A candidate experience survey is a tool used to gather honest feedback from job applicants about their journey through your hiring process.
Candidate experience survey helps you understand how candidates felt at each stage, from reading the job ad and submitting an application to going through interviews, receiving an offer or rejection, and starting their first days on the job.
The goal is to get a real sense of what worked, what didn’t, and how you can improve the overall experience.
In fact, according to Glassdoor (as cited in Forbes, 2022), organizations that prioritize a strong candidate experience see up to a 70% improvement in the quality of their hires, showing just how much thoughtful hiring practices can directly impact talent outcomes.
Why Candidate Experience Surveys Matter
A candidate experience survey is important to do because it gives you honest feedback from candidates who’ve been through your hiring process. It helps you understand what’s working, what needs improvement, and how to create a better experience for every candidate.
1. Spot What’s Working and What’s Not
Surveys give you honest feedback from the people who’ve experienced your hiring process firsthand. They help you see what’s going well and where things need work, whether that’s the job ad, communication, or onboarding.
2. Strengthen Your Employer Brand
When candidates feel respected and listened to, even if they aren’t hired, they are more likely to speak positively about your company. That kind of experience spreads through word of mouth and online reviews, which helps attract more top talent.
According to Hubert, 97% of candidates would refer others to apply if they had a positive experience, regardless of the outcome.
3. Improve Recruitment Outcomes
Candidate feedback helps you fix pain points like unclear application steps, slow follow-ups, or confusing interviews. A smoother process makes it easier to attract strong applicants and increases the chances they’ll accept your offer.
4. Support Fair and Inclusive Hiring
Surveys can help uncover areas where your process may unintentionally create bias or inconsistency. Addressing those issues early on supports more fair and equitable hiring practices.
5. Make Continuous Improvements
When you run surveys consistently, you can track progress over time. That means you’re making decisions based on real data, not just guesswork, and adjusting your hiring process with purpose.
6. Build Lasting Candidate Relationships
Even candidates who aren’t selected can become advocates for your brand if they feel the process was respectful and thoughtful. A simple follow-up survey shows that you care about their experience and value their input.
Also Read: 15 Top Video Interviewing Softwares (and What Makes Them Unique)
Candidate Experience Survey Questions
Tailoring your questions to each stage of the hiring process helps you gather more useful and specific feedback. Here’s a quick breakdown of key stages, recommended formats, and sample questions.
1. Sourcing & Attraction
This is your chance to find out what's working (or not) when it comes to attracting the right candidates. A quick survey here can show which channels are actually reaching people, how your job ads come across, and what candidates think about your brand before they even hit "apply."
Example Questions:
- Multiple Choice
- How did you hear about this job?
- Company website
- Job board
- Social media
- Referral
- Recruiter outreach
- Other
- Was the job ad clear about role requirements?
- Which of the following most influenced your decision to explore this opportunity?
- Role responsibilities
- Company reputation
- Salary/benefits information
- Career growth potential
- Remote/work flexibility
- Rating Scale
- How appealing did you find the job description?
- Scale: 1 (Not appealing) to 5 (Very appealing)
- How clear was the language used in the job post?
- Scale: 1 (Very unclear) to 5 (Very clear)
- How well did the role align with your expectations based on the job ad?
- Scale: 1 (Not aligned) to 5 (Perfectly aligned)
- Open-Ended
- What attracted you to apply for this position?
- Use this to understand which aspects of your job ad or employer brand are most compelling. Candidate responses help you emphasize the factors that motivate people to apply, such as benefits, responsibilities, or company values.
- Is there anything unclear or missing in the job advertisement?
- This helps identify information gaps or confusing language in your job postings. Improving clarity and completeness makes it easier for candidates to decide if the role fits them.
- What would you change or improve in our job posting to make it more compelling?
- Use these suggestions to fine-tune job descriptions. Candidates may point out tone, formatting, or specific details that could make the ad more appealing.
2. Application Submission
Want to know why some great candidates drop off halfway through? Ask them. A short survey can uncover if your application is too long, unclear, or just a bit clunky. Getting this right can seriously boost your completion rates and help you make a much better first impression.
Example Questions:
- Multiple Choice
- Were the instructions for applying clear?
- Did you encounter any technical issues while submitting your application?
- Was there a feature of the application process you especially appreciated?
- Rating Scale
- How easy was the application process?
- Scale: 1 (Very difficult) to 5 (Very easy)
- How likely are you to recommend our application process to others?
- Scale: 0 (Not likely at all) to 10 (Extremely likely)
- How well did the application platform function overall?
- Scale: 1 (Very poorly) to 5 (Very well)
- Open-Ended
- Please elaborate on your rating of the application process.
- This provides context for rating-scale responses. It helps clarify what worked well or poorly and gives your team a clearer view of the overall experience.
