31 Talent Acquisition Survey Questions for Better Hiring

Talent acquisition surveys can feel like a backstage pass to understanding what really happens in your hiring process. Candidate feedback illuminates hidden gems and lurking pitfalls.

When these surveys are done wisely, they shape a recruitment strategy that’s smooth, inviting, and efficient. Strategic insights from well-crafted questions guide you toward stronger teams and happy applicants.

Candidate Experience Surveys

They aim to uncover how job seekers feel about your hiring methods. Positive interactions keep candidates engaged and excited about your company.

According to a 2022 Gallup poll, 64% of applicants are more likely to accept a job if they had a pleasant interview experience. Source

Bullet-point highlights can show you where to refine your strategy:
- Gather insights on how easy the job application is.
- Discover whether interviewers asked relevant questions.
- Learn if communication throughout the process was consistent.

Why and When to Use This Type

Use these surveys right after interviews or any major checkpoint to capture fresh perspectives. Immediate feedback reveals whether your candidates feel respected and informed. They help weed out any steps in the process that might have them bouncing to your competitors.

5 Sample Questions

1. How clear were the job requirements in the posting?
   
2. How comfortable did you feel during the interview process?
   
3. Did you receive timely updates on your application status?
   
4. Were you satisfied with the information provided about the company culture?
   
5. How likely are you to recommend our hiring process to a friend?

Recruiter Performance Surveys

Recruiters are on the front lines of talent acquisition. Strong relationships and transparent communication can make or break a hiring campaign.

You can use these surveys to measure how recruiters handle candidate questions, how proactive they are in reaching out for updates, and whether they maintain a pleasant vibe. Responsive recruiters attract high-caliber candidates who trust your approach right from the start.

Why and When to Use This Type

Send these surveys once candidates have either completed or left the recruitment funnel. Consistent evaluation highlights training gaps, ensures continuous improvement, and keeps your company’s brand message strong.

5 Sample Questions

1. How knowledgeable was your recruiter about the role’s requirements?
   
2. Did the recruiter address your questions in a helpful manner?
   
3. How would you rate the level of professionalism shown by the recruiter?
   
4. Did you feel supported at every stage of the process?
   
5. Was the follow-up from the recruiter timely and thorough?

Employee Referral Feedback Surveys

When current employees suggest hires, you tap into people who already understand the culture. Reliable referrals often bring in candidates more likely to succeed.

By surveying participants in the referral program, you learn if they find the process easy or if they’re left scratching their heads. Streamlined programs increase engagement, leading dedicated employees to keep spreading the word about your fantastic opportunities.

Why and When to Use This Type

Use this survey when you want steady improvements or suspect your referral flow is drying up. Continuous input from referring employees shines a light on how well your program encourages them and rewards them for helping.

5 Sample Questions

1) How straightforward did you find the referral submission process?
2) Were incentives or rewards clearly explained for successful hires?
3) Did you receive regular updates on the status of your referred candidate?
4) In your opinion, how can we improve our referral program?
5) Did you feel recognized for making a referral?

Hiring Manager Satisfaction Surveys

Hiring managers often have a distinct perspective on how well the recruitment process meets the needs of the role. Efficient alignment between recruiters and managers prevents wasted time on unsuitable candidates.

Short questions about candidate quality and relevancy lead to a refined recruitment pipeline. Open dialogues can nip misunderstandings in the bud, ensuring that managers receive exactly the type of people they need.

Why and When to Use This Type

Send these surveys after a role is filled or whenever a hiring manager has completed a significant number of interviews. Targeted feedback unlocks best practices for presenting only the top matches and refining job requirements.

5 Sample Questions

1) How accurately did the candidates match the job description you provided?
2) Were the interviews scheduled in a timely manner?
3) How would you rate the collaboration between you and the recruiting team?
4) Did the final candidate meet or exceed initial expectations for the role?
5) How quickly did you receive updates or clarifications from recruiters?

Onboarding Experience Surveys

Bringing new hires in smoothly sets the tone for their future. Proper welcomes reduce first-week nerves and let fresh faces jump in with confidence.

According to an SHRM study, companies with a structured onboarding program are 54% more likely to achieve higher new hire productivity. Source

Onboarding can be riddled with checklists and tasks that feel overwhelming. Guided introductions ensure new hires know who to talk to, where to go for resources, and how to align with their team’s objectives.

Why and When to Use This Type

Survey results shine brightest when captured within the first month of employment. Immediate impressions reveal if training materials are effective and whether new hires grasp their responsibilities clearly.

