What are the best ways to collect feedback from candidates?

Post-interview surveys Structured follow-up emails One-on-one debrief sessions Online feedback forms Be proactive Allow anonymity Keep it simple Offer incentives Collect feedback at all times Collect feedback through a third-party

For thorough candidate feedback, make use of surveys, exit interviews, feedback forms, interview debriefs, social media monitoring, ongoing communication, anonymous platforms, follow-up emails, focus groups, and data analytics.

Great insights! Setting clear goals is key! I believe it's not just about collecting feedback for the sake of it, but understanding how every piece of information contributes to our continuous improvement. One thing I would add is considering the TIMING of feedback requests—finding the sweet spot after the candidate's journey ensures fresh and valuable insights. I would agree that aligning questions with specific stages can make feedback more focused and actionable. Additional tip: Infuse a bit of personality into surveys for a more genuine response.

The best ways to collect feedback from candidates include post-interview surveys, structured follow-up emails, and one-on-one debrief sessions. Each method allows for candid insights into their experience and perceptions.

Feedback should always be engaging and short. We all know how important it is to get feedback from candidates. What remains a mystery is how to get it, what it all means and how to use it. Getting feedback from candidates sometimes feels like wringing a sponge that’s already been drying in the sun. They don’t have time, they’re not motivated and, quite frankly, they have better things to do (they’re job hunting, after all). However, collecting and using feedback is a vital part of the interview process. So it’s worth dedicating time and resources to get it right.

In retained search, feedback should always be a phone call. There may be a more immediate text or email, but having dialog to understand and talk through any points is essential.

In my experience, it may work in different ways. For example, at my current company, we collect feedback by sending Google forms to candidates, or sending a link to Glassdoor for them to easily find our page and share their feedback. It works for all cases, whether it's a case when a candidate passes through all the stages or not. It helps to see the whole picture. Also, in some cases, I'm jumping on a call to ask personally for feedback, it helps me understand what are the areas of improvement in my recruitment process. And, of course, I ask those who accept the offer - what was good and not really in the process, so I could implement some changes in the future :)

Various feedback collection methods exist for candidate feedback, each with distinct advantages: 1. Email Surveys: Utilize platforms like SurveyMonkey or Google Forms to send automated or personalized email surveys after hiring stages. Cost-effective, they reach a wide candidate pool efficiently. 2. Phone Calls: Engage candidates verbally for more personalized, interactive feedback. This method delves deeper into experiences and emotions, fostering a more in-depth understanding. 3. Online Reviews: Encourage feedback on public platforms such as Glassdoor or Indeed. Public reviews enhance employer reputation and visibility, offering transparency to potential candidates. Choose methods aligning with your goals and resources.

I think DIVERSIFYING our methods is key – different candidates may prefer different channels, ensuring a more comprehensive view. ONE THING I WOULD ADD is timing – striking while the iron is hot, right after stages, can capture fresher insights. I believe EMAIL SURVEYS are like the silent warriors – unintrusive yet powerful in gathering candid responses. I would agree that PHONE CALLS bring a human touch, unveiling nuances that might be missed in written feedback. ADDITIONAL TIP: Don't forget the post-interview window – candidates' minds are buzzing with thoughts, and that's when the golden nuggets often surface!

Selecting the right methods is crucial for effective candidate feedback collection. Offer diverse channels such as online surveys, one-on-one interviews, or anonymous feedback forms to accommodate varying preferences. Leverage post-interview surveys or candidate experience platforms for structured insights. Integrate open-ended questions to capture nuanced feedback. Actively seek feedback throughout the recruitment process to ensure real-time insights. Emphasize anonymity to encourage honest responses. Regularly assess and adapt your feedback methods based on candidate preferences and evolving recruitment needs. Tailoring your approach enhances participation and yields valuable, actionable feedback.

When seeking feedback from candidates, framing relevant, specific, and actionable questions is crucial. Avoid ambiguity, bias, or leading queries to prevent influencing responses. Strike a balance; avoid overwhelming candidates with excessive questions. Employ a mix of open-ended and closed-ended queries, incorporate rating scales to gauge satisfaction, engagement, or loyalty. Consider implementing the Net Promoter Score (NPS) – a single question assessing the likelihood of recommending your company. This method assesses overall candidate experience and employer brand quality.

