Candidate Experience Survey Template: Insights Made Easy

What is a candidate experience survey template, and why should your company consider it? Hiring doesn’t stop at interviews and job offers.

Today’s candidates expect more. How you treat candidates reflects your brand, and a candidate experience survey template helps you measure and improve that.

Think of it as a direct line to honest feedback. It shows you what works—and what’s pushing great talent away.

In a competitive job market, this insight is gold. LinkedIn reports that 72% of recruiting leaders believe employer branding significantly impacts hiring. Your brand takes the hit if the hiring process feels rushed or confusing.

The candidate experience survey template does more than collect data. It gives candidates a voice. And when candidates feel heard, they’re more likely to reapply or recommend your company to others.

This isn’t about guessing. It’s about facts. It’s about action. Clear data leads to smarter hiring strategies and better relationships. Your HR team can turn those insights into an engaging employee engagement survey results presentation—something leadership won’t ignore.

Candidates talk. On Glassdoor, on social media, and in their networks. What they say about your hiring process can boost—or bury—your reputation. So, what are you doing to improve their experience?

A candidate experience survey template helps you find the answer. And that answer can shape your future hires.

Let me guide you…

What is a Candidate Experience Survey Template?

Definition: A candidate experience survey template is a structured set of questions given to job applicants after hiring. It helps HR teams gather survey results that reflect how candidates felt during their journey. These templates often include quantitative surveys and qualitative surveys.

This template turns feedback into action. The goal is to measure communication, fairness, and professionalism. This data helps companies to improve future recruitment. A better candidate experience attracts stronger talent.

Why is the Candidate Experience Survey Format Important?

Most companies spend time perfecting job descriptions and less time perfecting feedback collection. That’s a miss – the candidate experience survey template isn’t optional—it’s strategic.

A well-structured format isn’t about looking organized. It’s about collecting answers that help. Here’s why the format matters:

• Enhances the recruitment process: A clear, organized survey helps identify weak spots in the hiring journey. It turns vague feedback into targeted improvements that streamline how you recruit.
• Supports employer branding: Every survey reflects your company’s values. Candidates who see thoughtful questions associate your brand with professionalism and respect.
• Encourages continuous improvement: Using a consistent format allows for longitudinal survey comparisons. You can track progress and pinpoint patterns in candidate experiences over time.
• Demonstrates candidate-centric values: A well-structured survey signals that feedback matters to your team. It shows candidates that their opinions shape fundamental changes, even if they weren’t hired.
• Informs data-driven decisions: Mixing scaled questions with open text allows for quantitative and qualitative surveys. This combination gives hiring managers the data they need to take focused, informed action.

When Should You Send a Candidate Experience Survey?

Timing matters. Send your candidate experience survey template too early, and you risk missing key insights. Send it too late, and the feedback may be forgotten. So, consider the candidate’s journey from start to finish to get the best response:

• After the recruitment process ends: Send the candidate experience survey template once the interview process wraps up. This ensures candidates reflect on their full journey, offering well-rounded feedback.
• Post-offer acceptance: New hires can highlight what worked and what convinced them to say yes. Their feedback is also useful for a future longitudinal survey to track satisfaction over time.
• After each major stage (optional): Use short surveys after significant steps like phone screenings or final interviews. This gives stage-specific insights without overwhelming candidates.
• For rejected candidates: Give candidates a few days, then ask for feedback. Their input helps you improve communication, clarity, and professionalism.
• Avoid over-surveying: Too many surveys lead to fatigue and fewer responses. One well-timed, focused survey works better than constant outreach.
• Customize timing based on role level: Senior-level candidates may need more time to reflect before responding. Entry-level candidates usually expect faster follow-up and quicker communication.

Examples of a Good vs. Bad Candidate Experience Survey Questions

Have you ever read a survey question and thought, “What does this even mean?” Candidates feel the same way. Good questions are clear, focused, and respectful of their time.

Bad ones? Confusing, vague, or plain irrelevant. The way you ask makes all the difference, and here’s a side-by-side look at what works—and what doesn’t.

