“56% of newly hired executives fail within two years of starting new jobs … Sadly, 56% hiring failure is worse than the flip of a coin.”

 

(Source) http://www.impacthiringsolutions.com/blog

A  56% failure rate in most professions would be an inexcusable firing offence.  So why do we except it in recruitment? And why not spend the time to work out how to improve your odds?

For many organisations the task of recruiting the best talent seems never ending.

Job advertising and recruitment fees, multi-phase interview processes, induction and training costs – they all add up. Indeed anyone who’s ever been involved in recruitment knows what an expensive and time consuming process it can be – and that’s when it runs smoothly.  Inefficient recruitment processes can add significantly to an already costly exercise.

Common issues include:

  • Generic sourcing techniques that focus in the wrong places and fail to attract the best talent
  • Too much focus on irrelevant past experience and skills
  • Failure to clearly communicate expectations up front
  • Flawed hiring processes, with screening based more on gut feel than any sort of validated role-specific assessment criteria.

Before commencing any work in the optimisation of an organisation’s recruitment process one must take a step back to determine exactly where things are currently going right and wrong.

And that starts with feedback.

Post Placement feedback surveys, where the thoughts of both hiring managers and job applicants are considered, are the logical first step to remove ‘gut feel’ from where you think your recruitment process is falling short, and to add fact-based rigour to your optimisation efforts.

These surveys should not be a once a year exercise. As business needs evolve, and your recruitment process refines, you need to keep constant tabs on feedback from your ‘customers’.  Hence at the conclusion of each and every recruitment process a survey to collect feedback on what went right and to seek constructive ideas for process improvement should be sent to both hiring managers and job applicants alike.

Collecting referrals from newly placed candidates regarding other talented employees they might know who may be interested in a role with your organisation is another great way to maximise the ROI on your recruitment feedback process.

Whether you’re an internal hiring function or an external recruitment agency, PeoplePulse has unsurpassed experience over 14 years in the set up and running of effective recruitment feedback processes – and we’d be happy to help you too.

Capture45

Timely and insightful feedback from both candidates and hiring managers to help you fine tune your recruitment efforts and stay on track.

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Capture56dPeoplePulse’s Heat Maps are a great visual way to identify areas of your recruitment efforts that need work (red) and areas that are going well (green).

What you receive:    


Your Own Dedicated Project Manager

Our Project Managers have extensive experience in the set up and running of recruitment feedback solutions. We make it easy for you to get set up in no time.

14 different report types - all updated in real time

Quickly reveal key strengths or weaknesses, or filter results by gender, location, department, or whatever variables interest your organisation. Our reporting is fantastic!

Complete branding flexibility

When it comes to your survey branding we give you the ultimate choice. Mirror the exact look of your website, co-brand with the PeoplePulse logo, or 100% PeoplePulse branded to reinforce the involvement of 3rd party experts. Your call.

Proven Candidate & Hiring Manager Questionnaires

Utilise our proven Candidate & Hiring Manager survey templates or bring your own questions,
or use a mix of both.

Automated invites and reminders

Upload recipient e-mails to our system to trigger survey invites and reminders. Invite by email, SMS, QR code, intranet, lunch room kiosks or paper – or a blend of all.

Regular Health Checks

Your dedicated Project Manager will check in regularly to review your account, ensure your objectives are being met, and look for opportunities to optimise your recruitment feedback process.

What Makes Us A Great Solution For You?    


It’s simple –  

At PeoplePulse we combine the very best in online survey software and reporting with your own dedicated Project & Account Manager.

This combination of exceptional software and unmatched support & advice works to ensure that your recruitment survey is set up professionally without fuss, and that ultimately your survey delivers you the insight you need to make better business decisions.

(* Not to mention that to date we’ve helped more than 1,000 other organisations implement first class staff survey solutions).  We look forward to the opportunity to assist you too.

Trusted by:

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Feedback about our recruitment survey services:

Our Project Manager has been fantastic. Happy to help us even when we have asked for small changes to the survey and filters. She is very informative and able to help us problem solve solutions which has been great.

 

– Directioneering
Quinntessential bought a whole new level of client interaction to Recruitment Central. We were quickly able to drill down into the areas where we weren’t delivering effective service to our clients.
The survey system enabled our consultants to identify areas that needed improving and therefore assisted in developing deeper client relationships as they have been able to ascertain their specific service requirements via feedback.
If you are looking to improve your client experience and really offer the next level of service this system is a very easy way to identify client requirements.

 

– Recruitment Central

Enquire …

Either phone us on +61 2 9232 0172, or drop us a note below to enquire about our Recruitment Feedback Solutions:

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