Candidate Net Promoter Score (NPS) surveys are essential for measuring how candidates perceive your recruitment process. Here’s a detailed guide on how to create one using Marty.
Step 1: Navigate to the Candidate Experience Section
Profile › Settings › Candidate Experience › Create New Survey
Step 2: Choose the Candidate Journey Type
You need to specify when the candidate will receive the survey. The journey type defines the stage at which the candidate exited the process. Available options:
Rejected
🧾 Rejected After Application
📝 Rejected After Assessment
📞 Rejected After Phone Screen
💬 Rejected After Interview
Withdrawn
🧾 Withdrawn After Application
📝 Withdrawn After Assessment
📞 Withdrawn After Phone Screen
💬 Withdrawn After Interview
⛔ Withdrawn After Offer
Hired
🤝 Candidate Hired
After selecting a stage, you’ll be able to ask specific questions relevant to that part of the process—ensuring feedback is focused, actionable, and meaningful.
Step 3: Fill Out Survey Details
Survey Name - An internal name for your reference. Note: Candidates will not see this name.
Anonymity Type - Select how you want to collect feedback:
Non-anonymous – Candidate identities are visible.
Anonymous – Candidate feedback is completely anonymous.
Opt-in (default) – Non-anonymous by default, but candidates can choose to remain anonymous.
Opt-out – Anonymous by default, but candidates can choose to identify themselves.
When to Send the Survey - Timing matters. Choose from:
Immediate (1 hour) – Captures fresh reactions but may feel rushed.
1 day – Good balance between timing and reflection.
2 days (Optimal) – Ideal for thoughtful and accurate feedback.
3 days – Allows time for processing but may reduce response rates.
Follow-Up - Increase completion rates with a reminder:
No reminder
After 3 days (default) – Gentle reminder while the experience is still fresh.
After 7 days – Gives more time but response rates may decline.
Language Selection
Primary Language – This is the default language of the survey.
Secondary Languages – Add other languages candidates can select from a dropdown menu.
Step 5: Add Survey Questions
The Overall NPS question is required, as it directly measures the candidate's Net Promoter Score (NPS)—a key indicator of their overall experience.
Based on your hiring experience, how likely are you to recommend applying to {CompanyName} to a friend or colleague?
Want to learn more about specific parts of the candidate experience? You can add Topics with additional questions. For each, choose one of the following formats:
⭐ Star Rating
Ask candidates to rate specific parts of the experience, like interview scheduling, atmosphere, or feedback quality.🔘 Single Choice
Use when you want a clear, singular answer—e.g., Why did you withdraw your application? or Why did you reject the offer?✅ Multiple Choice
Let candidates select all relevant reasons—e.g., Why would you consider us for future opportunities?
When creating your survey, you can choose between using template questions or custom questions.
Template Questions
Designed and standardized by Marty
Candidate responses contribute to the global NPS benchmark
You can compare your results with other companies in your industry or region
Custom Questions
Fully customizable to match your unique hiring process
Responses do not enter the benchmark, but
You can still compare results internally—e.g., between departments, roles, or time periods
Tip: Use template questions if you want benchmarking. Use custom questions for deep internal insights.
Step 6: Customize Invitation Emails
Create a personalized Invitation Email that’s sent automatically when the survey is triggered for a candidate.
Tailor the tone to match your employer brand—friendly, concise, and professional.
Make sure the content reflects the Candidate Journey Type (e.g., rejection after interview vs. hired), so the message feels relevant and respectful to the candidate’s experience.
Example: A candidate who was hired might receive a warm, celebratory message, while a rejected candidate should receive a polite and empathetic note focused on appreciation and feedback.
Step 7: Add Thank You Messages and Email by Candidate Type
Tailor your thank-you message and follow-up email based on each candidate's NPS score. This small gesture can turn feedback into stronger relationships—and even advocacy.
✅ Promoters (Score 9–10)
Tone: Grateful, enthusiastic, encouraging
Goal: Reinforce the positive experience and invite public support
Message Example:
Thank you for your amazing feedback! We’re so glad you had a great experience. If you’d like to support us publicly, feel free to leave a review on Glassdoor or Joberty—it means the world to us!
😐 Passives (Score 7–8)
Tone: Appreciative, open, curious
Goal: Recognize positive feedback and encourage suggestions
Message Example:
Thanks for your feedback—we’re happy to hear things went well. If you have ideas on how we can improve, we’d love to hear them. Every insight helps us grow.
❌ Detractors (Score 0–6)
Tone: Empathetic, sincere, proactive
Goal: Show you’re listening and willing to improve
Message Example:
We’re sorry to hear the experience didn’t meet your expectations. Your honesty is appreciated, and we’re committed to improving. If you’re open to it, we’d welcome a quick follow-up conversation.
We use conditional logic to automatically deliver the right message based on each candidate’s NPS score—ensuring every experience ends on a personalized, human note.
Step 7: Candidate Receives the Survey
Once the survey is triggered based on the selected journey type and timing, the candidate automatically receives the form via email. It includes your customized invitation and starts collecting feedback instantly.
Step 9: Analyze the Results
After responses come in, head to the results dashboard to review your data.
You can:
cNPS (Candidate Net Promoter Score) - Measure candidate satisfaction and loyalty with a simple, insightful score.
cNPS Benchmark - Compare your candidate experience against industry standards and competitors.
cNPS Feedback - Analyze candidate comments at each hiring stage to uncover key insights.
If template questions were used, you can also benchmark your results against other companies.