Good Survey Question	Why It’s Good	Bad Survey Question	Why It’s Bad
How would you rate the clarity of our job description?	Focused and easy to understand.	Did the job match what you expected in some way?	Too vague. “Some way” is unclear.
Were you kept informed throughout the hiring process?	Simple yes/no with room to elaborate.	How did we do on communication, if at all?	Confusing. Assumes poor communication.
Did the interviewer make you feel welcome and respected?	Human and relatable.	Was the interviewer okay to talk to and not rude or anything like that?	Casual and poorly phrased.
How likely are you to recommend applying to our company to a friend?	Taps into candidate loyalty.	Would you tell someone to work here if you felt like it?	Unclear and subjective.
Was the scheduling process easy and convenient?	Focuses on a specific part of the experience.	Did we do okay setting stuff up or arranging meetings and such?	Wordy and unprofessional.
What could we have done better during your application experience?	Open-ended, invites constructive feedback.	What was bad or wrong during the hiring?	Negative tone, assumes failure.

Small tweaks matter. Ask better questions, and you’ll get better answers—ones you can use to improve.

How to Conduct a Candidate Experience Survey?

Conducting a candidate experience survey template isn’t about ticking a box. It’s about learning how people truly felt during your hiring process.

Did they feel respected? Were they informed? If you want honest answers, follow an innovative process from start to finish.

Here’s how to do it right:

1. Define objectives: Start with a clear goal. Are you trying to improve interview quality, communication, or application steps?
2. Design the survey: Use a mix of quantitative surveys for data and qualitative surveys for deeper insights. Keep questions simple, direct, and relevant.
3. Choose the right tool: Pick one that makes sending, tracking, and analyzing responses easy. It’s a bonus if it integrates with your ATS or HR software.
4. Send at the right time: Timing drives response quality. Wait until the process ends, but don’t delay too long, or people will forget details.
5. Ensure anonymity: Candidates speak more freely when their names aren’t attached. Ensure the survey is private and that you communicate this.
6. Analyze and act on data: Look for patterns in your responses. Then, use the findings in your next survey analysis report example to support your changes.
7. Communicate impact: Let candidates know their feedback led to real improvements. This builds trust and strengthens your employer’s brand.

How to Analyze Candidate Experience Survey Templates in Google Sheets?

Hiring isn’t guesswork anymore—it’s data-driven. A candidate experience survey template helps you collect that data fast. But gathering feedback is only half the game.

Making sense of it? That’s where things get tricky. Google Sheets is great. But its greatness ends when your brain melts, trying to decode a wall of rows and oblique charts.

Data deserves more than grey bars and default pie charts, and that’s where ChartExpo steps in. This tool turns your survey results into clear, engaging visuals—no coding, no stress. Finally, data analysis feels less like a puzzle and more like a power move.

How to Install ChartExpo in Google Sheets?

1. To start using ChartExpo, download it directly from the Google Sheets program. To do this, select Extensions from the top toolbar.
2. A menu will appear. Click the Get add-ons option.
3. Search for ChartExpo, and click on Charts, Graphs & Visualizations by ChartExpo when it appears in the results.
4. Click the Install button. You will have to confirm your Google account and accept some permissions.

ChartExpo charts are available both in Google Sheets and Microsoft Excel. Please use the following CTAs to install the tool of your choice and create beautiful visualizations in a few clicks in your favorite tool.

Example

Let’s analyze this sample data in Google Sheets using ChartExpo.

Questions	Ratings	Responses
The job description accurately reflected the role and responsibilities.	1	298
The job description accurately reflected the role and responsibilities.	2	174
The job description accurately reflected the role and responsibilities.	3	130
The job description accurately reflected the role and responsibilities.	4	788
The job description accurately reflected the role and responsibilities.	5	610
Communication from the recruitment team was timely and clear.	1	167
Communication from the recruitment team was timely and clear.	2	394
Communication from the recruitment team was timely and clear.	3	425
Communication from the recruitment team was timely and clear.	4	294
Communication from the recruitment team was timely and clear.	5	720
I felt respected and valued throughout the hiring process.	1	620
I felt respected and valued throughout the hiring process.	2	288
I felt respected and valued throughout the hiring process.	3	340
I felt respected and valued throughout the hiring process.	4	178
I felt respected and valued throughout the hiring process.	5	574
The interview process was well-organized and professional.	1	244
The interview process was well-organized and professional.	2	262
The interview process was well-organized and professional.	3	617
The interview process was well-organized and professional.	4	976
The interview process was well-organized and professional.	5	817

• To get started with ChartExpo, install ChartExpo in Google Sheets.
• Go to Extensions > Charts, Graphs & Visualizations by ChartExpo > Open.

