Describe your hiring workflow. Makeform creates a survey about recruiter partnership, candidate quality, communication, speed, and confidence in the hire.
Send recruiting feedback to Slack, Google Sheets, and Zapier.
Sample prompts for the survey builder
Choose a prompt, adapt it to your recruiting model, or send it to the builder.
Audience
Hiring managers after a new employee starts
Format
Five-minute survey with ratings and comments
Prompt size
277 chars
Example survey structure
Five-minute survey with ratings and comments
Role, department, recruiter, and hire date
Rate the recruiting partnership
How strong was the candidate slate?
Is the new hire meeting expectations?
What should recruiting improve?
Suggested routing tags
Strong partnership
Follow-up needed
Candidate quality issue
Ask about process and outcome separately: speed does not prove shortlist quality or hiring success.
Step 1
Close
trigger after offer acceptance or a new-hire checkpoint
Step 2
Measure
score service, speed, candidate quality, and outcome
Step 3
Segment
compare themes by role, recruiter, team, and location
Step 4
Improve
assign follow-up and adjust the next hiring cycle
A better recruiting feedback loop
A consistent survey separates intake, sourcing, screening, and coordination feedback while preserving context for the next requisition.
Use anchored scales for intake, shortlist relevance, communication, scheduling, and offer support.
Ask about the slate at close, then new-hire performance at a later checkpoint.
Capture low-score reasons and whether the manager expects follow-up.
Survey workflow
Keep core questions stable, preserve requisition context, and use comments purposefully.
Define the checkpoint, respondent, recruiting owner, and outcomes that matter.
Define scale endpoints and reveal comments only when a score needs explanation.
Include role, department, recruiter, location, and close date.
Group responses, inspect low-score comments, and assign an owner.
Survey vs informal feedback
Recruiters hear plenty of opinions in meetings and messages. A survey adds consistent questions and requisition context without replacing the conversations needed to understand a serious concern.
Field guide
Six sections cover who and what is being reviewed, how recruiting performed, whether candidates matched the need, and what should happen next. Edit the language to fit your process and reporting vocabulary.
Search context
Capture stable identifiers so the team can distinguish one hard-to-fill role from a recurring issue across similar searches.
Intake & alignment
Check whether intake clarified essential capabilities, tradeoffs, interview roles, and a realistic search plan before sourcing began.
Candidate quality
Rate how well screened candidates matched the agreed criteria, then ask about repeated gaps for the next search.
Service experience
Rate responsiveness, status updates, scheduling, and offer support separately to locate the source of friction.
Hire outcome
At a later checkpoint, connect the search to observed performance and invite context about strengths or gaps.
Action & follow-up
Ask for one improvement, one practice to repeat, and whether the manager wants direct follow-up.
Related tools
Use live Makeform tools for interview feedback, candidate intake, job applications, offers, onboarding, and employee experience around the same recruiting workflow.
Give interviewers a consistent scorecard for evidence and recommendations before the hiring decision.
Open toolCollect structured candidate information for recruiting review and handoffs.
Open toolBuild an application that captures role-relevant experience and screening details.
Open toolCollect offer responses and the practical details needed for the next handoff.
Open toolAsk new employees about onboarding once the hiring process becomes the employee experience.
Open toolCreate a broader channel for employee observations beyond recruiting and onboarding.
Open toolFAQ
Practical answers for talent acquisition teams building a repeatable manager feedback loop.
It asks hiring managers to evaluate recruiting support for a search. Topics commonly include intake, candidate quality, communication, coordination, speed, offer support, partnership, and confidence in the hire.
Send process questions after an accepted offer or closed requisition. Send outcome questions after the manager has enough time to observe the new hire. Label the checkpoint clearly.
Require routing identifiers and a compact set of consistent ratings. Make positive comments optional, but request context after a low score so the recruiting team knows what needs attention.
Ask whether the slate matched the agreed profile, whether screening was accurate, and which capabilities were missing. Later, ask whether the hire meets role expectations.
Requisition context usually helps recruiting act. For broader relationship feedback, omit the manager name or run a separate anonymous survey. Explain how responses will be reviewed.
Ask what happened, which stage was affected, and whether contact is wanted. Route the response to a recruiting lead and agree on one specific next action.
Yes. Makeform supports unlimited free forms and responses, so you can generate, edit, publish, and collect survey responses without a usage cap. The paid tier removes the Makeform badge.
Capture consistent recruiter, department, job family, location, seniority, and recruiting-model fields. Compare similar groups and read the comments behind a score before drawing conclusions.
Close the loop with every hiring manager.
