First, consider who you send the survey to. If you only send it to candidates you’ve hired, chances are they’ll be pretty happy with the whole experience. On the other hand, those you’ve just rejected may not always respond with gusto (surprise, surprise). Getting those unbiased responses is a tricky sweet spot to hit—but it’s hittable. Rejected candidates, in particular, can be a fantastic source of honest feedback—many are willing to highlight which parts of the process could be improved. Next, consider when to send feedback. A rejection email with a request for feedback might feel like rubbing salt in the wound. Two weeks later may give them time to reflect, and lead to more measured responses. Keep the conversation going. Candidates who weren’t the best fit for one position might be a perfect fit for another.