5 Sample Questions

1) Was the orientation process clear and helpful?
2) Did you receive the necessary equipment or access promptly?
3) How comfortable were you with your initial training sessions?
4) Did you feel welcomed and supported by your team?
5) What could we do to make onboarding easier for incoming employees?

Candidate Diversity & Inclusion Surveys

Diversity surveys capture whether your process welcomes people of all backgrounds. Inclusive practices broaden your talent pool and infuse fresh perspectives into your teams.

You can learn if job postings use gender-neutral language and whether interviewers recognize unconscious bias. Conscious improvements to your pipeline not only help compliance efforts but also build a vibrant culture where everyone has a fair chance.

Why and When to Use This Type

It’s wise to run D&I surveys periodically throughout the year. Ongoing assessments ensure your hiring steps are unbiased and help your company maintain a reputation of fairness.

5 Sample Questions

1) Did the job description and company materials feel inclusive?
2) Did you encounter any perceived bias during interviews or other hiring stages?
3) How supported did you feel when discussing potential accommodations?
4) Did you feel comfortable expressing any cultural or personal needs?
5) What recommendations do you have for improving our diversity efforts?

Candidate Drop-Off Analysis Surveys

Sometimes candidates vanish mid-process without explaining why. Unfinished feedback can be a goldmine if you can capture it in time.

By gathering input on what triggered their exit, you can remove stumbling blocks. User-friendly applications ease the path, while timely recruiter responses keep candidates from drifting away to other offers.

Why and When to Use This Type

Use these surveys for applicants who stopped responding during interviews or after receiving an initial phone screen. Timely outreach can uncover hidden reasons like confusing forms or long wait times for feedback.

5 Sample Questions

1) What made you decide to end the hiring process early?
2) Did the application or interview system feel cumbersome?
3) Were you waiting too long for a response from our team?
4) Did the overall company information match your expectations?
5) Would you consider reapplying if we improve certain aspects?

Career Site & Employer Branding Surveys

Your career site is often the first impression a candidate has. Captivating design and transparent details about culture entice more job seekers to explore roles.

Armed with the right questions, you can discover if site navigation feels intuitive or if visitors leave feeling overwhelmed. Well-structured portals boost conversions and create a strong employer identity.

Why and When to Use This Type

Run these surveys when launching career-site upgrades or after any major employer branding shift. Proactive polling ensures your digital presence remains impressive and relevant to emerging candidate expectations.

5 Sample Questions

1) How easy was it to find and explore open positions?
2) Did our site effectively showcase company mission and values?
3) Were you able to locate information about benefits or perks quickly?
4) Did the site layout and design make job search enjoyable?
5) What improvements would enhance your browsing experience?

Talent Acquisition Benchmark Surveys

Some folks love to see numbers. Comparative metrics show whether your time-to-hire and cost-per-hire hold up against competitors.

In a UNC Talent Research Center report, companies that leveraged benchmark surveys met their hiring targets 18% more often. Source

Finding out if you’re behind or ahead of the industry standard can spark new ideas. Data-driven adjustments turn an okay process into a best-in-class one that delivers stellar candidates with fewer hiccups.

Why and When to Use This Type

It’s wise to run these after each quarter or fiscal year, once you have solid performance stats. Regular evaluations help you track progress and refine hiring budgets or timelines for future openings.

5 Sample Questions

1) How satisfied are you with our current time-to-hire figures?
2) Do you feel we invest a reasonable budget for talent acquisition?
3) Are the candidates meeting your expectations for skill level and background?
4) Which stages of recruiting process take the longest?
5) What would you recommend to boost hiring efficiency?

Best Practices, Dos and Don’ts for Talent Acquisition Surveys

Always keep your surveys short and to the point. Brevity boosts response rates and encourages more honest feedback.

You can create a thoughtful survey environment by balancing multiple-choice questions with open-ended ones. Authentic follow-up assures participants that their opinions matter.

• Do vary question types for a richer snapshot.
  
• Do look for patterns and share results with team leads.
  

• Do keep all feedback confidential or anonymous, if feasible.

• Don’t ignore negative feedback or try to hide it.

• Don’t use manipulative or leading questions.

• Don’t bombard participants with repetitive surveys.

Conclusion

Talent acquisition surveys highlight where you shine and where you stumble. They give managers, candidates, and recruiters a place to share real experiences. Focus on why and when to deploy each survey for the sharpest results. Stay playful and creative in your approach to encourage authentic answers. Keep refining, keep improving, and watch your hiring outcomes soar.