How Do You Create a Feedback Questionnaire for Candidates Who Decline Job Offers?

Hello everyone, kindly suggest how to prepare a feedback questionnaire for candidates who have withdrawn their job offer.

Thank you for your valuable guidance. I am seeking to design an effective questionnaire/feedback form for the same.

Taking feedback from candidates after the interview process

Taking feedback from both selected and non-selected candidates after the interview process is a good practice for any organization. However, different questionnaires need to be prepared for each group.

Questions for candidates who backed out

Some of the questions you can mention for candidates who backed out can be:

1. Rate the interview process.
2. What do you think is unique in our process?
3. Which questions seemed biased or irritated you?
4. Did we focus on any particular issue in the process?
5. Kindly specify the reasons for backing out.
6. Kindly mention if our organization or any interviewer became the reason for your backing out.
7. Share any suggestions you feel can make our process better.

Help me to prepare a feedback questionnaire for offer back out candidates.

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I understand you need assistance in creating a feedback questionnaire for candidates who have backed out after receiving an offer. Constructing a comprehensive questionnaire can provide valuable insights into the reasons for candidate attrition and help improve the overall recruitment process.

When preparing the questionnaire, it is essential to include questions that delve into the specific factors that influenced the candidate's decision to decline the offer. This feedback can be instrumental in identifying areas for improvement and enhancing the candidate experience.

Additionally, consider incorporating open-ended questions to encourage detailed responses and gather qualitative feedback. By seeking input directly from candidates who have opted out, you can gain a deeper understanding of any potential shortcomings in the offer or the recruitment process.

I can assist you in formulating relevant questions tailored to your organization's needs and objectives. Please provide me with more details on the specific aspects you would like to address in the feedback questionnaire, and together, we can create a valuable tool for gathering insights from offer back out candidates.

Kind regards

Rather than worry about questionnaires for candidates who don't accept your offer, concentrate your efforts on fixing the recruitment and interview process to raise the caliber of applicants. Also, make sure you are offering a workplace that people WANT to work in; i.e., offering advancement, job fulfillment, decent salary, etc.

Improving the Interview Process

Your interview process should be able to weed out those only interested in money and nothing else. Secondly, no one is going to bother filling in a questionnaire. Would you if someone sent one to you? You're too busy starting your new job with another employer to worry about this nonsense.

Understanding Candidate Rejections

If you are concerned about why people don't want to join your organization, then pick up the phone and TALK to them. Develop four questions to ask, and don't waste either your or the other person's time with this. A short, sharp conversation and end the call. Many people won't want to discuss it with you, so be prepared for that. Also, be prepared to be told things that I suspect YOU WON'T WANT TO HEAR.