Forgot Password?
OR
Sign UpLogin With Facebook
Sign UpLogin With Google

Free Recruitment Survey

50+ Sample Recruitment Evaluation Survey Questions

Surveys > Employee

Boost your hiring success by measuring recruitment satisfaction at every stage - from first touchpoint to offer acceptance. A recruitment survey questionnaire gathers candidate experience questions, quality-of-hire survey questions and hiring manager feedback to pinpoint what resonates and where you can improve. Download our free template preloaded with example recruitment survey questions, or build a custom questionnaire with our online form builder if you need more tailored recruiting surveys.

Full name
Email address
Position you are applying for
How many years of relevant work experience do you have?
Less than 1 year
13 years
46 years
710 years
More than 10 years
What is your highest level of education?
High School Diploma
Associate's Degree
Bachelor's Degree
Master's Degree
Doctorate
Please list your key skills or areas of expertise.
Why are you interested in this position?
What is your availability to start?
Immediately
Within two weeks
Within one month
More than one month
What is your desired salary range (annual)?
Under $40,000
$40,000$60,000
$60,000$80,000
$80,000$100,000
Over $100,000
How did you hear about this position?
Company website
Job board
Employee referral
Social media
Other
{"name":"Full name", "url":"https://www.poll-maker.com/QPREVIEW","txt":"Full name, Email address, Position you are applying for","img":"https://www.poll-maker.com/3012/images/ogquiz.png"}
Copy/Edit Survey Send to Recipients Make a Survey w/AI Form Builder Survey Tips More Questions FAQ

Trusted by 5000+ Brands

Logos of Poll Maker Customers

Top Secrets to Crafting a Powerful Recruitment Survey

Recruitment survey design starts with clear goals. You want actionable insights on your candidate journey and hiring manager satisfaction survey questions. A well-crafted questionnaire on recruitment process ensures you gather honest feedback without wasting time or worrying about confusing wording.

Begin by pinpointing what matters most: time-to-hire, communication clarity, or the fairness of screening. Use a trusted framework like the one in Survey Design | IT@UMN to structure questions and format them logically. This keeps respondents engaged and data reliable.

Be mindful of ethics and privacy from the start. Specify informed consent, protect candidate confidentiality, and state estimated completion time. For detailed principles, see Survey Research Design Basics. That level of transparency boosts response rates and trust.

Imagine a growing startup rolling out a quick Candidate Experience Survey. They ask "What do you value most about our hiring process?" and "How satisfied are you with communication during recruitment?" within 3 days of an interview. Their rapid feedback loop trimmed drop-off rates by 15% in one quarter.

Ready to run your own poll? Start small with 5 - 7 targeted questions, pilot internally, then refine. Clear labels and consistent scales matter. Pre-test on a handful of colleagues before your full launch to catch confusing wording early.

These top secrets set you on the path to clearer insights, better decisions, and stronger employer branding. Follow each step, iterate often, and let data guide your next hiring move.

Illustration showcasing key insights and outcomes from recruitment survey questions.
Illustration showcasing relevant topics explored through recruitment survey questions.

5 Must-Know Tips to Avoid Common Recruitment Survey Mistakes

Jumping into a recruitment survey without planning leads to poor data. Many teams skip pilot testing, ask ambiguous "recruiting survey questions," or overload candidates with too many items. These missteps damage response rates and trust.

Tip 1: Keep it concise. Limit your candidate experience survey to 8 questions max. Too many pages or free-text fields make people abandon halfway through.

Tip 2: Balance scales and open-ends. Mix quantitative "How would you rate our application process?" with qualitative "What could we improve?" This combo yields numbers you can chart alongside vivid stories.

Tip 3: Beware question bias. Avoid leading phrasing like "Was our hiring manager courteous enough?" Instead, ask neutrally: "Rate the courtesy of our hiring team." Overcome bias and gather real impressions.

Tip 4: Leverage expert advice. Check the guide at How to design better candidate surveys for best timing and anonymity. And don't forget to link your findings back to an Interview Survey for a full picture.

