In Recruitera, questionnaires let you collect additional, structured information from candidates at any stage of your hiring process — whether it’s before an interview, after one, or as part of an internal review.
They save you time, keep data consistent, and help you evaluate candidates more effectively without crowding your initial application form.
Application Forms vs. Questionnaires — What’s the Difference?
| Application Form | Questionnaire |
Purpose | Used when a candidate first applies to a job. | Used after applying — during or between stages. |
Timing | At the very beginning of the process. | Sent later — for deeper evaluation or feedback. |
Length | Usually short and simple. | Can be detailed and customized for each stage. |
Focus | Collects basic data like contact info, CV, and top-level experience. | Gathers insights on skills, behavior, availability, or post-interview feedback. |
Example | “Upload your CV” / “How many years of experience do you have?” | “Rate your experience with X software” / “How was your interview experience?” |
💡 Think of it this way: the application form gets you in the door — the questionnaire helps you decide who walks through.
When to Use Questionnaires
Recruiters use questionnaires for more than just screening — they can fit anywhere in your hiring flow.
Here are some common examples:
Pre-Interview: Ask about expected salary, or role preferences.
Technical Assessment: Collect test results, project links, or skill ratings.
Post-Interview: Send surveys to gather candidate experience or interviewer feedback.
💬 Example: After a technical interview, send a questionnaire like:
“How confident are you in using [specific tool]?”
“Describe your most challenging project and how you solved it.”
Collect Structured Insights — Without Back-and-Forth
Instead of relying on scattered notes or emails, questionnaires keep all responses structured and tied directly to the candidate profile.
You’ll have:
All responses visible to the hiring team.
Consistent formats across candidates.
💡 This means less time organizing feedback and more time making decisions.
Automate Questionnaires in Your Workflow
You don’t have to send every questionnaire manually.
In Recruitera, you can attach them directly to a workflow stage — so when a candidate reaches that stage, the questionnaire goes out automatically.
Example:
At the “Phone Screen” stage, automatically send a short questionnaire asking about:
Notice period
Preferred working model
Expected salary
📌 No follow-up emails required — Recruitera handles it for you.
Create Consistency Across All Recruiters
When multiple recruiters are involved, questionnaires standardize what’s being asked and evaluated. Everyone follows the same process, ensuring fairness and consistency in decision-making.
💡 It also helps build cleaner analytics over time — since you’re gathering data in the same structured format every time.
Why Recruiters Love Them
Here’s what makes questionnaires a favorite for advanced teams:
✅ They give you depth without making your job application overwhelming.
✅ They automate follow-ups and keep communication consistent.
✅ They support feedback loops between candidates, recruiters, and hiring managers.
✅ They make your ATS more data-driven and transparent.
💡 In Short
You need questionnaires in your ATS because they help you:
Go beyond basic applications 🧾
Personalize and automate deeper evaluations ⚙️
Gather structured data at every stage 📊
Keep both candidates and hiring teams aligned 🤝
Questionnaires turn your hiring process from reactive to proactive — giving your recruiters more insight, and your candidates a smoother experience.
✅ That’s it!
You’ve now learned why questionnaires are essential in Recruitera — and how they help you dig deeper, stay consistent, and hire smarter.