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Nextal Help

Surveys & feedback

Run candidate-facing surveys and collect structured interview feedback from your team.

Where to find it
Candidate profile → Surveys tab
Who can use it
Anyone with access to candidates
Direct URL
https://app.nextal.com/candidates/<ID>?tab=surveys

What it does

Two related things live here:

  • Candidate surveys. Send a form to the candidate (availability, consent, follow-up questions). They fill it; their answers land here.
  • Interview feedback. After an interview, interviewers fill in a structured feedback form (scores, strengths, concerns). All feedback for a candidate rolls up on this tab.
The Surveys tab. Responses are grouped by survey; feedback is grouped by interview and interviewer.

How to use it

  1. Open the Surveys tab

    You’ll see two sections: Candidate surveys and Interview feedback.

  2. Send a candidate survey

    Click Send survey, pick a template, confirm. The candidate gets an email with a personal link. Status shows Pending until they answer.

  3. Fill interview feedback

    From the kanban side panel, interviewers click Submit feedback and complete the form. It lands on the candidate’s Surveys tab automatically.

  4. Compare responses

    When multiple interviewers submit feedback, the tab averages numeric scores and lists each person’s comments.

Two survey types

  • Candidate surveys — sent to the candidate (e.g. “Why are you looking to leave your current role?”). Used for sourcing intake or post-decline feedback.
  • Interview feedback — sent to interviewers internally (e.g. “Rate communication 1–5”). Drives the hire/decline decision.

Sending a survey

Pick a template, pick recipients, customise the intro — that’s the whole flow.

Click Send survey. Pick a saved template from Settings → Templates → Surveys, optionally edit the intro message, pick recipients (candidate or interviewers), and send. Each recipient gets a unique one-click link to a private response form.

Tips

  • Standardise interview feedback. Same questions for every interviewer in the same loop. Easier to compare.
  • Post-decline survey. A 3-question survey on the way out catches goldmines — “what would have changed your mind?” reveals comp gaps and process issues.
  • Keep candidate-facing surveys short. 5 questions max. Anything longer drops to 30% completion.