Top 10 Questions to Include in a Post-Interview Survey

Why Post-Interview Surveys Are Important

Post-interview surveys are one of the most effective tools employers can use to improve their hiring process.

By asking well-designed questions shortly after interviews, organizations can evaluate the candidate experience, identify weaknesses in the recruitment flow, and make data-driven improvements that attract top talent.

Collecting feedback immediately after an interview helps companies understand how candidates perceived the interviewers, how clearly the role was explained, and how effective overall communication was.

When post-interview survey questions are thoughtfully structured, the insights gathered are accurate, actionable, and highly relevant.

These insights can then be used to train recruiters, refine interview practices, and strengthen the employer brand.

10 Questions You Should Ask After an Interview

The quality of feedback you receive depends heavily on the questions you ask.

A strong post-interview survey should include a mix of quantitative (rating-based) and qualitative (open-ended) questions.

The following questions cover the most critical aspects of the interview experience and are designed to produce meaningful insights.

1. How clearly did the interviewers explain the role to you?

This question measures how effectively the job’s responsibilities, expectations, and growth opportunities were communicated.

If candidates consistently report confusion, it may indicate that job descriptions or interviewer explanations need improvement.

2. How comfortable did you feel during the interview?

A rating-based question like this helps assess the interview atmosphere.

Low comfort scores may signal that interviewers appeared intimidating, rushed, or unprepared.

A welcoming environment is essential for an honest and productive conversation.

3. Did the interviewer give you enough time to ask questions?

This question reflects how balanced and respectful the interview was.

Candidates value interviews where their questions are welcomed, as this signals transparency and mutual interest.

4. How satisfied were you with the communication before and after the interview?

Clear and timely communication is a major factor in candidate satisfaction.

This question helps identify issues related to scheduling, follow-ups, next steps, and response times.

5. What was the best part of your interview experience?

This open-ended question highlights what your hiring team is doing well.

Patterns in responses can reveal strengths such as interviewer professionalism, clarity, or how well company culture was represented.

6. What could we improve in our interview process?

Understanding what did not work is just as important as knowing what did.

Candidates may point out unclear expectations, inconsistent communication, or missing information about benefits and responsibilities.

7. How likely are you to recommend our interview process to others?

This Net Promoter Score (NPS)-style question provides a high-level view of candidate sentiment.

Tracking this score over time allows organizations to measure improvement as changes are implemented.

8. Did the interview match your expectations based on the job description?

This question checks alignment between job postings and actual interview content.

Repeated mismatches may signal the need to update job descriptions or standardize interviewer messaging.

9. How professional and prepared did the interviewer(s) seem?

Candidates can provide valuable insight into interviewer behavior, punctuality, and preparedness.

Low scores here often indicate a need for interviewer training or clearer internal interview guidelines.

10. Is there anything else you would like to share about your experience?

A final open-ended question gives candidates space to share insights that structured questions may miss.

These responses often surface subtle issues or opportunities for improvement.

How to Use Post-Interview Surveys Effectively

Asking the right questions is only part of the process.

Timing, format, and follow-through are equally important.

Surveys should be sent within 24–48 hours of the interview, while the experience is still fresh in the candidate’s mind.

Keep surveys short to increase completion rates, and combine rating-scale questions with optional open-text responses.

Whenever possible, automate survey distribution through your applicant tracking system (ATS).

Most importantly, review responses regularly and act on the insights.

Candidates are more likely to engage with surveys when they see real improvements resulting from their feedback.

Frequently Asked Questions About Post-Interview Surveys

Why should I run post-interview surveys?

Post-interview surveys provide direct feedback from candidates, helping you improve consistency, fairness, and overall candidate experience in your hiring process.

When is the best time to send a post-interview survey?

The ideal window is within 24 to 48 hours after the interview.

This ensures feedback is accurate and based on fresh impressions.

Should surveys be sent to rejected candidates as well?

Yes.

Feedback from both successful and unsuccessful candidates provides a more complete view of your interview process and highlights issues that may not be visible when only surveying finalists.