Describe the role, interview stage, and respondent. Makeform creates a post interview questionnaire with ratings, comments, and follow-up questions for candidates or interviewers.
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Sample prompts for the builder
Choose a prompt, tailor it to your hiring process, or send it to the Makeform builder. Every example is editable.
Audience
Candidates after a first or final interview
Format
Short anonymous experience survey
Prompt size
318 chars
Example questionnaire structure
Short anonymous experience survey
Role and interview stage
How clear were scheduling and preparation instructions?
How would you rate the interview experience?
What worked well or could improve?
May recruiting follow up with you?
Suggested routing tags
Candidate experience
Interviewer feedback
Follow-up needed
Keep candidate-experience responses separate from interviewer scorecards: the audiences answer different questions and may need different visibility.
Step 1
Identify
audience, role, and interview stage
Step 2
Ask
ratings paired with specific evidence
Step 3
Route
candidate and panel feedback separately
Step 4
Improve
follow up and refine the next round
Better interview feedback
A good questionnaire captures feedback while the conversation is fresh, keeps ratings comparable, and asks for the evidence behind every important judgment.
Use the same labeled scale and role competencies across the panel, with space for directly observed evidence.
Ask about scheduling, preparation, respect, role clarity, and next steps instead of a vague satisfaction question.
Route experience issues and interviewer scorecards separately so internal evaluation stays apart from candidate comments.
Choose the respondent
Start with the respondent and decision the feedback should support. Then generate only the questions that audience can answer well.
Measure communication, organization, conduct, expectations, and next-step clarity.
Capture competency ratings, evidence, uncertainties, and an independent recommendation.
Review panel preparation, signal quality, missing evidence, and next-round needs.
Find scheduling friction, unclear communication, inconsistent stages, and process improvements.
Build the questionnaire
Give Makeform enough hiring context to draft a relevant questionnaire, then tune the questions and routing before sharing it.
Name the job, stage, and whether candidates, interviewers, managers, or recruiters will respond.
Use labeled ratings, require evidence where appropriate, and add conditional comments where explanation is needed.
Keep candidate experience apart from internal evaluations, and decide whether identity is optional.
Send the right questionnaire, notify its owner, and review patterns across comparable responses.
Collection methods
A structured post interview questionnaire captures the same signals before debriefing.
Field guide
Use these six sections as a starting point. Keep fields that fit the respondent, stage, and decision.
Interview context
Collect enough context to sort feedback without repeating application data. Role, stage, date, and format are usually enough; internal scorecards can identify the interviewer and module.
Consistent ratings
Label scale points with observable anchors such as insufficient evidence, below expectations, meets expectations, and exceeds expectations. This makes a number easier to interpret.
Behavioral evidence
Pair important ratings with evidence. Interviewers can cite an answer or work example; candidates can describe a specific instruction or interaction.
Conditional follow-up
Conditional logic can request a comment after a low clarity rating, evidence after a strong recommendation, or contact details when follow-up is requested.
Privacy and visibility
Explain who reviews submissions and whether candidate responses are anonymous or confidential. Do not promise anonymity when links or required fields identify someone.
Action and routing
Route experience concerns to recruiting, complete scorecards before debriefs, and assign process improvements to an owner with a target date.
Related tools
Pair post-interview feedback with scheduling, candidate details, requests, and exit conversations using live Makeform tools.
Create a focused interviewer scorecard for consistent panel feedback and evidence.
Open toolCollect availability and coordinate the interview before requesting feedback afterward.
Open toolGather the candidate information your recruiting workflow needs in a separate intake.
Open toolCollect structured employee feedback when someone leaves the organization.
Open toolStandardize requests for interviews, participants, timing, and preparation details.
Open toolCreate broader workplace feedback surveys outside the candidate interview process.
Open toolFAQ
Practical answers for recruiters and hiring managers collecting feedback after interviews.
It is a structured form completed after an interview. Candidate versions measure the experience and communication; interviewer versions record competency ratings, evidence, uncertainties, and a recommendation before debriefing.
Ask about preparation instructions, scheduling, interviewer preparation, role clarity, respect, and next steps. Finish with what worked, what could improve, and optional permission to follow up.
Include context, role-relevant ratings, a not assessed option, evidence, strengths, concerns, remaining questions, and a recommendation. Ask interviewers to submit independently before panel discussion.
It depends on the purpose. Contact details are needed for a response, while optional identity may encourage candor. Explain who reviews submissions, and do not promise anonymity when fields or links identify someone.
Send it soon while details are fresh. Have interviewers complete scorecards before debriefing. Give candidates an easy way to decline and avoid tying feedback to an immediate hiring outcome.
Use job-related competencies, labeled anchors, an insufficient evidence option, and prompts for observable examples. A questionnaire cannot remove bias, but it can expose unsupported conclusions for discussion.
Yes. Makeform offers unlimited free forms and responses: generate, edit, publish, and reuse questionnaires without a response cap. The paid tier removes the Makeform badge.
Yes. Separate forms give candidate feedback and internal evaluations different questions, access, notifications, and destinations. Make variants by role or stage, then route responses to the appropriate owner.
Capture the interview while it is still fresh.
