Manage Data Driven Recruiting Experiences Across All Your People, Processes and Technologies

Surveying hiring managers after the interview stage, or at close of the requisition can give recruiters valuable feedback about the quality of the candidates they interviewed. This information can be used to optimize sourcing and screening to better meet the hiring manager’s needs. As automation and AI become more prevalent in hiring processes, this information becomes even more valuable for tuning technologies and validating that these tools are not degrading candidate quality.

Surveying hiring managers at the close of a requisition is important for identifying issues that might be affecting proper alignment of the recruiting function with the needs of business units. Understanding the positive and negative aspects of the relationship between the talent acquisition department and their internal customers can lead to smoother interactions, higher quality candidates and better overall performance.

This depends. In general, every closed requisition should result in a hiring manager survey. For very high volume hiring, it’s often best to throttle surveys to a representative sample of closed requisitions (i.e. every fifth closed requisition). Many organizations don’t want to overwhelm managers so they gather feedback more generally to gauge.

While many view candidate surveys as a way to measure satisfaction, candidates tell organizations what’s working and what isn’t in their responses. Organizations that are able to find actionable insights within the feedback that candidates provide are able to improve the efficiency and the effectiveness of their hiring processes. Candidate survey feedback can uncover problems (and successes) with people involved in hiring as well as with key technologies and overall hiring processes.