• To access the charts library, click the Add new chart button.

• Once it loads, scroll through the charts list to locate and choose the “Likert Scale Chart”.

• Click the “Create Chart From Selection” button after selecting the data from the sheet, as shown.

• If you want to add anything to the chart, click the Edit Chart button:

• Click the pencil icon next to the Chart Header to change the title.
• It will open the properties dialog. Under the Text section, you can add a heading in Line 1 and enable Show.
• Give the appropriate title of your chart and click the Apply button.

• You can add the Legend text as follows:

• After making all the changes, click on the “Save” button:

• Your final chart will look like the one below.

Insights

The majority of respondents gave high ratings (4 or 5) for:

• Job description clarity
• Communication
• Respect
• Overall interview process

Some respondents expressed dissatisfaction, particularly about:

• Feeling respected during the hiring process.
• This indicates a need to improve candidate experience and improve engagement and respect throughout recruitment.

Best Practices for a Candidate Satisfaction Survey

A great candidate experience survey template isn’t enough on its own. How you use it matters. If you want honest answers and valuable insights, follow smart survey habits. These best practices will help you boost response rates and gather feedback that drives change:

• Send it quickly: Timing is everything. The sooner you send the survey, the fresher the experience—and the more accurate the feedback.
• Keep it simple and smart: Use short surveys with a clear purpose. This works better than lengthy forms that feel like a chore, especially in CSAT Survey formats.
• Mix it up: Include both multiple-choice and open-ended questions. A good mix of quantitative and qualitative surveys gets you numbers and real insights.
• Protect candidate privacy: Make it clear that responses are anonymous and confidential. This builds trust and encourages honesty.
• Ask fair, neutral questions: Avoid leading or judgmental wording. A biased question leads to a useless answer.
• Use the feedback: Don’t gather responses and forget them. Analyze the results and take action—show candidates their voices matter.

FAQs

What are the best questions for a candidate experience survey?

Ask about communication clarity, interviewer professionalism, and application ease. Include rating scales and open-ended feedback, and use new product survey questions examples for structure. Keep it short, clear, and focused on the candidate’s journey.

What is measured through the candidates’ experience NPS survey at Accenture?

Accenture’s net promoter survey measures candidate satisfaction, likelihood to recommend the company, and perception of the hiring process. It highlights strengths and identifies gaps in experience. This data supports better engagement and process refinement over time.

What is an example of candidate feedback on the recruitment process?

“I appreciated the quick response time and clear updates. Interviewers were friendly and prepared. However, the job role wasn’t fully explained. More details upfront would improve clarity.” This fits a strong employee satisfaction survey example answer.

Wrap Up

A candidate experience survey template is your tool for better hiring. It captures how candidates feel during the recruitment process. This template gives structure to your feedback collection. It saves time and avoids guesswork. You ask the right questions at the right time.

Once the data is in, you must know how to analyze survey results. Look for trends in ratings and comments. Use visuals to make insights clearer and easier to act on.

Try a CSAT survey format for quick ratings. It helps measure satisfaction with key steps like interviews or communication. Even better, pair it with open-ended questions for depth.

Use new product survey question examples as inspiration. They focus on clarity, ease, and expectations. The same style works well in recruitment surveys.

A good candidate experience doesn’t happen by chance. It comes from listening, improving, and tracking progress. Use your candidate experience survey template wisely—and your hiring process will stand out for all the right reasons.

Remember, you can install ChartExpo to streamline feedback collection and enhance your recruitment strategy.

Net Promoter, NPS, NPS Prism, and many other terms related to NPS are registered trademarks of Bain & Company Inc., Satmetrix Systems Inc., and Fred Reichheld.