A candidate experience survey is a short feedback form that job applicants complete during or after hiring. It shows employers the process the way candidates see it. Most teams track time to hire and cost per hire. Few track how candidates feel along the way.<\/p>\n\n\n\n
That gap is expensive. In a survey of 2,500 workers in the US, UK, and Germany, 61% of job seekers said an employer had ghosted them after an interview<\/a>. Candidates remember that silence, and they talk about it.<\/p>\n\n\n\n In this blog, we’ll cover what to ask, when to send the survey, how to score the results, and which mistakes to avoid.<\/p>\n\n\n\n\n\n A candidate experience survey is a structured questionnaire that applicants, interviewees, and sometimes new hires use to rate and comment on each step of the hiring process. Recruiting and HR teams use the answers to find where candidates get confused, lose interest, or drop out.<\/p>\n\n\n\n A good survey measures six things:<\/p>\n\n\n\n Several surveys sound alike but measure different moments. Candidate experience is the overall impression a person forms while applying. The survey is the tool that measures it. Our guide to candidate experience<\/a> covers the concept itself.<\/p>\n\n\n\n The table below separates the surveys people most often confuse.<\/p>\n\n\n\n\nWhat is a candidate experience survey?<\/strong><\/h2>\n\n\n\n
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How is it different from similar surveys?<\/strong><\/h2>\n\n\n\n