Candidate Experience Survey
A candidate experience survey to measure how applicants rate your hiring process, with rating-scale and open questions plus an NPS to improve your recruiting brand.
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What you get
- A short survey covering each stage of the candidate journey
- Rating-scale and open-ended questions plus a candidate NPS
- Versions for both hired and rejected candidates
- Guidance on when and how to send it
Template preview
The structure, not the finished file. The PDF and CSV carry the complete version.
Context
- Role applied for
- Final stage reached
- Outcome— hired / not selected / withdrew
Rate each statement from 1 (strongly disagree) to 5 (strongly agree). The survey takes under three minutes and responses are anonymous.
Process ratings (1-5)
| Statement | Rating |
|---|---|
| The job description was clear and accurate | |
| Communication was timely and helpful | |
| The interview process was well organised | |
| Interviewers were respectful and prepared |
Candidate NPS
- How likely are you to recommend applying here to a friend? (0-10)
- What is the main reason for your score?
Open feedback
- What did we do well?
- What could we improve?
- Was there any point you felt frustrated or unclear?
The preview stops here; the template continues in the download.
How to use this template
- Send at the right moment. Trigger the survey shortly after a candidate's process ends, hired or not.
- Keep it anonymous. Make responses anonymous so candidates give honest feedback without fear.
- Track the trend. Monitor your candidate NPS and stage ratings over time, not just one-off scores.
- Close the loop. Share findings with the hiring team and fix the highest-friction stages first.
Frequently asked questions
What is a candidate experience survey?
It's a short survey sent to applicants after your hiring process to measure how they rate communication, interviews, fairness, and clarity. It surfaces friction you can't see from inside the process.
Should I survey rejected candidates?
Yes. Rejected candidates often give the most candid feedback and are the group most at risk of a poor experience. Their input is invaluable for protecting your employer brand.
When should I send the survey?
Shortly after a candidate's process concludes, while the experience is fresh. Keep it anonymous and under three minutes to maximise honest responses.