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Decoding Hiring Manager Satisfaction Surveys: What, Why & How

What are hiring manager satisfaction surveys and why are they important? Let’s see.

Attracting and retaining top talents is crucial to grow your business. However, the scena struggling with high turnover rates and missed hiring targets despite putting in all the effort is far too common.

Why does this happen?

To understand this, a glimpse into the hiring process from the hiring manager’s perspective is crucial. It can reveal discrepancies you might have missed, making room for improvement and allowing your company to flourish.

This blog explores the nuances of hiring manager satisfaction, why you need to measure it, and how.

What Is Hiring Manager Satisfaction?

At its core, hiring manager satisfaction is an organization’s ability to meet the expectations of its hiring managers during the recruitment process.

This includes everything from the quality of job descriptions to the efficiency of the interview process and the candidate’s overall experience.

If we break down the components, hiring manager satisfaction primarily hinges upon these 3 factors:

  • Quality of Candidates: Satisfaction peaks when recruiters consistently deliver candidates who meet or exceed the requisite skills and qualifications while aligning with the organization’s culture and values.
  • Timeliness and Efficiency: Time is of the essence in recruitment. Delays and bottlenecks can diminish satisfaction levels.
  • Communication and Collaboration: Hiring managers expect transparency regarding the progress of ongoing searches, feedback on candidates, and alignment on recruitment strategies. When communication channels are open and collaborative efforts are encouraged, satisfaction levels soar.

Why Should We Conduct Hiring Manager Satisfaction Surveys?

Recruiting costs have seen a significant surge, according to a study by Appcast. The median cost per application has jumped from $19.96 to $28.47, indicating a notable increase. Moreover, the cost per click (CPC) has seen an even more drastic rise, soaring by 54% from $0.71 to $1.10.

These escalating costs all point toward the need to optimize the hiring process to save money. Ensuring that the recruitment process is satisfactory at all levels goes a long way in lowering the expenditure accrued per new hire.

Conducting hiring manager satisfaction surveys is essential for any organization looking to improve its recruitment process, engage its hiring managers, save costs, foster a positive organizational culture, and gain valuable insights.

Let us break the reasons down why you should conduct hiring manager satisfaction surveys even further:

1. Identify Areas for Improvement in the Recruitment Process

Conducting hiring manager satisfaction surveys helps your organization pinpoint areas that need improvement in the recruitment process. Feedback from hiring managers can identify specific pain points or issues that may be hindering the effectiveness of your HR’s recruitment strategies and sourcing techniques.

2. Enhance Hiring Manager Engagement and Productivity

When hiring managers are satisfied with the candidates they hire, they become more engaged and invested in their roles. Engaged managers tend to be more productive, collaborate better with their teams, and contribute more effectively to the overall success of the company.

3. Save Costs and Avoid Disruptions

Optimizing the hiring process through satisfaction surveys can save your organization from incurring unnecessary recruitment costs. When hiring managers are satisfied with the candidates selected, the likelihood of firing and rehiring candidates is reduced. This saves the organization time, money, and resources. Plus, making successful hires minimizes disruptions in daily operations, ensuring smooth business continuity.

4. Improve Retention and Foster a Positive Organizational Culture

Hiring manager satisfaction plays a crucial role in employee retention. When hiring managers are satisfied with the candidates they’ve hired, they are less likely to experience turnover and job dissatisfaction. This leads to increased employee retention rates and a more stable workforce.


5. Gain Valuable Insights and Optimize the Recruitment Process

Conducting hiring manager satisfaction surveys allows your organization to gather valuable insights into the effectiveness of your recruitment process. By collecting feedback and analyzing the data, you can identify patterns, trends, and areas of improvement.

This information enables you to optimize your recruitment strategies, address concerns, and make data-driven decisions to enhance the overall recruitment experience.

How to Measure Hiring Manager Satisfaction?

The satisfaction of hiring managers plays a crucial role in identifying areas of improvement and ensuring a seamless hiring experience for both candidates and the organization as a whole. Here are some key steps to measure hiring manager satisfaction:

1. Define Key Metrics

Start by determining the key metrics that will help you assess hiring manager satisfaction. These metrics could include time-to-fill, quality of candidates, hiring manager feedback on the interview process, or satisfaction level with the overall recruitment experience.

