Candidate ratings are usually collected straight after a step, such as a screening call or interview, using a simple scale and an optional comment. A candidate might rate a voice screening four out of five and note that the questions were clear but the call felt long. Ratings can be grouped by role, stage or month to see whether changes to the process are helping.
Ratings give teams direct feedback that completion rates alone cannot. They are most useful when collected from everyone, not only successful candidates, since people who were not progressed often notice different problems. Keeping the survey short, separating it from any assessment so candidates feel free to be honest, and acting visibly on recurring comments make the measure worth collecting.