Improve Candidate Quality
Increase Candidate Quality by Measuring What Actually Predicts Success
Only 26% of organizations have a formal way to measure quality of hire. And most can’t connect recruiting decisions to outcomes. Survale captures feedback from candidates, hiring managers, and new hires throughout the talent lifecycle, then maps it to sources, recruiters, and processes. So you can see what increases candidate quality and do more of it.
How It Works
How Survale Increases Candidate Quality
Quality of Hire Feedback from Hiring Managers and New Hires
Quality of hire is both subjective and objective. And neither side alone tells the full story. Survale surveys hiring managers and new hires at set intervals post-hire with structured ratings on performance, cultural fit, skill alignment, and role expectations. Every response is tagged with source, recruiter, department, and job family. This builds a quality of hire picture you can filter and analyze from every angle.
- Hiring manager quality assessments at set intervals during the first-year
- New hire satisfaction and role-fit surveys at matching milestones
- Structured ratings on performance, cultural fit, and skill alignment
- Every response tagged with source, recruiter, department, and job family
Source-to-Outcome Analytics That Show Where Quality Lives
Which sourcing channels, job boards, recruiters, and referral programs attract higher-quality candidates, not just numbers of applicants who apply? Survale connects recruiting source data to post-hire quality scores so you can compare channels, locations, and recruiters against actual outcomes. Stop investing in volume and start investing in candidate pipeline quality.
- Connect recruiting source to quality of hire scores
- Compare channels, job boards, and referral programs by hire outcomes
- Filter by recruiter, location, department, and job family
- Identify which investments produce quality hires
Hiring Manager Alignment and Candidate Experience Intelligence
Hiring manager feedback on recruiter performance and candidate quality creates a closed-loop between TA and hiring teams. Meanwhile, candidate experience data reveals whether your process attracts or repels top talent. Organizations that prioritize candidate experience see a 70% increase in quality of hire. Survale’s AI analyzes open-ended feedback to surface the specific process issues that cost you your best candidates.
- Hiring manager satisfaction surveys measure recruiter and candidate quality
- Candidate experience scores correlated to quality of hire outcomes
- AI analyzes comments to find process issues that repel top talent
- Closed feedback loop aligns TA and hiring managers around quality
The Survale Advantage
From Guessing at Quality to Measuring It
Know Which Sources Produce Your Best Hires
Most organizations measure sourcing by volume — applications, clicks, cost per hire. Survale connects every source to post-hire outcomes so you can see which channels, programs, and recruiters produce people who actually succeed. Then you can redirect budget accordingly.
Happy Candidates Provide Quality Referrals
Candidates who have a strong hiring experience refer people like themselves. In fact, satisfied candidates are 52% more likely to refer others. Survale data enables you to generate higher-quality candidates from your best source at virtually no cost.
Align Hiring Managers and Recruiters Around Quality
When hiring managers rate candidate quality and recruiter effectiveness at each milestone, both sides have data to work from. Disagreements about ’what good looks like’ become structured conversations grounded in feedback, not opinions.
Catch Quality Issues Before They Compound
A bad hire costs 30% of an annual salary or more. Survale’s continuous post-hire feedback catches performance gaps, fit issues, and onboarding friction at 30 and 90 days. This is a crucial time when there’s still time to intervene, coach, or adjust.
Built for TA Leaders
What TA Leaders Use Every Day
Source-to-Quality Analytics
Connect every recruiting source to post-hire quality scores. See which channels produce hires who perform and stay, not just candidates who apply.
Quality of Hire Dashboards
Track quality scores from hiring managers and new hires at every milestone, filtered by recruiter, department, location, and job family. All updated continuously as new assessments arrive.
Hiring Manager Satisfaction Tracking
Structured hiring manager surveys at each post-hire milestone measure candidate quality, recruiter effectiveness, and process satisfaction. This builds accountability on both sides.
Referral Generation from Feedback
Satisfied candidates and employees are prompted for referrals during the feedback process — turning your happiest talent into a high-quality sourcing channel at zero cost.
AI Quality Theme Analysis
AI reads open-ended hiring manager and new hire comments to surface recurring quality themes like skill gaps, cultural misalignment, or onboarding issues. All ranked by frequency and impact.
Milestone Quality Tracking
Automated surveys at 30, 90, and 180 days build a longitudinal quality picture for every hire. See clearly whether early promise translates to long-term performance.
See How Survale Connects Feedback to Recruiting Quality Improvement
Walk through a live demo and see how post-hire feedback, source-to-outcome analytics, and hiring manager alignment data show you exactly which recruiting decisions produce your best hires — and increase quality of applicants.