Clearly defining these metrics will help provide a clear framework for measuring and improving hiring manager satisfaction.

2. Implement Surveys

One of the most effective ways to measure hiring manager satisfaction is through the use of surveys. Develop a tailored survey template that covers various aspects of the recruitment process, such as the quality of candidate resumes, communication and responsiveness from recruiters, the efficiency of the interview process, and overall satisfaction with the hiring process.

Distribute these surveys to hiring managers after the completion of each recruitment cycle or as needed.

3. Conduct One-on-One Interviews

In addition to surveys, consider conducting one-on-one interviews with hiring managers to gather more in-depth feedback. These interviews can provide an opportunity for hiring managers to express their thoughts and concerns and provide specific feedback related to their experience with the recruitment process.

4. Track Performance Metrics

Alongside surveys and interviews, it is essential to track relevant performance metrics to assess the impact of the recruitment process on business outcomes. Measure metrics such as employee retention rates, performance ratings of hired candidates, or the cost-per-hire to gain insights into the effectiveness of the recruitment process.

Analyze these metrics alongside hiring manager feedback to identify areas for improvement and track progress over time.

5. Continuous Improvement

Use the feedback and data from hiring managers to drive continuous improvement in your recruitment process. Identify patterns or common concerns raised by hiring managers and take proactive steps to address them.

Regularly review and analyze the feedback and data to identify trends, make informed decisions, and implement changes that will enhance the recruitment experience for both hiring managers and candidates.

6. Communication and Transparency

Ensure open and transparent communication with hiring managers regarding their feedback and the actions taken to address their concerns. Keep them informed about any process improvements or changes implemented as a result of their feedback. This level of transparency will help build trust and strengthen the partnership between recruitment teams and hiring managers.

What to Ask in the Hiring Manager Satisfaction Survey?

Creating a detailed hiring manager satisfaction survey involves asking targeted questions across several categories to gauge the effectiveness and efficiency of the recruitment process from the hiring manager’s perspective.

A structured approach with a mix of questions covering various facets of the recruitment process works best in offering comprehensive insights into the hiring manager’s experience.

Here’s how you can structure the survey with example questions:

A. Process Efficiency

Objective: Understand the hiring manager’s satisfaction with the recruitment process’s speed and efficiency.

  • How would you rate the speed of the recruitment process from job posting to hiring?
  • Was the job vacancy advertised on enough platforms to attract a diverse candidate pool?
  • How effective was the communication from the recruitment team during the hiring process?
  • Did you receive adequate support in screening and shortlisting candidates?

B. Candidate Quality

Objective: Evaluate the quality of candidates and how well they meet the job requirements.

  • How satisfied are you with the qualifications of the interviewed candidates?
  • Did the candidates’ skills and experiences meet the job description requirements?
  • How well did the recruitment process bring in candidates who fit the company culture?
  • Rate the diversity of the candidate pool in terms of skills, experiences, and backgrounds.

C. Collaboration and Support

Objective: Assess the level of support and collaboration between hiring managers and the recruitment team.

  • How would you rate the communication between you and the recruitment team?
  • Were your hiring needs and expectations clearly understood by the recruitment team?
  • How effectively did the recruitment team address your concerns throughout the process?
  • Did you receive adequate training on using recruitment tools and platforms?

D. Onboarding and Integration

Objective: Gauge the effectiveness of the onboarding process for new hires.

  • How well were the new hires integrated into your team?
  • Were the onboarding materials and programs helpful for the new employees?
  • How effective is the current onboarding process in preparing new hires for their roles?

E. Feedback and Improvement

Objective: Collect feedback on areas for improvement in the recruitment process.

  • What aspects of the recruitment process do you think need improvement?
  • Are there any tools or technologies you suggest adopting to improve recruitment?
  • How can we better align the recruitment process with departmental goals?
  • What changes would you recommend to improve candidate quality?

F. Overall Satisfaction

Objective: Measure overall satisfaction with the recruitment process and outcomes.

