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Company Name*

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Hiring Effectiveness Audit

"*" indicates required fields

Step 1 of 5 - Hiring Effectiveness

0%

Full Name*

Email*

Direct Phone Number*

Business Website Address*

What is not working in your hiring process?*

Check all the boxes that apply

Can't find applicants

Quality of applicants are not good

New hires don't perform to expectations

Turnover is high or increasing

How long does it take to fill a role (butt in seat) from the moment the need arises?*

Less than 7 days

7-14 days

14-30 days

30-45 days

45-60 days

60-90 days

Longer than 90 days

How do you measure the performance of recruiting efforts?*

Check all that apply

Time-to-Hire

Quality of Hire

Cost-per-Hire

Offer-to-Acceptance Ratio

Retention Rate

Employee Satisfaction

Source of Hire

Diversity Metrics

Hiring Manager Satisfaction

None of the above

Are you happy with your Talent Acquisition efforts and outcomes?*

Not really

Somewhat, could be better

Generally satisfied

Absolutely, exceeds expectations

What percentage of your workforce do you turnover annually?*

Less than 10%

10-25%

25-50%

50-75%

75-100%

more than 100%

Do you implement diversity and inclusion practices into your hiring process?*

No

As required by law

Some, but not strategically

It's an integral part of our hiring strategy

How do you gauge your current stakeholders satisfaction with the talent acquisition process?*

Hiring managers, HR, Recruiters, C-Suite

We don't gauge it

Casual conversations

Formal Periodic surveys

Ongoing feedback mechanisms and regular reviews

Other

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Which Job Boards do you advertise openings on?*

Indeed

ZipRecruiter

Linkedin

Monster

Careerbuilder

Craigslist

Specialty job boards (industry specific)

UpWork

Do you have an Employee Referral Program*

Check all the boxes that apply

Yes, and it's where we get the most hires

Yes, but it doesn't produce very good results

Sort of, it doesn't produce any results

No or not a meaningful one

Are you using third party Recruiters or Staffing agencies?*

Almost exclusively

Sometimes

Never

Other

If you do use third party recruiters and staffing agencies which of the following apply:*

Check all the boxes that apply

We Don't use Third Party Staffing or Recruiting Firms

They are producing exceptional results we prefer to use them

They get the job done well enough

They can be hit or miss

We have more than one working for us at any given time

We use role and industry specific specialty firms

We have frequently had hires that don't work out when using third party search firms

They usually fail to bring the volume and quality of candidates we desire

We spend more than $50,000 per year on fees with third party search / staffing firms

We spend more than $100,000 per year on fees with third party search / staffing firms

We wish their was a better way than using third party search / staffing firms

We would prefer to do it ourselves than use third party search / staffing firms

You have third party search / staffing firms that you like or love working with

The hires we make through third party search / staffing firms are very high quality 75%+ of the time

You only hire candidate direct

You only hire candidates temp perm or contract roles

You hire candidates direct, temp to perm and contract roles

Does your internal HR team actively recruit employees?*

Check all the boxes that apply

They are the primary source of recruiting activities

We have HR people but their role is split between Recruiting and other HR functions

Our HR team members spend most of their time on recruiting and little bit of time on other functions

We have dedicated in house Recruiter(s)

Our HR team only posts jobs and handles people who apply directly

Our managers handle most the hiring themselves for their departments

We don't have an HR team

Our HR team doesn't handle a significant portion of hiring efforts

How HR and/or Recruiters are highly trained experts in Talent Acquisition with lots of experience

If you read your job postings, would you want to work at your company?*

Yes

No

Maybe

Other

Do you use videos to market your company to prospective employees?*

Yes

No

What kind of reviews do current and former employees leave your company on platforms such as Glassdoor or Indeed?*

Great 5 stars across the board

Mostly 4 Stars and above

Mixed bag some love us some hate us

Less than 3 stars on average

We don't have any reviews

Other

Do you have a formal recruitment marketing strategy?*

Yes, it's robust

Sorta doing some things

No, not really

What is your Career Page like?*

We don't have one

It's on our website we update it through the website or have to have our IT team update it

We use a third party tool that makes posting jobs to the page easy

It is highly optimized for SEO and jobs are easily found through Google Search

It's extremely easy for candidates to apply to open positions on any device, especially phones

It has lot's of written and video content to engage and educate candidates about our company

It's very basic and tells people to email resumes to us

Have you been through your own company's application process?*

Yes

No

It's been a while, like when I got hired!

How did you feel about that experience?*

Check all that apply

Didn't work on my phone

a million questions later so glad it didn't freeze on me

Took less than 3 minutes minimal input

I don't have time for this nonsense this is the 30th application I have filled out today

Only people who really, really want to work here will complete this process and that's a good thing!

