Recruitment Survey - Structured Interview Forms

Key points

• • Process standardization: All applicants answer the same questions

• • Time savings: Automated sending and response collection

• • Easy comparison: Results stored and easily compared between applicants

• • Centralized tracking: All information on one applicant record

• • Objective evaluation: Based on clear and consistent criteria

5 Question Types in Interview Forms

Steps

• 1. Go to Recruitment → Jobs

• 2. Open the job position needing an interview form

• 3. Click Create Survey button to automatically create new form

• 4. Or select Interview Form field to choose existing form

• 5. Click Add a question to add questions

• 6. Select appropriate question type (Multiple Choice, Text Box, Rating, Date, Matrix)

• 7. Fill in Question (content), Answers (if multiple choice)

• 8. Check Required if question is mandatory

• 9. Add Description to guide how to answer

• 10. Click Save to save question

Steps

• 1. Open job position with interview form

• 2. Click Test Survey button

• 3. View and test answer questions

• 4. Check if questions are clear

• 5. Check if answers are complete

• 6. Check if question order is logical

• 7. Adjust if necessary

Steps

• 1. Go to Recruitment → Applications

• 2. Open applicant record

• 3. Ensure applicant has Name, Email, and Job Position (with interview form)

• 4. Click Send Survey button

• 5. Check Recipients - automatically filled from applicant

• 6. Check Survey - from job position

• 7. Set Deadline - default 15 days

• 8. Select Email Template - interview invitation template

• 9. Adjust email content if needed

• 10. Click Send - email logged in Chatter

Key points

• • Open applicant record → go to Responses tab to view status

• • When applicant completes, system sends notification to Chatter

• • Check deadline in Responses tab

• • Send reminder email if applicant has not completed

• • Can resend form with new deadline if needed

Interview Form Status

Key points

• • View online: Open applicant record → Responses tab → click response for details

• • Print completed results: Click Print Survey → system finds latest result and opens PDF

• • Print blank form: If applicant has not answered, Print Survey prints blank form for in-person interview

• • Compare multiple applicants: Go to Job Position → click Interview Form → click See results

Steps

• 1. Create job position

• 2. Create interview form for position (Create Survey)

• 3. Add questions to form based on position requirements

• 4. Preview form (Test Survey) to check

• 5. Receive applicant resume

• 6. Send interview form to applicant (Send Survey)

• 7. Applicant answers online via link in email

• 8. Receive completion notification in Chatter

• 9. View and evaluate results in Responses tab

• 10. Compare results with other applicants

• 11. Decide on in-person interview based on results

Key points

• • Round 1 - Screening: Send basic interview form to filter suitable applicants

• • Round 2 - Technical: Create in-depth form and send to applicants who passed round 1

• • Round 3 - In-person interview: Print results from rounds 1 and 2 as reference materials

• • Combine results from all rounds for overall evaluation

Key points

• • Questions should be concise, clear, and unambiguous

• • Complete answers covering all possibilities (for multiple choice)

• • Logical order: easy to hard, general to specific

• • Not too long: 10-15 questions is sufficient for one form

• • Include open questions for applicants to express themselves

• • Practical questions related to actual work

• • Situational questions: "What would you do if..."

• • Measure experience: "Describe a time you solved..."

Key points

• • Verify applicant email is correct before sending

• • Reasonable deadline: 7-15 days depending on complexity

• • Send early right after receiving resume

• • Track progress daily in Responses tab

• • Remind applicants if deadline approaching and not completed

• • Detailed instructions on how to answer in email

• • Check spam folder if applicant did not receive email

Key points

• • Fair comparison: all applicants answer same questions

• • Consistent scoring based on clear criteria

• • Combine with CV, not just based on interview form

• • Read results before in-person interview

• • Ask deeper questions based on answers in form

• • Verify information by asking for details

• • Save results for reference in future recruitment rounds

Key points

• • Information security: Interview results are sensitive information

• • Legal compliance: Do not ask discriminatory questions

• • Reasonable deadline: Give applicants enough time to answer

• • Clear email with detailed instructions

• • Regular monitoring to address issues promptly

• • Check all questions have answers before sending

• • Retest form after editing