A great way to optimize recruiting is to measure hiring manager satisfaction using proper hiring manager satisfaction survey questions. I glossed over these questions in a recent article so I wanted to go a bit deeper now.

I don’t like to throw out this kind of strategic content without providing context in terms of the who, what, where, why and when. This holds true for hiring manager satisfaction survey questions.

What Are Hiring Manager Satisfaction Survey Questions…

And why do I need them? The fact is that hiring managers are the most important and least understood links in the hiring process. That’s where hiring manager surveys come into play. It’s crucial to use candidate feedback to measure the performance of their hiring managers.

Survale has proven to be a breakthrough technology in this regard because without regular, real time feedback from candidates after each interview, most organizations are just guessing at how well hiring managers are holding up their end of the bargain in the hiring process.

But if you have a clear picture of how candidates view the interview process and managers within that process, you have powerful data you can use to coach hiring managers and optimize this crucial part of your hiring process.

At Survale, we have more than a few client case studies where the biggest value was discovering problems with hiring manager interviews that could be cleaned up with training and data gathered from the hiring manager feedback process.

Feedback Should Go Both Ways

Hiring manager survey questionsIn addition to hiring manager feedback from candidates, there’s another kind of hiring manager satisfaction that all recruiting organizations should crave: Feedback from the hiring manager about recruiters.

This feedback is invaluable in understanding what went right or wrong with the process and with the candidates themselves. This feedback can be used to better understand qualifications of various roles and optimize search criteria, and evaluate and optimize recruiter performance.

If one of the KPIs of your recruiting department is the strength of your hiring manager relationships (and it should be), then overall hiring manager satisfaction ratings can be monitored to evaluate the performance of the entire recruiting team as well.

With that perspective, here is the why and when of hiring manager feedback. First, the best time to gather candidate feedback about the hiring manager is right after the interview, while the experience is fresh in the candidate’s mind. This is also advantageous in helping to mitigate any problems or miscommunications that might come out of an interview. Immediate feedback allows you to mitigate any issues.

The best time to gather feedback from hiring managers about the recruiter is at the point a requisition is closed, whether it is closed as a new hire or whether the position is pulled and re-evaluated. This is the time when the feedback can be as complete as possible, taking into account the whole hiring cycle for each position.

Hiring Manager Satisfaction Survey Questions at Last

From Candidates

  • How timely was the hiring manager? (Poor, Good, Great)
  • Was the Hiring Manager familiar with your background? (No, Somewhat, Very)
  • What level of professionalism did the Hiring Manager display? (Low, Fair, High)
  • Did the hiring manager make good use your time together? (No, Acceptable, Absolutely)
  • What would you like us to know about the interview (Open ended)
  • How likely are you to recommend [company] based on your Hiring Manager Interview? (Netpromoter)

From Hiring Managers

  • Was the position filled? (No, Yes)
  • How qualified were candidates submitted by the recruiter?  (Not Very, Somewhat, Very)
  • What level of information was provided about candidates prior to interviews? (Low, Medium, High)
  • How helpful was your recruiter in the hiring process?  (Not Very, Somewhat, Very)
  • How likely are you to refer this recruiter to other hiring managers? (Netpromoter)
  • What did your recruiter do well? How can they improve? (Open Ended)

Gathering feedback about recruiters and hiring managers can transform the recruiting function by uncovering issues, increasing alignment and providing better candidate experience. Make no mistake, this type of feedback-driven recruiting culture is the wave of the future.