It's way too simple I need to weed out so many more applicants

Zero effort submitted a resume and I was done

Not Applicable

When a good quality candidate applies to your open position, how long does it take for your company to get back to them?*

Less than 15 minutes

Same day

within 24 hours

within 48 hours

within 5 business days

It all over the place could be any of these options depending on the day or week

Other

Have you ever conducted an eNPS or know how your employees would review their experience working with your company?*

Yes, regularly

Yes, once in a while

Never done one

it's been a long time

We do survey existing employees via other methods

Other

Have you heard your employees share stories about how their career has made an impact in their life?*

Yes, they have lots

No

Maybe, it's not really something we talk about much

Have you heard your employees share stories about how their career has made an impact in in the lives of their clients/customers?*

Yes, they have lots

No

Maybe, it's not really something we talk about much

Do you keep candidates who have applied in a "save for later" status that you actively nurture?*

Yes

No

Sort of...

How do you primarily communicate with candidates in the hiring process? (not interviews)*

Check the most used method

Email

Text

Phone Calls

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What are the steps in your hiring process?*

Check all the boxes that apply

Resume review

Screening call or zoom

Behavioral Assessments

Attitude and Integrity assessments

Skill or Knowledge tests

One way video interviews

Reference checks

Background checks

Credit checks

DMV checks

In person in depth interviews

Working or job shadow interviews

Meet and greets with team members

Multiple interviewers (Direct, indirect supervisors and/or peers)

Group interviews multiple stakeholders interview 1 candidate

Group interviews Multiple candidates interview at the same time

Social Interview Lunch, Dinner, or Happy hour

Trial Project

Portfolio Review

How many interviews in your process?*

1

2

3

4

More than 4

Other

Do you use candidate scorecards to evaluate candidates?*

Yes, Hiring managers are required to complete them thoroughly

No, what is a candidate scorecard?

Sort of, but it's more of a guide than a required step

Other

Do you have a structured set of interview questions used at each interview phase?

Yes, hiring managers are required to use them

No, we trust our hiring managers to ask great interview questions

We offer guides and let managers use them as needed

Other

Do you speak to candidates' previous supervisors before hiring them?*

We don't regularly check references

We ask candidates for multiple references they choose who to provide

We always require candidates get us in touch past supervisors (not HR or other references) and we speak with them

We just verify dates of employment, title and speak with their previous HR departments

How are candidates assessed for cultural fit within your organization?*

We can just tell by meeting them

We tell them what our culture is like and let them decide

Specific behavioral based questions tied to core values

Other

How do you make offers to candidates?*

Check all that apply

Send them a formal offer letter

Verbally review the offer with the candidate and discuss questions or concerns

Hiring manager handles offers

We ask candidates their desired pay then assess their fit based on that number

HR or Recruiter handles offers

Normally there is a negotiation

We discuss compensation at every stage of the interview process

We wait until the very end of the process until we discuss compensation

We ask candidates what they are currently making and then offer them something close to that number

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Please provide a link to a typical job description(s) for your company:

Provide a link to any Job Advertisements or Career Pages:

Do you regularly do job analysis on positions in your company?*

Yes, it's important to recalibrate regularly

No, we did it once no need to redo it

Sort of, We informally review what attributes and skills are needed in the role from time to time

Other

Hiring Process Audit 10

Which elements are included in your current onboarding process for new hires?

Select all that apply

Company orientation

Role-specific training

Policy and benefits briefing

Team introductions

Compliance and safety training

Which components of your onboarding process are designed to engage new hires?*

Select all that apply

Welcome package

Orientation session

Team-building activities

Peer mentorship

Hands-on training

Which aspects of your training program clarify roles and responsibilities for new hires?

Select all that apply

Job-specific training modules

One-on-one meetings between managers and new hires

Team meetings

Assigned projects

Performance metrics

What types of feedback do you collect during a new hire's first 30, 60, or 90 days?*

Select all that apply

Performance reviews

Feedback from peers

Feedback from managers

Self-assessments

Goal attainment tracking

Who is responsible for providing constructive feedback to new hires?*

Select all that apply

Direct supervisors

Team members

HR department

Peer mentors

Cross-functional teams

What career development opportunities are currently available to new hires?*

Select all that apply

Internal training sessions

Online courses

Skill assessments

Structured Career development planning

Networking events

Which factors do you believe contribute to new hires' decisions to remain with the company?*

Select all that apply

Competitive salary and benefits

Work-life balance

Team culture

Career growth opportunities

Alignment with company values and mission

Would you like a free 1 hour consultation to review recommendations related to your self-assessment?*

Yes, lets find a time now

Maybe, email me and I'll get back to you

No, we are killing it

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Audit Result

Phone

This field is for validation purposes and should be left unchanged.

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