d what employees are feeling, understand better what employees expect, etc.
In doing so I recently have created a survey for "after training". Our training is only three weeks, and there is some ongoing training thereafter, but I really want to hone in on the first three weeks and ask some great questions after the training to get specific feedback about the presenters, the material being covered, the role plays, etc.
Would you guys mind sharing any "great" questions that may be appropriate for asking in this particular survey? Any ideas would be greatly appreciated!…
selected for hire as the answers from new hire surveys tend to be skewed leaving little room for areas of improvement.
I am trying to find out if other companies have implemented this practice and/or how they get real feedback from candidates regarding the recruiting process. Any help would be greatly appreciated.…
found that typically candidates don't mind answering a few interview questions online. Here's how I use questionnaires on my desk:
I attach a questionnaire to a job posting and have all applicants answer a series of questions when they submit their resume. Typically I'll select multiple choice, written, and audio answers for this process (with high volume positions, video can be an issue b/c some candidates won't have a webcam). Then I just login to the site and review the candidates that scored the highest on the questions.
For temp positions, I'll run a keyword search in our ATS and email all "qualified" candidates a questionnaire. Candidates answer the questions and upload their most up-to-date resume. Then all we have to do is call the top 10 or so.
At my agency, we have started using these brandable questionnaires as a presentation tool for our clients. So if I interview a candidate that I'm excited about, I'll have them complete a questionnaire incorporating video (either at home or while they are in the office). Then I send that along to a client along with a resume. Most of our clients love it, and many have started giving us the questions to ask in advance.
While these things do add an additional step in the hiring process, we have found them to definitely be a net benefit. And it only takes candidates a few minutes. Hope this helps, Jason!
Jason Monastra said:
Ty - How do candidates feel about using a questionnaire like ZuZu? I was not aware of that service, looked at it and it appears to have a great deal of potential benefit. But when looking for people, do you find that some people do not follow through with the process and you might be missing out on the best fits? I look at the job search process as a whole, from posting resumes, people being sent questionnaires, etc. and wonder if the person that picks up the phone and actually calls does not have a better advantage over a recruiter who might have it all simply automated. Thoughts?
mber or jiibe) he mentions and how you're using them.
But what if everyone involved filled out a standardized questionnaire that was designed to measure various aspects of culture?
This would allow users to speak a common language, to be calibrated to one another when they are making their judgments. There are two companies (www.Climber.com, and www.jiibe.com) that are providing the ability for users to complete a culture/work values questionnaire as part of the matching and searching process. Both of these companies are still exploring the possibilities here and I won’t go into detail about either one of their business models or current functionalities. Suffice it to say that they are both on the bleeding edge of using culture profiles to examine fit.
“I do not want my house to be walled in on all sides and my windows to be stuffed. I want the cultures of all the lands to be blown about my house as freely as possible. But I refuse to be blown off my feet by any.” ~ Mahatma Gandhi…
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