Describe the program, graduates, interns, or hiring needs employers should assess. Makeform turns the brief into a focused employer survey with rating scales and follow-up logic.
Send employer feedback to Google Sheets, Slack, and Zapier.
Sample prompts for the builder
Choose a starting point, edit its wording, or send the prompt into the Makeform builder.
Audience
Supervisors of recent program graduates
Format
Competency ratings with examples
Prompt size
334 chars
Example survey structure
Competency ratings with examples
Which program did the graduate complete?
How long have you supervised this graduate?
Rate the graduate's workplace competencies
Which skills need more instruction?
May our team follow up with you?
Suggested routing tags
Graduate feedback
Internship partners
Hiring demand
Ask employers to rate observable behaviors such as reliability, communication, tool use, and task readiness.
Step 1
Define
audience, program, and decisions
Step 2
Ask
ratings, demand, and examples
Step 3
Route
follow-ups by answer and interest
Step 4
Act
update training and partnerships
Why employer feedback works
Connect each answer to a graduate, placement, occupation, or hiring horizon so teams can spot recurring skill and recruiting needs.
Use one labeled scale for job readiness, technical ability, communication, reliability, and teamwork.
Request examples after low ratings or vacancy details from employers planning to hire.
Route partnership interest and hiring needs to the right staff member.
Four survey missions
Pick one primary mission so employers see relevant questions and staff knows what each answer should inform.
Ask supervisors about demonstrated skills, with program and role attached.
Capture intern performance, host experience, and interest in another placement.
Collect occupations, openings, timelines, shifts, credentials, and recruiting barriers.
Let advisers rate current competencies and rank emerging skills and tools.
Survey workflow
Choose a narrow employer group, ask what supports a decision, and collect enough context to route follow-up.
Specify whether employers supervise graduates, host interns, advise programs, or forecast hiring.
Use the skills, occupations, credentials, and tools employers recognize.
Request examples after low ratings, vacancy counts for selected roles, and optional contact details.
Send one clear survey link, notify the right program or business-services lead, and review themes by cohort, industry, or occupation.
Choose the right approach
Match the survey to a known employer relationship and give every question a clear use.
Field guide
Six compact sections give the response enough context for analysis while keeping the experience relevant to a busy supervisor, recruiter, or industry partner.
Respondent context
Collect industry, location, respondent role, and program relationship. Use size ranges and optional contact fields when exact details are unnecessary.
Graduate or intern context
Ask for program, occupation, placement type, and time supervised. Skip student details when program-level context is enough.
Performance ratings
Use consistent labels and a not observed option. Separate technical competence from communication, reliability, teamwork, and safety practice.
Hiring demand
Ask about approximate openings, timing, experience, location, shifts, optional pay details, and hard-to-fill requirements.
Skill priorities
Let employers select entry-level gaps, then rank technologies or practices likely to matter next.
Partnership follow-up
Offer specific options: host interns, review curriculum, speak to learners, attend job fairs, interview candidates, or discuss training.
Related tools
Build companion forms for employee feedback, alumni outreach, career development, and internship recruiting with live Makeform tools.
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Open toolStandardize candidate information before matching students with employer placements.
Open toolExplore skill goals and development needs that can complement employer demand data.
Open toolFAQ
Practical answers for workforce agencies, schools, colleges, and training programs collecting feedback from employers.
It is a questionnaire for supervisors, recruiters, owners, or industry partners about graduates, interns, hiring plans, or skills. A useful survey identifies the respondent's program relationship and asks about observable experience.
Confirm program, job function, and supervision length. Ask about technical readiness, communication, teamwork, reliability, initiative, problem solving, and role-specific practices. Include not observed and request context after a low rating.
Ask about occupations, approximate openings, 6- and 12-month timing, location, shifts, experience, credentials, tools, and recruiting barriers. Accept ranges and request permission to follow up.
Anonymous feedback may encourage candid comments; identified responses support vacancy or placement follow-up. Explain how answers will be used, make contact optional when possible, and request outreach permission separately.
Keep the main path short and reveal details only when relevant. A graduate supervisor needs different questions from a recruiter forecasting occupations. Give every question a decision or follow-up purpose.
Yes. Ask the respondent's role, then show placement evaluation questions to hosts and demand questions to hiring managers. Shared partnership questions can end both paths.
Yes. Makeform offers unlimited free forms and responses, so you can generate, edit, publish, and collect employer survey responses without a response cap. The paid tier removes the Makeform badge.
Group responses by program, occupation, industry, or region. Look for repeated themes, review comments beside ratings, route follow-up, treat small groups carefully, and document what the evidence supports.
Make employer insight easier to act on.