I think the key is STRIKING BALANCE – being specific without overwhelming candidates is an art. ONE THING I WOULD ADD is crafting questions that dive into the EXPERIENCE – it's not just about steps but emotions felt along the journey. I believe the NET PROMOTER SCORE is a gem – a simple question that unveils a wealth of insights on candidate satisfaction. I would agree that a mix of open and closed-ended questions is like a dynamic duo, capturing both depth and quick insights. ADDITIONAL TIP: Consider a post-hire follow-up – insights on the onboarding experience are often a goldmine for improvements

Asking the right questions is paramount for meaningful candidate feedback. Tailor inquiries to elicit specific insights about the application process, interview experience, and overall impression. Incorporate a mix of closed-ended questions for quantitative data and open-ended questions for qualitative insights. Include queries about communication, clarity of information, and perceptions of the company culture. Seek feedback on areas candidates feel could be improved. By framing precise and relevant questions, you not only gather actionable feedback but also demonstrate a commitment to continuous improvement in the candidate experience.

SEGMENTATION, the power move for tailored insights! I think it's like having a personalized roadmap for each candidate's journey. ONE THING I WOULD ADD is considering the TIMELINESS of feedback – segmenting by stage allows us to address concerns when they matter most. I believe segmenting by ROLE is a genius move – understanding the nuances for different positions is key to enhancing the candidate experience. I would agree that SOURCE SEGMENTATION unveils the MVPs in our sourcing game, helping us invest wisely. ADDITIONAL TIP: Don't forget to loop back – sharing improvements made based on feedback reinforces transparency and builds trust.

Segmenting your candidate feedback process enhances its effectiveness. Tailor feedback collection methods based on different stages of the recruitment process. Employ post-application surveys to assess the initial experience, interview-focused feedback for assessment phases, and post-offer surveys for overall impressions. Customize questions to align with each segment's unique aspects. Consider candidate personas, such as entry-level vs. experienced hires, and adjust feedback forms accordingly. This targeted approach not only yields more specific insights but also allows for nuanced improvements, ensuring a candidate-centric recruitment process.

Yes, it is good not only to collect, but to analyze this feedback, and actually find any gaps in the recruitment process. I care about my processes so after each new process and gathering feedback, I try to improve some things based on this feedback.

ANALYZING AND ACTING, the heart of feedback transformation! I think it's not just about collecting data but crafting a narrative from it. ONE THING I WOULD ADD is involving your TEAM in the analysis – diverse perspectives can uncover insights you might miss. I believe DATA VISUALIZATION is the unsung hero – turning numbers into stories that guide our improvement journey. I would agree that not just identifying gaps but CELEBRATING successes is crucial – it keeps the positive momentum going. ADDITIONAL TIP: Consider a feedback loop – updating candidates on changes made based on their input fosters a culture of continuous improvement. Excited to hear others' approaches to feedback analysis and action!

Collecting feedback from candidates is impactful when followed by thorough analysis and action. Regularly review aggregated feedback, identifying recurring themes and patterns. Prioritize areas for improvement based on candidate sentiments. Develop action plans addressing specific concerns or enhancing positive aspects. Communicate changes implemented as a direct result of candidate feedback to showcase a commitment to improvement. This continuous feedback loop not only refines the candidate experience but also demonstrates a responsive and candidate-centric approach, positively influencing your employer brand and recruitment effectiveness.

1. Automated surveys: implement automated surveys post-interview. A study by IBM shows that candidates are 38% more likely to accept a job offer if their recruitment experience is positive. 2. Real-time feedback tools: use digital platforms during the recruitment process for immediate feedback. 3. Exit interviews for unsuccessful candidates: conduct interviews with candidates who weren't selected. insights from these sessions are often more candid and revealing. 4. Data analytics: use analytics tools (or use your better judgement) to assess feedback trends and patterns. This helps in making data-driven improvements in your recruitment process.

I think, in the ever-evolving recruitment landscape, staying CURIOUS is our superpower – exploring new trends and technologies keeps us agile. ONE THING I WOULD ADD is nurturing a FEEDBACK CULTURE not just externally but internally too – our team's insights are priceless for growth. I believe, in the candidate-centric era, EMPATHY is the golden thread – understanding and addressing their needs fuels a positive experience. I would agree that never underestimating the POWER OF STORYTELLING in our employer brand adds a human touch. ADDITIONAL TIP: Don't shy away from SHARING FAILURES – it's the stepping stone to innovation and improvement.

Having set of goals, tools and metrics in place is fundamental to gather the right data and implement thoughtful changes into the process and recruitment strategies. But there are different environments and maturity in organizations. If there is lack of proper tools to apply from corporate perspective, recruiters should keep it in their own focus and craft a proper feedback gather strategy to improve on their performance and recruitment skills. Simple templates, setting personal goals, excel tracker and timely execution.

Avoid drowning in a sea of open-ended questions; opt for specific inquiries that pinpoint the highs and lows of the candidate experience. Resist the temptation to overlook the power of anonymity; honest feedback often thrives in the shadows. Don't let the feedback process resemble a bureaucratic maze; keep it streamlined and accessible, ensuring insights flow effortlessly. Collecting candidate feedback is about refining your recruitment game, not drowning in a surplus of data.