How To Enhance Your Recruitment Questionnaires In A Better Way?


For many recruiters or hiring managers, the way they approach the overall hiring process could use a bit of innovation for a better result. The most challenging part of every hiring process is the interview portion. We see that most of the recruitment questionnaires that HR managers rely on, are lack innovation and are tired. As a hiring manager, you need to add a little spark to your hiring process. This way, you will be able to move forward with more powerful screening and interview questions. In this blog, I will be teaching you the ways how you can level up your recruitment questionnaires in a better way. 

Recruitment Questionnaires: Easy Ideas to Attract Top Candidates

1: Recruiter can advertise in their email signature

No matter if you have empty job roles to fill or not. It would always be a good idea to have a few amazing candidates on standby. You never know when your job needs may change. And, when you are always researching candidates, you will never get panic when you truly have empty slots in your team. You may put some of the hiring information and the link to your recruitment questionnaires in your email signature. Do not forget to never mention it in the body of your email. 

2: Add recruitment questionnaires link to your Linkedin profile

You can add a link to your recruitment questionnaires to your company's LinkedIn profile. Anyone who will feel interested in your firm can go ahead. Also, they will leave their CV there. This way, you can regularly add top candidates to your recruitment pool with little effort. It also allows you to trust the people who show real interest in your firm's empty job position because they do all the work at the beginning of the assessment process. 

Recruitment Questionnaires: The Most Important Part Of The Entire Hiring Process

As a recruiter, it is important to engage candidates before and after they apply for a job. But you need to make sure that your recruitment questionnaires should be strong as well as creative. Recruitment questionnaires are a very important part of the hiring process and a very important step to qualify the right candidates. For those who really want to achieve creativity and flexibility in their hiring process, customizable hiring questionnaires and assessments should be there in your ATS.this way, hiring managers can manage their assessments in order to add all the most innovative questions and get creative answers in return. 

Here's How You Can Customize Your Recruitment Questionnaires

Recruitment questionnaires allow HR managers or recruiters so you can receive your answers in multiple different forms. They can easily be mixed and matched however you see fit. You can have:

  • Text boxes: Text boxes are the place where the particular applicant should write an answer in their own words. 
  • Video answers: in the video answers process, a candidate should create a short video in response to a recruiter's question.
  • Yes or No responses: applicants go with yes or no responses for those kinds of questions that they feel are simple and direct. 
  • Multiple-choice responses: Multiple-choice responses for those kinds of questions that do not require any expounding. 
  • Scale rating: Scale rating needs the applicants to rate how they think or feel about a statement. 
  • Dropdown answers: dropdown answers option allows HR managers to add a lot of choices without cluttering up your hiring assessment page. 

How To Make Your Hiring Process Creative With The Recruitment Questionnaires?

Now that you know how to create your ideal assessment with creative recruitment questionnaires. In this section, I am going to share some of the great ideas that will help keep the candidates on their toes. These ideas will also offer you a better look into their mind before you interview a particular candidate. Following are some of the questions that must be included in your recruitment questionnaires:

1: Which one of our firm values do you most relate to?

Best For Dropdown response 

This is a great way to get a good indicator about what your candidate most values in your firm and its culture. If you wish to get extra tricky, then make sure your candidates have done their homework. You need to add an extra value that does not belong. This is one of the parts of your creative recruitment questionnaires.

2: What do you think about doing after you leave our company?

Best for video answer response

Let's discuss another aspect of recruitment questionnaires. You might have seen most of the time interviewer asking - Where do you see yourself in X years? If a recruiter asks the applicant what they will do after your firm is truly the toughest to answer. The particular employee has to give the answer very carefully. The candidate's answer should include their actual life goals and plans. In addition, it shows the fact that your firm understands that people need to grow, and their needs also change. This is the most important part of the recruitment questionnaires because it shows your concern for your team. As a recruiter, this behavior tells that you are willing to help your teammates to spread their wings. 

3: If I was able to allow you a few work-related promises, what would you like to ask for?

Best for text box response 

There is another question that should be in your recruitment questionnaires during the entire hiring process. This section will help recruiters to see whether the particular candidate would be the best fit for the firm or not. And, as a recruiter, whether you would be able to meet your candidate's hopes or not. If the person wants something that they would never supposed to get, they will probably be frustrated in their job role at some point in time. While it seems a bit funny and silly, it is really a good indication of a candidate's work personality. This way, now you know another aspect that helps to level up your recruitment questionnaires in a better way. 

4: What was the most energizing aspect of your last role?

Best for multiple choice question 

The innovative and creative interview question is a good way to level up your recruitment questionnaires as a whole. A good interview question also gives you a good measure of aspects whether they will be a good culture fit for your firm or not. If a candidate gives an answer that you find totally opposite to the style of management and the vibe within your firm, then you will know that the candidate's work is not going well. Thus this is also an important part that should be included in your recruitment questionnaires.  

5: Tell us about a situation where you felt defeated and how you reacted to that defeat?

Best for text box response 

Let's discuss one of the toughest parts of recruitment questionnaires. When do you ask a candidate about the situation where they felt defeated and how they responded to that defeat? This kind of question will show you a potential candidates will react when they do not feel completely in control of a particular situation they are placed in. this process will show you how the candidate does or does not stand up in the face of adversity. It is totally safe to imagine that there will be a point time in the candidate's career when things will be seen falling apart around them. But, candidates need to be able to solve the problems. Also, they have to salvage the situation as much as possible. This way, this was the last one but the toughest question you have seen that recruiters should include in their recruitment questionnaires. This way, they will be able to level up their hiring process. 

Final Words 

Here's the wrap of recruitment questionnaires! So, in this ultimate guide, I have explained all the major and the most important questions the candidates mostly face during the interview process. And if you, as a recruiter, want to level up your recruitment questionnaires, all the above-mentioned questions should be on the top of your list to better understand the candidate's mindset. These should be asked of the applicant to enhance your talent pool in a better way. I hope this blog has helped you & answer all of your questions. But still, if you have any queries, feel free to visit our official website - E Global Soft Solutions.

recruitment questionnaires include the following common questions:

  • Tell me something about yourself.
  • How did you hear about this position?
  • Why do you want to work here?
  • What do you know about this company/organization?
  • Why did you decide to apply for this position?
  • What is your greatest strength?
  • What are your strengths and weaknesses?

recruitment questionnaires also include some of the hardest questions. Following are some the examples:

  • Tell Me About Yourself.
  • Why did you leave your last job?
  • Why do you want this job?
  • Tell me about a time you made a mistake or experienced a failure and how you dealt with it.
  • Describe a time you dealt with a difficult colleague and what you did.

Following are the points that you should remember when you prepare yourself for an interview as a recruiter:

  • Prepare to Describe your work history BRIEFLY. ...
  • Explain why you're interested in interviewing with them.
  • Don't ask for feedback on the spot. 
  • Answering technical questions- don't freak out. 
  • Ask your own questions at the end. 
  • Always act like you want the job.
  • Be human.

Following are some of the recruitment questionnaires tricks that a recruiter uses while interviewing a candidate:

  • Perform sufficient research.
  • Identify specific successes.
  • Ask appropriate questions.
  • Share appropriately. 
  • Listen to the interviewer or hiring manager.
  • Be honest on your cover letter or resume.
  • Curb arrogance.
  • Use a positive tone.

Good recruiters will figure out if candidates truly meet the client's needs by leveraging all information available, including references, social media, resumes, and technical & behavioral interviews.