Here's how you can gather feedback from candidates after an interview.

Structured Surveys: Send a post-interview survey to candidates with specific questions about their experience. Include both multiple-choice and open-ended questions to gather quantitative and qualitative feedback on the interview process, communication, and overall experience. Follow-Up: Reach out via email requesting feedback. Personalize the message to encourage candid responses, asking about their thoughts on the interview process, the professionalism of the interviewers, and any suggestions for improvement. Phone Calls/Video Chats: Conduct brief follow-up calls or video chats with candidates to discuss their interview experience. This method allows for a more personal touch and can provide deeper insights into areas for improvement.

Craft concise and targeted surveys to capture candidates' post-interview experiences, allowing them to provide structured feedback on the interview process, the clarity of communication, and the overall candidate experience. Utilize open-ended questions to encourage detailed responses, enabling candidates to share specific insights and suggestions for improvement.

The best way is to personally call candidates to gather feedback, especially those who reached the final stages of the interview process. Keep the conversation brief and focused. Ask a few key questions about their experience. record this for future reference.

Craft a concise and clear questionnaire that covers various aspects of the interview experience, including communication, organisation, and interviewer professionalism. Ensure anonymity to encourage honest responses. Personalise the email to express appreciation for their time and input, emphasizing the value of their feedback in enhancing the recruitment process. Provide a deadline for response to prompt timely feedback collection. After receiving responses, analyse the data to identify trends and areas for improvement in your interview process. Incorporate constructive feedback to refine your approach and create a positive candidate experience, ultimately strengthening your recruitment efforts.

To gather feedback from candidates after an interview: Send a Follow-Up Email: Thank candidates and invite feedback. Use an Online Survey: Provide a link to an anonymous survey. Conduct a Phone Call: Collect detailed verbal feedback. Provide a Feedback Form: Attach an easy-to-complete form. Ask Open-Ended Questions: Encourage detailed responses. Ensure Anonymity: Assure confidentiality. Act on Feedback: Implement and communicate improvements.

Direct conversation is often the best way to gather feedback from candidates after an interview for several reasons: 1) It fosters a personal connection, showing candidates that you value their opinions and experiences. 2) Conversations allow for more nuanced and detailed feedback, as candidates can elaborate on their responses and you can ask follow-up questions. 3) You can immediately clarify any ambiguities and delve deeper into specific areas of concern. 4) This method demonstrates a commitment to improving the candidate experience, enhancing your employer's brand. Direct conversations with talent can provide richer, more actionable insights, heighten the candidate experience, and reinforce a positive impression of your organization.

Ask questions which move the process forward. What questions were you asked by each member of the interview process? What do feel you answered well? What do you feel you could have answered better?

I prefer the direct conversation when it comes to collecting feedback from candidates after they appear in the interview. I do check multiple aspects like how long the interview went, whether you were able to answer all the questions, does the panel seemed satisfied and happy with your answers, or were he engaging in the discussion or was in a hurry, etc.

Frame your request for feedback in a way that emphasizes the importance of their opinion and your commitment to improvement. Make it clear that you value their honest feedback and that it will be used to enhance the candidate experience.

Engaging in direct conversations with candidates post-interview can be highly effective in gathering feedback. Reach out personally, expressing gratitude for their time and interest in the position. Open the discussion by inviting them to share their thoughts on the interview experience, encouraging honesty and constructive criticism. Actively listen to their feedback, probing for specific details on areas such as communication, clarity of questions, and overall impression. Take notes to capture key points and ensure follow-up on any concerns raised. Use this feedback to evaluate and enhance your interview process, demonstrating a commitment to continuous improvement and candidate satisfaction.

Use open-ended questions to encourage candidates to share their thoughts and experiences freely. Avoid leading questions and give the candidate ample time to respond without interruption.

Conducting follow-up calls with candidates post-interview can be instrumental in gathering feedback. Initiate the call by expressing appreciation for their participation in the interview process and their interest in the position. Create a comfortable environment for open dialogue, encouraging candidates to share their thoughts candidly. Ask specific questions about their experience, such as their impressions of the interview format, clarity of questions, and interaction with interviewers. Actively listen to their responses, probing for additional details when necessary. Take note of any areas of improvement mentioned by the candidate. Use this feedback to refine your interview process and enhance the candidate experience.

Ensure that the feedback form is clear, concise, and easy to fill out. Include a mix of multiple-choice questions, rating scales, and open-ended questions to gather both quantitative and qualitative feedback.

Ensure feedback form is short, crisp and clear and not consuming much time, as candidate also will be engaged in multiple things to follow and do.

Some candidates might prefer to share their feedback privately. Encourage them to send direct messages if they have more detailed or sensitive feedback. Ensure your direct messages are open and you are ready to respond promptly.

Utilize social media platforms to gather feedback post-interview. Craft a concise post asking candidates to share their thoughts on their interview experience. Encourage them to comment or direct message with their feedback. This approach engages candidates in a familiar environment, making it more likely for them to share their insights. Plus, it demonstrates transparency and a commitment to improvement, enhancing your employer brand.

Look for common themes in the feedback. Are multiple candidates mentioning the same issues or praising the same aspects? Identifying these patterns helps you pinpoint specific areas that need attention or aspects that are working well.

Look for common feedback, negative or positive and work on same for the improvement of the process. Highlight the repetitive feedbacks to management to be considered and take action on same.

candidate can give positive and negative feedback as per his/her experience in interview. It is always better to go through interview as well before considering any feedback , validate the points and then highlight same to management on the process improvement.

Incorporate a follow-up video message from the hiring manager expressing appreciation for the candidate's time. This personal touch not only strengthens the employer brand but also fosters a positive connection, potentially turning a candidate into a brand advocate.