience. Ask questions like:

  • How did you feel about the length of the recruitment process?
  • How clearly did the recruiter explain the recruitment process following the interview?
  • Was communication with the recruiter prompt and consistent?

The Small Stuff: Feedback to Interviewers

However, the recruitment process is not only about the big things. First and foremost, it’s about the people at your company: the recruiters, the team supervisors, the managers, and every other employee involved in the process.

All of these people are your candidate’s prospective colleagues. So it’s good to ask:

  • How friendly the receptionist and other employees were upon their arrival;
  • If they felt welcomed and comfortable;
  • How professional the recruiters were, and if they were prepared and on time; and
  • If the recruiters managed to explain the job and company culture.

Then, ask your candidate about their attitude after the interview. Say something like:

  • Do they see your company as somewhere they’d like to work? Did the interview increase their excitement for the job?

And finally:

  • Would they encourage their friends to apply to your company?


As you start to ask your candidates the above questions, you will begin to collect data that will allow you to locate weak points both in your recruitment processes and with your employer branding.

Running post-recruitment surveys will allow you to understand how your company culture and processes are perceived and will allow you to identify which parts of the process need improvement. Alongside those things, you’ll also be able to point out the recruiters on your team that do an outstanding job, as well as those who need to improve their skills.

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