Try This Candidate Testimonial Template & Get Rave Hiring Reviews

10 minute read

Posted by Chris Platts on 23 February 2024

Imagine this: A potential candidate is browsing your company’s career page, intrigued by the career opportunities and the culture you’re promoting.

They’re impressed by what they see, but they’re worried that the hiring process is going to be long and cumbersome.

Before applying for a job, they need something more convincing: powerful candidate testimonials.

Let’s delve into how you can solicit testimonials from candidates to bolster your credibility and convince top talent to apply. As a bonus, we’ll share email templates that you can put to use right away.

First, let’s define what makes an impactful candidate testimonial.

What Is a Candidate Testimonial?

Candidate testimonials are statements from individuals who have gone through your hiring process, sharing their experiences. These testimonials can be in written form or as video clips.

Some testimonials might be freely written by the candidate. Others might be crafted based on a draft, a series of questions, or a questionnaire you provide, facilitating the process for the candidate while ensuring you receive the structured feedback you desire.

In these testimonials, you can highlight the key aspects of the candidate’s experience, such as the professionalism and empathy of the recruitment process, or how the candidate’s perception of the company improved after interacting with your team.

In situations where candidates prefer to share their testimonials in their own words, you can offer guidance on drafting their narrative or best practices for recording a video testimonial.

Emphasizing the positive transformation or reinforcement of their decision to apply, these testimonials can give others a glimpse of what they might experience.

Why Candidate Testimonials Are Important

For in-house recruiters, positive testimonials are a crucial element of your talent acquisition strategy.

For one: 92% of people trust peer reviews over advertising. This trust factor is especially critical in recruitment because the decision to apply for a job is highly personal.

Not every candidate will feel a connection to your company’s culture or recruitment approach! Testimonials provide a platform for potential candidates to hear directly from others who have experienced your process.

While it’s essential to communicate your company’s values and culture through your job listings and career page, a dedicated testimonial section adds a level of authenticity and social proof that text descriptions alone cannot achieve.

It’s one thing to claim that your company has a great recruitment process, but it’s far more compelling to showcase stories from individuals who have walked through your doors and felt welcomed and valued.

The larger the promises you make about your company culture and growth opportunities, the more you’ll benefit from a candidate testimonial page to support those claims.

Featuring positive reviews that reflect your target demographic can significantly impact your ability to attract like-minded candidates.

You can also repurpose your best testimonials into engaging content across various platforms, such as:

  • Creating a post on LinkedIn
  • Adding them to employer brand videos
  • Sharing them with senior leadership team to validate your candidate experience
  • Or crafting an effective Facebook ad.

Video testimonials, in particular, are powerful tools that can be leveraged in multiple ways to promote your company.

So, how do you go about requesting testimonials?

How to Ask for a Testimonial

Testimonials don’t always come unsolicited; often, you need to initiate the request. It’s not that candidates aren’t impressed with your recruitment process, but writing a review might not come to mind spontaneously, especially in the busy world we live in.

If a candidate sends a testimonial without prompting, that’s fantastic! If not, it’s beneficial to ask them to complete a questionnaire.

Using a form to collect testimonials ensures that the candidate isn’t burdened with the task of composing a lengthy narrative. They simply need to answer a few targeted questions, and then it’s up to you to craft compelling testimonials from their responses.

Wondering how to ask for these stories?

Here’s an example of an email template you can adapt to your style and brand:

Hi [first-name],

It was a pleasure having you in our recruitment process, and I’m looking forward to potential future opportunities to work together.

I’m reaching out to ask if you’d be willing to share a testimonial about your experience with our recruitment team.

To simplify things, you can fill out this quick form. I’ll then create a testimonial from your responses and send it back to you for approval.

[Form button]

If you’re comfortable, I’d also appreciate it if you could include a headshot that we can feature on our website and social media alongside your testimonial.

Thank you for considering this request!


Questions for Requesting a Testimonial

What should you include in your testimonial form?

Unlike forms used for initial candidate screenings, testimonial forms should focus on the candidate’s experience and the outcomes of your recruitment process. Ideally, readers will understand the tangible benefits of applying to your company after reading these testimonials.

They also offer a chance to gather insights on how you can enhance your recruitment strategies.

Here are ten questions you might consider adding to your questionnaire:

  1. 1. How did you hear about our company and the open position?
  2. 2. What motivated you to apply for the job? What challenges were you looking to overcome?
  3. 3. Had you tried other avenues or applied to other positions before? What was that experience like?
  4. 4. What stood out about our recruitment process compared to others?
  5. 5. What was the most significant insight or positive outcome you experienced during our recruitment process?
  6. 6. What did you appreciate the most about our approach to recruitment?
  7. 7. Was there anything about the process you found less favorable?
  8. 8. How would you describe our recruitment process to someone else?
  9. 9. Is there anything you wish we had done differently?
  10. 10. Would you recommend others to apply to our company? Why?