- What part of the application process could be improved or simplified?
- Use this to discover where candidates face friction. You can identify steps that feel redundant, confusing, or time-consuming, then adjust the process accordingly.
- If you encountered any issues, what were they and how did you resolve them?
- Responses here highlight technical glitches or user experience problems. This feedback helps you identify and fix issues that might be affecting application completion rates.
3. Screening & Shortlisting
This part of the process can often feel like a black box to candidates. A survey here helps you check if things feel fair, if communication is clear, and whether people understand what's happening next. It’s a small step that can really build trust.
Example Questions:
- Multiple Choice (3 Examples)
- Did you feel informed about the next steps after the screening stage?
- Did you have any concerns about how your application was evaluated?
- Was the communication around the screening process clear?
- Rating Scale
- The screening criteria were clear to me.
- Scale: Strongly agree / Agree / Neutral / Disagree / Strongly disagree
- How fair did the screening process feel overall?
- Scale: 1 (Very unfair) to 5 (Very fair)
- How clearly did we explain the requirements or expectations for the next step?
- Scale: 1 (Not clear at all) to 5 (Very clear)
- Open-Ended
- What did you appreciate about this stage of the process?
- Use this to pinpoint what made the experience positive for candidates. Whether it was prompt communication or a clear timeline, these insights can guide consistency across teams.
- If you had concerns about how your application was evaluated, please describe them.
- This question helps surface doubts about fairness or transparency. Reviewing patterns in these answers can help improve your evaluation criteria or communication.
- What could we improve in the screening or shortlisting experience?
- Use this to refine how you manage expectations, share updates, or evaluate applicants. Candidates may reveal ways to make this stage more efficient or respectful.
4. Interviews & Assessments
Interviews are a big deal, so it’s worth checking how candidates actually feel about them. Feedback at this stage can highlight how consistent and respectful your interviews are, surface any missteps in communication or expectations, and help improve how teams represent your company.
Reviewing your interview techniques can also ensure your process aligns with best practices and delivers a positive, structured experience for every candidate.
Example Questions:
- Multiple Choice
- Did you feel fairly assessed during the interview?
- Did you feel comfortable asking questions during the interview?
- Were you informed in advance about what to expect from the interview?
- Rating Scale
- How would you rate your interviewer’s professionalism?
- Scale: 1 (Very poor) to 5 (Excellent)
- The interview process was clearly explained in advance.
- Scale: Strongly agree / Agree / Neutral / Disagree / Strongly disagree
- How respectful and inclusive did the interview feel?
- Scale: 1 (Not at all) to 5 (Very much)
- Open-Ended
- What could we do to improve our interview process?
- This feedback helps you identify whether the structure, communication, or tone of your interviews meets candidate expectations. Use it to adjust formats or coach interviewers where needed.
- If you felt the interview was unfair, what led to that impression?
- Responses help identify any perceived bias or lack of consistency. These insights support efforts to ensure fairness and inclusivity across interviewers and departments.
- Was there anything you particularly appreciated or disliked about the interview experience?
- This gives a full picture of what candidates value or struggle with during interviews. You can use this to reinforce positive experiences and correct weak points.
Also Read: How to Write Rejection Email After Interview [With Sample]
5. Offer & Selection
Whether a candidate gets the job or not, how you handle this part leaves a lasting impression. Use a survey to see if decisions are being communicated clearly and respectfully. You’ll also get insight into how offers are received and whether you’re being transparent enough.
Example Questions:
- Multiple Choice
- Did you receive enough information about compensation and benefits?
- Would you recommend our selection process to others?
- Did you feel the final decision was communicated in a timely manner?
- Rating Scale
- How satisfied were you with the timeliness of your offer or rejection?
- Scale: 1 (Very dissatisfied) to 5 (Very satisfied)
- How clearly was the final decision communicated to you?
- Scale: 1 (Very unclear) to 5 (Very clear)
- How fair did the offer or rejection process feel to you?
- Scale: 1 (Very unfair) to 5 (Very fair)
- Open-Ended
- How did you feel about the way your outcome was communicated?
- Use this to assess whether your messages (whether offers or rejections) were timely, clear, and respectful. These impressions often shape how candidates talk about your company afterward.
- If you declined or are unsure about accepting the offer, what factors influenced your decision?
- This helps you understand why some candidates hesitate. Common themes like compensation, flexibility, or cultural fit can reveal where adjustments may be needed.
- What could we have done differently to improve your experience during this final stage?
- Responses here highlight any missed opportunities or friction at the end of the process. Improving this stage helps protect your brand reputation and builds goodwill.
