3-MINUTE RECRUITMENT EFFECTIVENESS ASSESSMENT 3-Minute Recruitment Effectiveness Assessment Step 1 of 2 50% Recruiting has the highest business impact on profit of any talent management function, per recent research conducted by the Boston Consulting Group. Understanding the overall impact recruiting has on the business and then making improvements in hiring efficiency and quality can produce incredible benefits to the organization.Upon completion of this survey, you will receive your score via email providing insights into the effectiveness of your organization's recruiting process.First Name* Last Name* Email to send your results:* Please provide us with your email address so we can deliver your results. We will never share or distribute your email.Which Best Describes Your Role?*Executive Administrator: CEO, President, VPNurse Executive: CNO, CNE, DirectorFinance Executive: CFO, VPHR Executive: CHRO, VPOperations: COO, VPInformation Technology: CIO, Director 1. Are you satisfied with the quality and quantity of candidates presented for your open positions?*NeverSeldomSometimesOftenAlways2. Are you satisfied with the length of time it takes to fill your open positions?*NeverSeldomSometimesOftenAlways3. How many business days, on average, does it take for your organization's hiring managers to provide go/no-go feedback on presented candidates?*6+4-52-31-21 or Less4. What percentage of the time are your internal stakeholders (hiring managers, HR Team, etc.) and external stakeholders (candidates, contracted executive search firms, contracted recruiting and staffing agencies, etc.) made aware of the interview/hiring process and timeline for each open position?*No Idea0-25%26-50%51-75%76-100%5. What percentage of candidates presented to your organization's hiring managers are selected for an interview?*No Idea0-25%26-50%51-75%76-100%6. What is your interview-to-offer ratio (example: 3:1 = every three people interviewed, one is hired).*No Idea10:17:15:13:17. What is your offer to acceptance rate?*Not sure29% or less30-49%50-69%70% or more8. Do you have a talent tracking system in place that tells you the number of candidates you have in a variety of categories (job type, location, skills, career stage, etc.), where they stand in your recruiting process, and when you last interacted with them?*No IdeaNoIn place, but under utilizedYes, and it works well9. Do you track and measure the value of all your talent pools (job boards, referrals, social media, recruiting agencies, etc.) to learn where your most successful candidates are coming from and why?*NeverSeldomSometimesOftenAlways10. Do you track the turnover rate of your new hires during their first year?*NeverSeldomSometimesOftenAlways11. Do you conduct exit interviews and document/address the reasons for departures?*NeverSeldomSometimesOftenAlways12. How often do you screen applicants against job descriptions only to find out the hiring manager was looking for somebody with a different skill set altogether?*Not SureFrequentlySometimesSeldomNever13. Do you survey hiring managers and hired candidates within 30-90 days after start date to gauge whether they believe they made a good decision?*NeverSeldomSometimesOftenAlways14. How successful is your organization in selecting quality talent?*AwfulNot GoodFairGoodAwesome15. How would you rate your organization's knowledge of competitors' top talent you would want to hire in the event a key employee unexpectedly left your organization?*No ideaNot GoodFairGoodAwesome16. Does your organization gather data, track trends and make forecasts to senior management regarding shifts in the availability or the quality of candidates?*No IdeaSeldomSometimesOftenAlways17. Does your organization gather data, track trends and make forecasts to senior management regarding competitors' hiring/layoff activities?*No IdeaSeldomSometimesOftenAlways18. Does your organization know what compensation package (salary, bonus, and benefits) will be required for each position to enable you to compete for talent?*No IdeaNot so muchSomewhatYes, for some positionsAlways19. What percentage of first selected candidates reject your final offer and choose not to work at your organization?*80% or more60-80%40-60%20-40%20% or less20. What percentage of highly qualified candidates that apply to your organization do not make it to the point where the offer is made because of a dull or drawn out hiring process?*80% or more60-80%40-60%20-40%20% or less21. Does your organization utilize creative recruitment solutions, including job posting sites, university career centers, professional association websites, recruiting and staffing agencies, social media sites, to source candidates?*No ideaSeldomSometimesOftenAlways22. Do you know which sources produce the highest quality hires?*No IdeaNot so muchYes, to some degreeYes, for many positionsAlways23. Does your organization have an “individual recruiter index” in place which assesses and compares each recruiter on quality of hire, the use of effective sources, user satisfaction, and the number of hires?*No ideaNoIn place, but not utilizedYes24. Does your organization have a visible and strong employer brand that positively impacts both the volume and the quality of the applications that you receive as well as your offer acceptance rate?*No ideaNoSomewhatYes25. Are your organization’s recruiting processes and procedures detailed and documented sufficiently to comply with current state, federal and JCAHO laws, regulations and guidelines?*No IdeaSeldomSometimesOftenAlwaysAre you interested in seeing how your organization's recruiting process ranks compared to other survey participants?*YesNoPhoneThis field is for validation purposes and should be left unchanged.
