Interview Experience Survey

The Interview Experience Survey is a ready-to-launch questionnaire focused specifically on the interview stage of hiring. Its 21 questions ask candidates to rate statements about scheduling, logistics and the interviewers themselves, such as whether the interview was scheduled at a convenient time, whether joining instructions arrived well in advance, and whether interviewers were well-prepared and familiar with their background. Send it soon after interviews conclude, while impressions are still sharp. The survey isolates the interview from the wider hiring journey, so you can see clearly whether this high-stakes moment leaves candidates feeling respected, informed and fairly assessed regardless of the final outcome.

The interview is where candidates form their strongest impression of your organization, and where a poor experience can cost you an accepted offer or a referral. This survey turns that pivotal moment into measurable feedback. Responses show whether interviews start on time, run for an appropriate length, and are led by prepared, professional interviewers who create a welcoming environment. That evidence helps you fix scheduling and logistics problems, coach interviewers who are unprepared or rushed, and ensure candidates can get real answers about the role and team. Improving these 21 dimensions raises offer acceptance, protects your brand and gives every candidate a fair, consistent interview.

The 21 questions fall into two connected themes. Scheduling and logistics asks whether the interview was scheduled at a convenient time, whether clear joining instructions or location details arrived well in advance, whether it started on time without unnecessary delays, and whether it ran an appropriate length for the role and assessment required. Interviewer quality covers whether interviewers were well-prepared and familiar with the candidate's background, created a comfortable and welcoming environment, stayed professional and respectful throughout, and could answer questions about the role and team. Together these themes reveal whether the mechanics of interviewing run smoothly and whether the people conducting them represent your organization well.

Copy or download the full set of 21 questions and drop them into any survey tool, such as Google Forms, Typeform or Microsoft Forms. No signup is required to use the template. Keep responses anonymous so candidates feel free to comment honestly on interviewers and logistics. Send the link within a day or two of the interview while recall is strong, and keep it brief. Review results by interview stage or by interviewer where volume allows, then use the findings to fix logistics and coach your interview panels.