6. Onboarding
The first few weeks matter. A quick check-in survey during onboarding helps you see how well new hires are settling in, whether they’re getting the info and support they need, and where there might be gaps. It’s a great way to catch issues early and set the tone for long-term success.
Recommended Format:
- Multiple Choice
- Rating Scale
- Open-Ended
Example Questions:
- Multiple Choice
- Did you feel welcomed and supported by your team during your first week?
- Were you given the resources needed to start your role effectively?
- Was your onboarding schedule clearly communicated in advance?
- Rating Scale
- How would you rate your onboarding experience overall?
- Scale: 1 (Very poor) to 5 (Excellent)
- Rate the effectiveness of the training provided during onboarding.
- Scale: 1 (Very ineffective) to 5 (Very effective)
- How prepared did you feel to begin your role after onboarding?
- Scale: 1 (Not prepared at all) to 5 (Very well prepared)
- Open-Ended
- What could have improved your onboarding experience?
- Use this to find weak spots in early training, tools, or team support. Early-stage feedback helps you make adjustments that lead to better retention and engagement.
- What part of the onboarding process was most helpful or valuable to you?
- This shows what is working well and should be preserved or expanded. You may learn that small efforts like welcome messages or a structured agenda make a big difference.
- Were there any gaps in information or support that you noticed during onboarding?
- This helps reveal any oversights that may cause confusion or slow productivity. Closing these gaps helps new hires feel more confident and prepared in their roles.
Also Read: The Ultimate Onboarding Checklist for Employers
To get the most out of your candidate experience surveys, timing matters just as much as the questions you ask. The best moment to send a survey is shortly after a candidate completes a key stage, ideally within one to two business days.
This applies whether they’ve just been interviewed, rejected, offered a position, or started onboarding. Keeping surveys tied to recent experiences helps ensure the feedback is specific, accurate, and more likely to be completed.
It also prevents survey fatigue by focusing only on meaningful touchpoints, showing candidates that their input is valued without overwhelming them.
How to Measure Candidate Experience
One of the easiest ways to measure candidate experience is by using the Candidate Net Promoter Score (cNPS).
NPS commonly used to measure customer experience or employee satisfaction. In recruitment, it also can be used to help you understand how candidates feel about your hiring process.
You can collect cNPS through short surveys. The key question usually looks like this:
“Based on your experience, how likely are you to recommend applying to [company]?”
Candidates answer on a scale from 0 (very unlikely) to 10 (very likely). Their responses are then grouped into three categories:
- Promoters (9–10): Had a great experience and would happily recommend your company.
- Passives (7–8): Felt okay about the process but not strongly enough to promote it.
- Detractors (0–6): Had a negative experience and would discourage others from applying.
To calculate your score, subtract the percentage of detractors from the percentage of promoters.
cNPS = % Promoters – % Detractors
The final score will fall between –100 (all detractors) and +100 (all promoters). A positive number means more candidates had a good experience than a bad one.
Because it’s simple and easy to track over time, cNPS gives you a clear benchmark to see if your recruitment improvements are actually working.
What Makes a Great Candidate Experience Survey?
A great candidate experience survey is clear, easy to complete, and focused on gathering insights you can actually use. It helps you learn what’s working, what’s not, and how to improve the hiring journey for everyone involved.
Here’s what sets the best ones apart:
- Has a Clear Purpose: Explain why the survey is being sent and how the feedback will be used. This builds trust and encourages honest responses.
- Tailored to Each Stage: Ask questions that match where the candidate is in the process, like application, interview, or onboarding.
- Mixed Question Types: Use a combination of yes/no, rating scales, and open-ended questions for balanced, useful feedback.
- Short and to the Point: Keep it brief, ideally 3 to 7 minutes, to encourage completion without overwhelming the candidate.
- Mobile-friendly: Make sure the survey looks good and works smoothly on smartphones, since many candidates respond on the go.
- Sent to All Candidates: Survey both hired and not hired candidates to get a complete picture of the overall experience.
- Protects Privacy: Clearly state that responses are anonymous or confidential to encourage honest, open feedback.
- Actionable: Focus on areas you can actually improve, like communication, fairness, and process clarity.
Bring Candidate Experience to a Higher Level with KitaHQ
Collecting candidate feedback is a powerful first step. It shows you what candidates experience and where your process may fall short.
From there, improvements can come through clearer communication, timely updates, fairer practices, and smart tools that streamline hiring, and one of them is KitaHQ.
KitaHQ is an AI-powered platform designed to simplify interviews, reduce bias, and support a more flexible, candidate-friendly hiring experience. It allows candidates to interview at their own convenience, while your team gains valuable insights through structured questions, automated scoring, transcripts, and recordings.
It’s a simple way to build a faster, fairer, and more human hiring journey. Book a demo of KitaHQ today and start delivering a better candidate experience!
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