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Recruitment Evaluation Survey

Retention doesn’t start on the first day of the job, through the onboarding process, or even during the interview–it starts as early as when candidates see your job post or advertisement. It starts in the job description and the way that former candidates discuss your recruitment process on social media and job forums. 

If you want to recruit and retain higher quality hires, you need to understand the candidate experience throughout the recruitment process. One way to gain those insights is through a recruitment evaluation survey, which we’ll look at closely below. 

What is a recruitment evaluation survey?

Recruitment evaluation surveys are a series of questions that cover a variety of topics relating to the recruitment process. Evaluation surveys are valuable for both internal and external hiring teams, providing you with more oversight and control of the various touchpoints of your recruitment process. 

Recruitment evaluation survey best practices

Here are a few best practices you can follow when conducting recruitment evaluation surveys. 

  • Pick the right questions: To get the most out of your surveys, make sure your questions: 
    • Are open-ended, if they’re presented as short-response questions
    • Cover a variety of aspects of the hiring process
    • Are simple, clear, and to the point
    • Provide space for both positive and negative feedback
    • Are easy to answer, often requiring only one click to proceed
  • Use seamless software: The technology you use will contribute to the user experience for candidates. Advanced hiring software, like Crosschq, provides you with the tools to fully customize, curate, and send your surveys across email, SMS, Slack, and MS Teams. Using mediocre technology that isn’t sleek, smooth, or efficient won’t just create a poor user experience for your candidates, but it will reflect poorly on your brand as a whole. 
  • Send surveys to candidates you do and do not hire: There’s a good chance you will learn different things about your hiring process from candidates who do and do not get hired. Even with anonymous surveys, hired candidates may be less willing to provide negative feedback. By allowing both hired and non-hired candidates to give feedback, you’re ensuring a more diverse set of data that will allow you to better refine your hiring process. 
  • Integrate surveys into different parts of the hiring process: You should integrate pre-interview surveys, post-interview surveys, pre-hire surveys, post-hire surveys, and other types of surveys that give you insight into multiple parts of the hiring process. 
  • Share your feedback, good or bad: You can’t learn from your feedback if you don’t share those insights and use them to refine your recruitment approach. From the initial job description to reaching out to candidates and scheduling the interview, you want to share feedback from every aspect of the hiring process. 

Common recruitment evaluation survey questions

Here are 10 recruitment evaluation questions that can help you hit the ground running with your own survey. Keep in mind that you can and should adjust the wording or presentation to reflect the template of your survey (1-5 rating, short answers, multiple choice surveys, etc.). 

  1. Where did you first hear about the job opening?
  2. Was it easy to apply for the job? Were the instructions and descriptions clear? 
  3. What was the most frustrating or difficult part of the hiring process?
  4. Were our recruiters polite, professional, and helpful? 
  5. How comfortable were you during the interview?
  6. How would you rate the accuracy of the job description based on your roles and responsibilities while starting the job? 
  7. Would you recommend your recruiter to a friend or colleague? 
  8. How could the recruitment process be improved? 
  9. How would you rate your overall experience? 
  10. Was there any important information left out of the recruitment process? 

Recruitment evaluation survey template

You can use any of the following question types to serve as your template. Keep in mind that with Crosschq, you can fully customize and adjust your survey questions with our easy-to-use survey integration. 


Open-ended questions:

  • Where did you first hear about the job opening?


  • Was it easy to apply for the job? Were the instructions and descriptions clear? 


  • What was the most frustrating or difficult part of the hiring process?



Likert scale-based questions:

On a scale from 1 to 5, with 5 meaning you strongly agree and 1 meaning you strongly disagree. 


Survey Question






The job description accurately matched my roles and responsibilities for the job.


Recruiters were prompt and clear when responding to my questions/concerns. 


The application was easy to follow and complete.



Binary questions:


Survey Question



Were our recruiters polite, professional, and helpful? 


Would you recommend your recruiter to a friend or colleague? 


Were you able to access technology required for the job?


How Crosschq Can Help

You can’t improve your recruitment experience if you don’t have insights into the recruitment process. With Crosschq, you can curate customizable, flexible, and easy-to-use surveys for candidates at any stage of recruitment. 

Staying on top of recruitment evaluations will improve your quality of hire, especially with long-term insights. You can also leverage Crosschq’s “Q” Report, which looked at 24+ million hiring decisions we’ve helped leaders make, to improve your quality of hire metrics. Benefit from radical insights that can demonstrate how to interview more effectively and what recruiting methods actually lead to better quality hires. 

Reach out today to request a Crosschq demo from our team.

Mark Ko

by Mark Ko

Content Writer

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