In theory, you can add as many questions to a survey as you would like. Yet, to build the best and most effective surveys, we recommend that you follow our best practices described in this article to avoid respondent drop-off and low completion rates.

When visiting the career page, the candidate has a low level of commitment as they still haven't invested a lot of time applying for a role in your organisation.

Try to limit open-ended questions and comments to one or two in the survey. For improved response rates; place comment questions at the end of the questionnaire.

Right after applying, many candidates are very motivated to share their thoughts and inputs.

If you mainly use rating and option questions, you can go as high as 8 questions, but if you ask for qualitative inputs, it is better to delimit the number of questions to a maximum of 7.

Candidates rejected without participating in an interview are less engaged than those who moved through one or more steps in your hiring process.

Candidates who have participated in one or more interviews tend to be much more engaged than other rejected candidates.

At this stage, you can ask as many as 8 questions without it significantly decreasing the number of completed replies.