  • Overall, how satisfied are you with the recruitment process?
  • How likely are you to recommend the recruitment team’s services to other departments?
  • What did you appreciate most about the recruitment process?
  • Are there any practices from the recruitment process you believe should be standardized across the organization?

G. Additional Comments

Objective: Provide an open-ended opportunity for hiring managers to offer detailed feedback.

  • Please provide any additional comments or suggestions to improve the hiring manager’s experience.

Benefits of Conducting a Hiring Manager Survey

The major benefits of hiring manager surveys are listed below:

1. Enhanced Recruitment Strategy

Surveys identify areas needing improvement, such as the reach of job postings or the effectiveness of screening methods, allowing for strategic adjustments that streamline the hiring process.

2. Improved Candidate Quality

Feedback on the quality of candidates informs recruiters about the alignment with job requirements and cultural fit, leading to refined selection criteria and sourcing strategies.

3. Strengthened Collaboration

Surveys bridge communication gaps between hiring managers and recruiters, ensuring a mutual understanding of needs and expectations, which fosters a more cooperative recruitment effort.

4. Effective Onboarding Insights

Gathering feedback on the onboarding process highlights its strengths and weaknesses, informing necessary adjustments to better equip new hires for success.

5. Increased Satisfaction and Retention

By addressing hiring managers’ concerns and improving the recruitment process, organizations can enhance job satisfaction for both hiring managers and new hires, potentially increasing retention rates.

Ways to Improve Hiring Manager Satisfaction

We have established the importance of enhancing hiring manager satisfaction earlier in this blog, but do we go on about it? Let’s see here.

  • Streamline Communication: Establish clear, regular communication channels between recruiters and hiring managers. Implement weekly check-ins to update on progress and gather feedback.

Pro Tip: Use project management tools like Trello or Slack for real-time updates on recruitment status, ensuring hiring managers are always informed.

  • Enhance Candidate Quality: Use detailed job descriptions and predefined criteria aligned with the hiring manager’s needs to improve candidate screening processes.

Pro Tip: You can work with hiring managers to create a list of core competencies for each role, guiding structured interviews to assess candidate fit accurately.

  • Optimize the Recruitment Process: Introduce efficient tools and technologies for applicant tracking and communication, reducing time-to-hire and improving the applicant experience.

Pro Tip: Use AI-powered screening tools to quickly identify top candidates from a large pool, reducing the initial screening time.

  • Provide Training and Resources: Offer training sessions for hiring managers on interview techniques and using recruitment software to ensure they are well-equipped to participate in the recruitment process effectively.

Pro Tip: Conduct regular training sessions on behavioral interview techniques to help hiring managers identify candidates who not only have the right skills but also fit the company culture.

  • Gather and Act on Feedback: Regularly conduct Hiring Manager Satisfaction Surveys and implement changes based on the feedback to continuously improve the recruitment process.

Pro Tip: After each recruitment cycle, use surveys to gather feedback from hiring managers on the process’s effectiveness and areas for improvement, ensuring their input directly informs future strategies.

Boost Your Organization’s Performance by Enhancing Hiring Manager Satisfaction

Understanding and enhancing hiring manager satisfaction is pivotal for refining the recruitment process and achieving organizational success. Through conducting detailed satisfaction surveys, we gain invaluable insights into the effectiveness of our hiring strategies, the quality of candidates, and the overall efficiency of our recruitment tracking efforts.

By asking the right questions, implementing targeted improvements, and fostering an environment of continuous feedback and collaboration, we can significantly enhance the hiring experience.

This not only benefits hiring managers but also contributes to attracting and retaining top talent, ultimately driving forward the goals and ambitions of the organization.

If you are ready to improve hiring manager satisfaction, try ProProfs Survey Maker. Get started free, or get a demo here!

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About the author

Emma David is a seasoned market research professional with 8+ years of experience. Having kick-started her journey in research, she has developed rich expertise in employee engagement, survey creation and administration, and data management. Emma believes in the power of data to shape business performance positively. She continues to help brands and businesses make strategic decisions and improve their market standing through her understanding of research methodologies.