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How to create an employee recruitment effectiveness survey
How to create an employee recruitment effectiveness survey

Step-by-step guide to create a powerful employee recruitment effectiveness survey to make your HR strategies more efficient.

Updated over a week ago

Here you can find out how you can create an employee recruitment form that could be a useful tool for HR professionals and recruiters, talent acquisition teams, and business leaders and managers.

"Employee recruiter effectiveness" is crucial as it enhances talent acquisition, ensuring hiring quality and cultural fit. This leads to improved employee satisfaction and productivity, making the recruitment process more efficient.

This form emphasizes building a skilled, cohesive workforce, aligning with strategic business goals. Key aspects include talent management, recruitment optimization, and efficient hiring processes.

🧩 Template:

This Interview evaluation app template helps to provide a systematic way to assess and record candidate performance during an interview. Collects and analyses interview data to help make more informed, evidence-based hiring decisions.

Step 1: Create a new formaloo

To create one, choose from one of our +200 templates or create one from scratch. In this article, we will explain how to create an Employee Recruitment Form step by step. You can customize your form and change color, font, background, etc. Learn more here.

Create a form and add fields

Open your dashboard and click on “New Formaloo”.

Then you have options to create your survey and forms.

Choose 'Form' or 'Survey', whether you want to create a form or a survey. FormLoo offers various options for creating different types of forms.

If you choose to create a survey, FormLoo will automatically generate a default survey with a results page and charts. You can customize this survey later.

Once the form or survey is created, you can click on 'Edit base' to open the default template.

Here, you can edit the questions, add new ones, or customize the design according to your preferences.

Easily add fields like name, email, and signature. Use the 'Description' section to detail your services or company info.

Add your basic fields

Capturing recruiter information: Begin by adding 'Text' and 'Email' fields to record the recruiter's name and contact. This helps in tracking the recruitment process and assigning responsibilities.

Gathering candidate details: Utilize 'Text', 'Email', and ‘Phone’ fields to collect comprehensive candidate information like name, email, and phone number, ensuring a well-maintained database.

Position applied for: A 'Dropdown' field listing available positions in various departments gives a clear view of the roles candidates are applying for.

Scheduling interviews: Use the 'Date' field to log the interview date, providing a timeline of the hiring process.

Identifying candidate sources: A 'Dropdown' for the candidate source helps analyze effective recruitment channels, enhancing future talent sourcing strategies.

Add your assessment fields

Assessment fields are crucial for HR professionals and recruiters in evaluating candidates comprehensively. They enable precise rating of key skills like communication and technical expertise, providing a clear metric for role suitability.

Additionally, they assess cultural fit, crucial for a candidate's long-term success and team integration.

These fields structure feedback collection from hiring managers, enriching understanding of a candidate's potential impact and streamlining the recruitment process.

Skill ratings

Use 'Score 0-10' for evaluating communication skills, technical skills, and cultural fit.

Feedback section

Add 'Long Text' to get feedback about how your recruiter could improve.

Add 'CSAT' field (customer satisfaction score)

Including a CSAT field for rating candidate experience is a strategic move in recruitment. It offers direct, valuable insights from candidates about the hiring process, enabling HR teams to enhance candidate satisfaction.

This not only makes the recruitment process more applicant-friendly but also boosts the company's attractiveness to future talent. A positive candidate experience can significantly impact an organization's reputation and recruitment success. This approach aligns with modern HR practices focusing on candidate-centric recruitment strategies.

Select from our six unique icons to personalize your experience in your style.

Step 2: Get notified instantly

Ensure you're immediately informed with Formaloo's real-time notification feature. Here's a quick guide:

  1. Enable notifications: Toggle on the feature to receive email alerts for each form response.

  2. Direct your data: Input your email address and add colleagues to share response alerts.

  3. Streamline workflow: Use 'Forward to' to automatically send candidate info to relevant departments.

By setting up notifications, you'll keep your hiring process agile and responsive, never missing an update in your recruitment drive.

⭐ Pro tip:

Use the Allow partial submits(Auto Save) option in the settings tab, the respondent can always get back and finish their survey without doing it twice.

Allow partial submits - Auto save

Step 3: Publish and share your forms

Once your HR form is ready, sharing it is simple. After saving your form, choose from several sharing options to integrate it with your website. Grab the embed code and place it on your site to start collecting responses instantly.

This seamless integration ensures that your recruitment process is as efficient and connected as ever. Keep your HR system in sync and never miss an applicant with Formaloo's easy-to-use form-sharing features.

Step 4: See your results

Quickly view recruitment form responses right from your Formaloo dashboard with just a click. For more details, simply open your form, hit the results tab, and choose 'form options' to see organized charts or the presentation view for a clearer picture of your data.

This makes managing HR and recruiter forms straightforward and efficient, allowing you to focus on improving the recruiters’ skills and finding the right candidates.

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