Tip 5: Review and refine. Run quick internal tests, analyze pilot feedback, then tweak. Plot response patterns, drop poorly-performing items, and update phrasing. With these insider tips, you'll dodge common pitfalls and capture clear, reliable feedback every time.

Candidate Experience Questions

This section explores how candidates perceive your hiring journey, from application to offer. Gathering their feedback uncovers friction points and enhances engagement during every touchpoint. Use insights from our Candidate Experience Survey to refine your process.

  1. How satisfied were you with the clarity of the job description?

    Assessing clarity helps ensure candidates fully understand role expectations before applying, reducing misaligned applications and improving overall fit.

  2. How easy was the application process on our career portal?

    Evaluating ease of use highlights potential technical or design barriers that might deter qualified candidates from completing their applications.

  3. Did you receive timely communication after submitting your application?

    Timely updates demonstrate respect for candidates' time and maintain their interest, reducing drop-off rates during early stages.

  4. How well did the interview schedule meet your availability?

    Scheduling flexibility shows candidates that you value their time and can improve their overall perception of your organization.

  5. Were the interviewers prepared and engaged during your interview?

    Well-prepared interviewers create a professional atmosphere and reflect positively on your employer brand.

  6. How clear were the next steps communicated to you after each stage?

    Clear instructions for next steps reduce candidate anxiety and increase the likelihood they stay engaged throughout the process.

  7. How would you rate the professionalism of our recruiting team?

    Professionalism builds trust and ensures candidates feel respected, which can positively influence their decision to join.

  8. How informed did you feel about our company culture and values?

    Cultural insight helps candidates self-select based on fit, leading to higher engagement and better retention.

  9. Did you feel your questions and concerns were adequately addressed?

    Two-way dialogue fosters transparency and trust, making candidates feel their input is valued.

  10. Overall, how likely are you to recommend our recruitment process to others?

    This net promoter-style question gauges candidate advocacy, a strong indicator of a positive hiring experience.

Hiring Manager Satisfaction Questions

These questions gather hiring managers' perspectives on candidate quality, process efficiency, and communication. Their feedback ensures alignment between HR and departments, speeding up time-to-fill and improving hire outcomes. Compare insights with our HR Feedback Survey for a full picture.

  1. On a scale from 1 to 5, how satisfied are you with the quality of candidate shortlists provided?

    This measures how well screening criteria match your requirements, indicating alignment between recruiters and hiring managers.

  2. How effectively did the recruitment team understand your hiring needs?

    Strong understanding reduces back-and-forth, accelerates candidate selection, and improves overall satisfaction.

  3. Rate the timeliness of candidate submissions after requisition approval.

    Timely candidate delivery reflects recruitment responsiveness and impacts project timelines.

  4. How satisfied are you with the diversity of the candidate pool?

    Diverse candidate sourcing promotes inclusive hiring and brings varied perspectives to your team.

  5. Did the interviewing process align with your expectations for candidate interaction?

    Ensuring the interview format meets your standards enhances the evaluation process and candidate experience.

  6. How clear were the recruitment team's communications during the hiring cycle?

    Clear updates prevent misunderstandings, keep stakeholders informed, and maintain momentum.

  7. Rate your confidence in the final candidate's ability to perform the role.

    Confidence metrics predict long-term hire success and inform future recruitment strategy.

  8. How useful were the recruitment metrics and reports provided?

    Effective reporting supports data-driven decisions and highlights areas for process improvement.

  9. How satisfied are you with post-offer onboarding coordination?

    Seamless onboarding handoff ensures new hires ramp up quickly and feel supported from day one.

  10. Overall, how would you rate your experience collaborating with our recruitment team?

    This high-level satisfaction score identifies strengths and areas where partnerships can be strengthened.

Recruitment Process Survey Questions

This category evaluates the efficiency and effectiveness of each phase in your recruitment workflow. Identifying bottlenecks and best practices helps you streamline operations and reduce costs. Pair these findings with an Evaluation Survey to benchmark process performance.