Opt for open-ended questions to garner the most insightful and detailed responses. You don’t need to overwhelm candidates with too many questions; select a few that aim for honest feedback and positive reflections.

Your main objective is to share successful recruitment stories and possibly receive valuable feedback from candidates. Asking about their best and least favorite aspects of the process is more than sufficient. The goal is to avoid making the testimonial writing feel burdensome.

A concise message will likely encourage more candidates to respond. If they don’t reply, a polite follow-up reminder about your request is perfectly acceptable.

Free Testimonial Templates

Once your candidate has filled out the questionnaire, how do you transform their input into an impactful testimonial?

Consider these two templates to overcome any writer’s block:

Angle: Overcoming Recruitment Challenges

[A brief sentence about the candidate’s initial apprehensions or past job search experiences.]

[How your recruitment process addressed these challenges.]

[The candidate’s current outlook or next steps following the process.]


Before engaging with XYZ Company’s recruitment team, I felt overwhelmed by the job search process. Their transparent and supportive approach not only made me feel valued but also clarified my career goals. I’m now more confident and focused on my job search, thanks to their guidance!

Angle: Exceptional Recruitment Experience

[A sentence about the positive aspects of working with your recruitment team.]

[Specific elements of your recruitment process that benefited them.]

[A final thought on a particular aspect they appreciated.]


The recruitment process at XYZ Company was unlike any other I’ve experienced. The team’s personalized approach and the detailed feedback at each stage were incredibly helpful. Their dedication to ensuring a good fit for both the company and candidates made a lasting impression on me.

Angle: Achieving Recruitment Goals

[A statement on how the recruitment process led to a successful outcome for the candidate.]

[Details on the candidate’s objectives and how your team supported them in achieving these goals.]


I achieved remarkable clarity and direction through XYZ Company’s recruitment process; their detailed feedback and supportive communication helped me align my career aspirations with the right opportunities. I’m grateful for the experience!

Ensure you have your candidate’s permission to use their full name and include a link to their LinkedIn profile if applicable.

Adding details about your candidates lends authenticity to their testimonials, allowing prospective applicants to verify the source and adding a layer of trust to your recruitment efforts.

Unfortunately, the practice of purchasing fake testimonials has tarnished the credibility of some online brands. By linking to real individuals, you significantly enhance the trustworthiness of your testimonials, encouraging candidates to perform their due diligence.

One last note…

Always obtain your candidate’s consent before publishing their testimonial. If you’re drafting it based on their responses, ensure they read and approve it beforehand. Misrepresenting their experience could damage trust and negatively impact your company’s reputation.

FAQs About Candidate Testimonials

What If a Candidate Doesn’t Provide Feedback?

If a candidate doesn’t respond to your testimonial request despite your efforts, you can follow up with them. A simple reminder might suffice:

Hi [first-name],

Did you get a chance to review the questionnaire I sent last week? Your feedback would be invaluable to us.

Please let me know if you have any questions!

Thank you,


If they’re too busy, consider using quotes from any interactions or feedback sessions you’ve had, with their permission.

This could highlight a pivotal moment or positive aspect of their experience. Aim for comments that reflect tangible benefits from the recruitment process, avoiding overly personal details.

If they still choose not to respond, respect their decision and focus on candidates who are more willing to share their experiences.

Can You Edit a Candidate’s Testimonial?

Yes, you can edit a candidate’s testimonial for brevity, clarity, or relevance. Always seek their approval before making any edited version public. The intent isn’t to alter the essence of their feedback but to ensure it’s concise and relevant to your target audience.

Even if you’re familiar with certain outcomes of their application process, it’s preferable to have the candidate articulate these in their own words rather than assuming or paraphrasing on their behalf.

How Should the Testimonial Page Be Designed?

Your testimonial page can adopt various formats, but the most common method is to feature written testimonials through a slider on your homepage or careers page. This approach can be replicated across multiple pages for greater visibility.

Video testimonials might be showcased in a dedicated slider or a static grid. Hosting them on a YouTube channel and embedding the videos on your page can enhance site speed and extend your reach.

Can I Share Case Studies of Candidates?

You can share case studies of candidates’ experiences anonymously, omitting details that could identify them. These should not be confused with testimonials, where candidates are acknowledged as real individuals endorsing your recruitment process.

Boost Your Credibility by Requesting Testimonials

Getting testimonials from candidates is an effective way to build trust with potential job applicants who are visiting your website or careers portal. Use some of the templates above to gather glowing reviews about your recruitment process and attract top talent.


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ThriveMap creates customised assessments for high volume roles, which take candidates through an online “day in the life” experience of work in your company. Our assessments have been proven to reduce staff turnover, reduce time to hire, and improve quality of hire.

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