---
esco_uri: http://data.europa.eu/esco/skill/89ba58e8-a67e-4d2b-ad42-6acab25c241b
esco_label: "measure customer feedback"
relation: optional
onet_soc: 13-1071.00
source: model-knowledge
confidence: high
qa_count: 0
generator: gemma3:27b (prompt-designed and spot-checked by Claude)
generated: 2026-07-10
---

# measure customer feedback — Recruiter

As a Recruiter, 'measuring customer feedback' isn’t about product reviews – it’s about gauging satisfaction from *both* hiring managers (the internal client) and candidates. Daily, this means actively soliciting feedback after every stage: post-intake call ('Was the job brief clear?'), after presenting shortlists ('Did these profiles align with your needs?'), following interviews ('How did the candidate perform from your perspective?'), and *especially* after a successful (or unsuccessful) hire ('Are you happy with the new team member?'). It's not just asking 'yes/no'; it’s probing for specifics – what worked, what didn’t, and how to improve. 

Tools range from simple email surveys (SurveyMonkey, Google Forms) to more integrated ATS features that trigger automated feedback requests. More sophisticated recruiters use structured interview guides *for the hiring manager* to ensure consistent evaluation criteria are applied. A key pitfall is only focusing on positive feedback – you need to actively seek out constructive criticism, even if it’s uncomfortable. Ignoring negative signals leads to repeated mistakes and damaged relationships. 

Good looks like proactively tracking trends in feedback (e.g., consistently poor candidate experience at the screening stage), using that data to refine your process, and demonstrating responsiveness to concerns. It also means sharing aggregated, anonymized feedback with stakeholders – 'We've noticed a pattern of candidates finding the initial phone screen too technical; we’re adjusting the questions.' This shows you're not just collecting data, but *acting* on it.

Finally, remember candidate feedback is crucial! Post-interview surveys (even for rejected applicants) reveal how your company is perceived as an employer. Negative candidate experience can damage your employer brand and make future recruitment harder. Tracking this 'candidate NPS' alongside hiring manager satisfaction provides a holistic view of recruitment effectiveness.

## Weitere Anreicherung

Stage-2 source for future practitioner grounding: CORE / DOAB (open-access HR & organisational research).
