How to Design Hiring Manager Satisfaction Surveys Effectively?

Introduction

It’s tough to recognise the hiring manager’s satisfaction at once. Though, it’s not impossible. We can study various hiring manager satisfaction surveys online. 

For instance, a study by Orion Talent ft. HRO Today, shows that hiring managers often rate themselves 3.5 out 5 in terms of satisfaction. That leaves a massive scope to improve along the way. 

A smart way is to keep capturing such satisfaction results in your own organisation first. How is that possible without feeling it as another task for you to do? Well, uKnowva HRMS is here to sort it out. 

You can templatise surveys and save them in your draft. Roll it out at a scheduled date and churn reports and analysis automatically later on. 

So, let's talk more about these surveys below and then learn how to design this with greater impact. 

Why are hiring manager satisfaction surveys important for an organisation? 

So, hiring manager satisfaction surveys help check whether the hiring managers who are responsible for hiring candidates are satisfied with their role and whether their expectations are being met.

Fulfilling their hiring managers' expectations is in the best interest of the organisation. It makes the recruitment process effortless and boosts the possibility of a successful hiring. 

In fact, a good hiring process provides these managers with high-quality candidates. Meanwhile, expect them to actively engage with the talent from pre-boarding to onboarding.

Did you know that the majority of 94% of candidates say that being contacted by their future managers can make them accept a job proposition faster? (Source)

How to create an effective hiring manager satisfaction survey?

Surveying to measure the levels of satisfaction of the hiring managers in an organisation to improve its credibility and experience. 

Here’s how:- 

• Define the objective‍

Decide the motive of the survey.

Such as:

1. Mentioning the areas for improvement
2. Measuring satisfaction
3. Gaining feedback on the effectiveness of the recruiting process 

• List survey questions‍ 

Do critical thinking and note down questions that will help in giving an insight into the information of the recruitment process. 

Use questions related to hiring of the top talent, recruitment competencies, the effectiveness of recruitment strategies, or the speed of the process. 

Examples of the hiring manager satisfaction survey questions: 

Candidates Experience:

1. How satisfied are you with the quality of the candidates provided?
2. How satisfied are you with the diversity of the candidate pool?

Recruitment Strategy:

1. How satisfied are you with the accuracy of the job posting?
2. How satisfied are you with the number of applications/resumes received?
3. How satisfied are you with the recruitment and sourcing strategies used by HR? 

• Send out the survey 

Forward these HR surveys to hiring managers via a seamless and automated HR software to communicate the objective clearly and close the participation on time.   

• Analyse the results ‍ 

Collect the responses and examine the data to identify hiring trends, strengths, and weaknesses in the recruitment process and where improvement is needed for a better recruitment experience.  

• Share the results 

Communicate these results to the concerned authorities. The results of the hiring manager satisfaction survey prove that their opinion and efforts matter to the organisation.

• Create an action plan  

Discuss the possible solutions and strategies to improve with the hiring managers if the proposed solutions are achievable and satisfactory, suggest ways for implementing them to avoid wasting any further time or effort.

How to improve hiring manager satisfaction?

Improving hiring manager satisfaction can be accomplished by taking a few key steps: 

• Understand their needs and preferences 

Rather than emailing the hiring manager about the job requisition, discuss with them: 

1. Role and responsibilities of the candidate on daily, weekly, and monthly basis 
2. Performance objectives that define what a person needs to do in the first year to be successful in the job and how will he meet business objectives.
3. Skill sets necessary for the role. To avoid confusion, ask them to brief about good analytical skills and what specifications the role acquires instead of general concepts. 

• Streamline the hiring process 

Improve the hiring process by eliminating unnecessary steps, delays, and focus on providing honest and clear communication during the hiring process. 

For instance: 

Check that the job requirements and qualifications in the job propositions are well defined and clearly align with the role’s responsibilities to attract the right candidates.

Use different hiring methods to increase candidate application and improve the quality of hiring. Boost your employee referral programs and provide some perks to the existing employees for referring a good candidate for the job openings. 

Use system installed chatbots to answer candidates’ initial queries on your career website. Enhance your reach by using social media platforms. 

• Check alignment with the hiring manager 

To avoid any sort of confusion or delays, let hiring managers agree to a deadline and service agreements. They must adhere to the standardised interview process, to avoid any biases while choosing and to provide a clear message to all the candidates. 

• Build sustainable and purposeful relationships

Transparency builds trust in the hiring process. You can gain the hiring manager's confidence by: 

1. Being honest about your abilities‍
2. Keeping them informed about the progress
3. Regularly asking for the feedback 

• Provide the right data  

Hiring managers must leverage the ATS in multiple ways to improve their satisfaction score over a period. They can get real-time insights into the job openings, their current CVs of the candidates, skill sets of these talented individuals, and the remarks left by previous hiring managers or TA specialists in the system. 

ATS data gives data on mediums or sources that attract the highest number of applicants. If any organisation receives a good number of applications from social media, then they can allocate more budget to media channels like LinkedIn. That’s just one use case of it. 

5. Access to good HR software 

Hiring managers can leverage the tools to avoid making interview mistakes, provide a better experience, and choose the right candidate. 

These tools help in designing different types of evaluating questions as per the candidate's profile, like a general aptitude, a personality test, or a skills assessment test to assess the critical skills of the role. 

Conclusion

Crafting hiring manager satisfaction surveys are important for growing organisations to build accountability and credibility among these managers.  

uKnowva HRMS is one such software that has been developed to enhance the productivity and efficiency of hiring managers. 

It is customisable as per the needs of the companies, and has a top notch quality. Its wide range of features helps in easing the work of HRs in no time. 

FAQs on Hiring Manager Satisfaction Surveys 

• What is a Hiring Manager Satisfaction Survey? 

A hiring manager satisfaction survey gathers feedback from hiring managers regarding the recruitment process and their job satisfaction. 

It assesses their satisfaction with aspects like the quality of candidates, the efficiency of the hiring process, communication with recruiters, and the overall support provided to these HR managers from the management over a period. 

• How often should Hiring Manager Satisfaction Surveys be conducted? 

Ideally, these surveys should be conducted after each completed hiring process or once in a quarter for surveying the satisfaction score for HR managers. 

This allows for immediate feedback on specific recruitment experiences and helps identify any issues that may need to be addressed. 

Alternatively, they can be conducted biannually to get an overview of satisfaction levels over time.