  1. How efficient do you find our candidate sourcing methods?

    Efficiency metrics highlight which channels deliver quality candidates quickly and cost-effectively.

  2. How well does our applicant tracking system meet your needs?

    An effective ATS streamlines communication, candidate tracking, and reporting for recruiters and managers.

  3. Rate the coordination between recruitment and hiring teams.

    Strong coordination reduces duplication of effort and speeds up decision-making.

  4. How satisfied are you with our pre-employment assessment tools?

    Accurate assessments help predict on-the-job performance and reduce time to full productivity.

  5. How clear are the hiring manager guidelines provided by HR?

    Clear guidelines ensure consistency in candidate evaluation and alignment with organizational goals.

  6. How timely is the feedback loop between interviews and decision-making?

    Fast feedback keeps candidates engaged and decreases the risk of losing top talent to competitors.

  7. Rate the effectiveness of our employer branding initiatives.

    Strong branding attracts high-quality applicants and differentiates your organization in a competitive market.

  8. How seamless is our offer extension and negotiation process?

    A smooth offer process improves acceptance rates and strengthens the candidate relationship.

  9. How adequate are our diversity and inclusion practices in recruitment?

    Inclusive practices broaden the talent pool and support organizational values around equity.

  10. Overall, how would you rate the efficiency of our end-to-end recruitment process?

    This summary metric provides a quick benchmark for continuous improvement initiatives.

Quality of Hire Questions

These questions measure post-onboarding performance, cultural fit, and retention indicators to evaluate hire success. Quality-of-hire insights guide future sourcing strategies and training programs. Combine results with our Staffing Survey for deeper talent analytics.

  1. How would you rate the new hire's job performance after three months?

    Early performance feedback reveals the accuracy of your selection and onboarding processes.

  2. How well does the hire's skill set match the job requirements?

    Skill alignment is critical to productivity and long-term employee satisfaction.

  3. How effectively has the new hire integrated into team workflows?

    Successful integration indicates cultural fit and supports collaboration metrics.

  4. Rate the hire's adaptability to our organization's culture.

    Cultural adaptability influences engagement, retention, and overall job satisfaction.

  5. How satisfied are you with the hire's communication skills?

    Strong communication facilitates teamwork and reduces misunderstandings in daily tasks.

  6. How would you evaluate the hire's problem-solving abilities?

    Problem-solving skills drive innovation and efficiency in role-specific scenarios.

  7. How likely is the hire to achieve performance targets within six months?

    Predictive performance metrics inform resource allocation for training and support.

  8. Rate the new hire's contribution to team goals and projects.

    Measuring contributions reflects the practical impact of your recruitment decisions.

  9. How satisfied are you with the hire's learning curve during onboarding?

    A smooth learning curve indicates robust onboarding programs and realistic role previews.

  10. Overall, how would you rate the quality of this hire compared to expectations?

    This holistic score ties together performance, fit, and long-term potential in a single metric.

Talent Acquisition Feedback Questions

Gather comprehensive feedback on your talent acquisition strategies, including sourcing channels, employer brand, and candidate engagement. These insights ensure continuous improvement across recruitment and retention initiatives. Pair them with our Employee Training Survey for end-to-end talent insights.

  1. Which sourcing channel brought you to our job opportunity?

    Identifying effective channels helps allocate recruitment budget to the highest-performing sources.

  2. How appealing did you find our employer branding across platforms?

    Brand perception influences application rates and helps differentiate your organization.

  3. How relevant are our recruitment marketing messages to your interests?

    Targeted messaging improves candidate engagement and the quality of applicants received.

  4. Rate the user experience of our career portal and application tools.

    User-friendly portals reduce drop-off rates and enhance the overall candidate journey.

  5. How transparent were we about compensation and benefits during recruitment?

    Transparency builds trust and minimizes offer negotiation issues later in the process.

  6. How responsive was our team to your follow-up inquiries?

    Prompt responses signal respect for candidate time and foster positive relationships.

  7. How would you rate your overall interaction with our talent acquisition team?

    Positive interactions strengthen your talent pipeline and encourage future engagement.

