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Candidate feedback | The secret superpower that can strengthen your recruitment process
Candidate feedback | The secret superpower that can strengthen your recruitment process
Written by Danielle Fargnoli-Read on 25 June 2025
Let’s be honest – recruitment can be tough. You spend a lot of time writing job adverts, reviewing CVs, scheduling and attending interviews, and hoping to land the right candidate.
But how do you know if your hiring process is working and is a positive experience for your candidates?
Here’s why feedback from your interviewed candidates matters – and how to get it.
Why feedback on your recruitment process matters
Research from Glassdoor reveals that nearly 60% of UK job seekers have had a poor candidate experience – and of those, 72% went on to share their experience online or with others. This means your employer reputation could be quietly damaged by candidates’ feedback, without you even knowing it or having a chance to address the issues.
That’s why actively collecting candidate feedback is essential. It not only helps you uncover hidden pain points in your recruitment process but also enables you to:
Identify and eliminate bottlenecks
Improve communication touchpoints
Reduce candidate dropouts
Strengthen your employer brand
Basically, if you're not asking candidates how things went, you're missing out on valuable insights that could make all the difference.
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Best ways to collect recruitment feedback
Gathering feedback effectively means using a mix of methods that fit naturally into your hiring process. Here are some practical approaches to make sure you capture honest, actionable insights:
1
Candidate surveys
Send a short survey after interviews – ideally five questions max. Tools like Google Forms or Survey Monkey can make it easy. Ask about clarity, communication, speed, and overall impressions.
2
Hiring manager debriefs
After every hire (or near miss), check in with hiring managers. Did they feel supported? Did the shortlist hit the mark?
3
Post-offer feedback (both accepted and declined)
Whether someone says yes or no, it’s worth asking why. Candidates who turn you down often share the most useful insights.
4
Use your Applicant Tracking System
Most modern recruitment platforms have built-in feedback features that can automatically send out feedback requests to candidates or prompt your team to follow up through automated reminders. Utilise these tools to make sure no feedback opportunities slip through the cracks – without adding extra admin work.
Top tips when collecting candidate feedback
Keep it anonymous for more honest responses.
Act on the data – even small tweaks like clearer job descriptions or quicker response times make a big impact.
Close the loop by letting candidates know their feedback made a difference.
Final thoughts
Collecting feedback isn’t a “nice to have” – it’s your competitive edge. So always ask the question, “How did we do?” You might be surprised by what you discover – and how it can help you build stronger teams and cultivate a better candidate experience.
Remember, great recruitment isn’t just about finding talent – it’s about learning, improving, and showing people you care.
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Keen to strengthen your recruitment approach and improve hiring outcomes?
WorkNest can help you review your current processes and support you in creating and implementing effective and efficient feedback mechanisms.
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