Employer Branding, Screening, Assessment, Interviewing

The Great Value of Applicant Feedback

In yesterday’s Advisor we heard some tips from Bridget Miller on receiving feedback from applicants. Today, more tips on getting feedback as well as what to ask.

Checking the checklist

More Tips on Getting Feedback from Job Applicants

  • If you use a third-party recruiting service, they may be able to get candidate feedback for you after-the-fact.
  • Get some feedback from hiring managers too—but don’t rely solely on them as you’re really looking for the candidate perspective.

Applicant Feedback: Ideas of What to Ask

Here are some ideas of what you can ask applicants:

  • What do you think the workplace culture will be like?
  • What parts of the hiring process were you impressed with? What would you improve?
  • What surprised you most about the organization?
  • How would you rate the hiring process? How difficult did you find the process? Were there times you felt discouraged?
  • Where did you see or where did you first learn about this job vacancy?
  • What made you decide to apply for this job?

What to do with This New Information

Once you have reached out to applicants and gotten their responses, you can utilize this information to change the way the organization communicates publicly if the employer brand perception does not align with what they employer would like to project. If there are aspects of the organization that prospective employees are not aware of, the employer can change how the organization communicates above its values and culture.


Employers can also:

  • Assess what changes may be necessary to lose fewer good applicants during the hiring process.
  • Determine which job posts are getting the most attention, which can help you to prioritize where to spend your recruiting budget.
  • Determine what additional communication may be useful to job applicants.

Have you tried getting feedback about your hiring and recruiting process? What other suggestions would you add?