  8. How satisfied are you with the diversity of communication styles used?

    Adaptable communication addresses varying candidate preferences and backgrounds.

  9. How likely are you to consider a future role with our organization?

    Indicates long-term employer brand strength and candidate loyalty potential.

  10. Overall, how effective do you feel our talent acquisition process is?

    This summary question reflects strategic recruitment effectiveness and guides program improvements.

FAQ

What are the key candidate experience questions to include in a recruitment survey?

Include questions on application clarity, communication timeliness, interview fairness, recruiter professionalism, process transparency, and overall satisfaction. Use a candidate experience survey template with 1 - 5 rating scales and open-ended prompts. This recruitment survey template ensures consistent data and actionable insights for improving your hiring process.

How can I design a hiring manager satisfaction survey to evaluate the recruitment process?

Start by defining objectives, such as hiring speed and quality. Draft clear Likert-scale items on communication, candidate fit, process efficiency, and recruiter support. Pilot a free hiring manager satisfaction survey template, collect responses via email, then analyze results to optimize your recruitment workflow.

What are effective recruitment survey questions for assessing the quality of hire?

Ask hiring managers to rate candidate performance through specific recruitment survey questions like job fit, time-to-productivity, cultural alignment, and retention likelihood. Include open-ended prompts for qualitative feedback. Use a quality of hire survey template with example questions to standardize assessment and improve your talent acquisition outcomes.

How do I create a recruitment process survey questionnaire to gather candidate feedback?

Choose a survey platform or free recruitment process survey template, then define feedback goals. Draft concise multiple-choice and open-ended questions covering application ease, interview clarity, communication timeliness, and overall experience. Pilot test your questionnaire, distribute to candidates via email or link, and analyze responses to refine hiring process.

What are the best recruitment survey questions to measure candidate satisfaction?

Use best practice recruitment survey questions such as rating overall candidate satisfaction, communication clarity, application ease, interview fairness, and recruiter responsiveness. Combine 1 - 5 scales with one open-text question. A candidate satisfaction survey template ensures consistent data and actionable insights to enhance your employer brand and hiring efficiency.

How can I develop a recruitment evaluation survey to improve our hiring practices?

Identify key metrics and objectives, then create Likert-scale items on recruitment speed, candidate quality, diversity, and hiring manager satisfaction. Include open-ended questions for improvement ideas. Use a free recruitment evaluation survey template to collect structured feedback, analyze trends, and continuously refine your hiring practices for better candidate and business outcomes.

What are some sample hiring manager recruitment survey questions to assess the hiring process?

Sample hiring manager recruitment survey questions can include satisfaction with candidate quality, communication effectiveness, process timeliness, sourcing efficiency, and tool usability. Use 5-point scales and offer open-text fields for comments. A sample hiring manager survey template speeds setup, provides best-practice questions, and helps you optimize your recruitment process.

How do I formulate recruitment survey questions for candidates to enhance their experience?

Focus on clarity and relevance when formulating recruitment survey questions for candidates. Ask about application simplicity, interaction quality, feedback timeliness, interview comfort, and overall satisfaction. Use a candidate survey template with clear wording. Test questions for bias, then distribute via email or link to enhance candidate experience insights.

What are the top recruitment survey questions to include in a talent acquisition survey?

Include top recruitment survey questions such as sourcing channel effectiveness, employer brand perception, candidate journey ratings, NPS, recruiter responsiveness, and time-to-hire metrics. Mix Likert scales with open-ended prompts. A talent acquisition survey template with these core questions ensures comprehensive feedback to strengthen your hiring strategy.

How can I create a recruitment satisfaction survey to gather feedback from new hires?

Define objectives and target new hire feedback when creating a recruitment satisfaction survey. Ask about onboarding clarity, role expectations, training effectiveness, cultural fit, and overall satisfaction. Use a new hire survey template with rating scales and open-text fields. Distribute via email after 30-day mark for timely insights.

Related Survey Questions

Form Builder (FREE)