Candidate surveys

Send stage-based experience surveys and review aggregate NPS results.

Looking for multi-question surveys, hiring-manager check-ins or 30/60/90-day follow-ups? See Surveys. The stage-triggered NPS described here still works alongside it.

Use candidate surveys to ask candidates one short experience question when their application reaches a chosen hiring stage. Responses are summarized as Net Promoter Score, or NPS.

NPS uses a 0–10 question to measure how likely someone is to recommend an experience. It is a directional feedback measure, not a complete evaluation of your hiring process.

This optional feature is separate from the DEI & Compliance package and may not be enabled for every organization.

Before you begin

Confirm that Candidate surveys is enabled for your organization.
Decide which hiring stage should send the survey.
Review the timing and message with recruiting operations.
Avoid sending too many surveys to the same candidate.
Use a test application before activating a live survey.

Configure a survey

Open the compliance settings in InsightHire.
Find Candidate NPS surveys.
Select Add survey.
Choose the trigger stage, such as Interviewing, Hired, or Rejected.
Turn on Active.
Save the survey.
Move a test application into the selected stage.
Confirm the candidate receives one survey invitation.

Keep only one active survey for each trigger stage to avoid duplicate messages.

Candidate experience

The invitation opens a public survey page branded with the organization name. The candidate selects a score from 0 to 10 and submits it once. Returning after submission shows a thank-you message.

The candidate does not need a recruiter account. Treat the survey link as private because it is associated with that invitation.

Review results

Open the candidate experience or diversity analytics area.
Find Candidate experience (NPS).
Review the aggregate score and response count.
Compare results over time and by process change where appropriate.
Read low response counts cautiously.

If your organization has candidate surveys but not the DEI package, the analytics area may show NPS without demographic sections.

Choose survey timing

Interviewing: useful for a mid-process check, but may add survey fatigue.
Hired: captures the experience of successful candidates after the offer process.
Rejected: can reveal whether communication and closure felt respectful and clear.

Other application stages may be available. Choose a stage for a defined business question rather than activating surveys at every stage.

Best practices

Review results monthly with recruiting operations.
Consider response count and comments from other channels before drawing conclusions.
Do not use an individual response to retaliate against or disadvantage a candidate.
Coordinate survey timing with other candidate emails.
Protect survey data under your privacy and retention policies.