State-of-Recruiting Survey Questions | The Performance Challenger Recruiter and Coach

State of Recruiting

- Step 1 of 12

You and Your Organization

1. I am ... *

an in-house recruiter
an external recruiter – recruiting service provider
a manager of a recruiting grouphoice
an HR leader who has a recruiting group as part of your area of responsibility
other ....

if you choose other ... please describe your role

2. My experience with recruiting spans … *

Less than a year
1 to 2 years
3 to 5 years
6 to 10 years
11 to 20 years
more han 20 years

3. We are ... *

a 'for profilt' organization
a 'not for profilt' organization

4. We ... (Please select the option which best describes the largest part of your organization’s work) *

Sell goods and products we purchase to our consumer customers
Sell goods and products we purchase to our business customers
Provide services to our individual customers
Provide services to our business customers
Manufacture goods which we sell directly or through others to individual consumers
Manufacture goods which sell directly or through others to other organizations
Another type of organization

4A. If you selected Another Type of Organization - please tell us what you do in a sentence or two

5. Our workforce consists of (employed and contract | gig} *

1 person
2 to 10 people
11 to 100 people
101 to 500 people
501 to 1,000 people
1,001 to 5,000 people
5,001 to 10,000 people
more than 10,001 people

6. Please enter the postal code of your main place of operation (used only for geographical area analysis) *

Your Recruiting Practices. Processes, and Tools

7. We do our talent recruiting (select all that apply) *

Using in house recruiting or HR specialists
Using out of house recruiting services or HR specialists
Using out of house executive search firms
a combination of the above, depending on the open role ....

7A. If you choose a combination of the above, please briefly describe who does the recruiitng for which open roles

8. Our recruiting is done using the following tools ... (select all that apply) *

an ATS (applicant tracking system) software, either in-house or SaaS (software as a Internet service) package
job descriptions
approved open position requisitions (or a similar process)
open job postings internally
open job postings on external Internet websites like Linked In, Indeed, Workopolis and other job boards
open job postings on sites like Facebook, Twitter, Tik Tok, Pinterest
open job postings on professional associations’ web sites
requests to our existing staff members to provide candidate referrals requests to individuals in our business community or network to provide candidate referrals or distribute the posting to people they know
requests to individuals in our business community or network to provide candidate referrals or distribute the posting to people they know
referral bonuses to our existing staff members when they refer a person who we eventually hire
referral bonuses to external people in our business community | network when they refer a person who we eventually hire
other tools

8A. If you choose Other Tools above ... please list them below and briefly describe each

9. We use the following in the initial applicant screening processes as part of our recruiting process (please select all that apply)

key word based resume scans
AI (artificial intelligence) based resume scans
reading of resumes forwarded by a resume scanning tool such as keyword or AI algorithm
people reading resumes with no previous resume scanning process such as keyword or AI algorthim done previously
Short ‘fit’ questions such as do you have the following level of experience, or do you have the work permits | visas| citizenship needed to work for us as part of the submit application process
Short responses to questions video taped | recorded by individuals as part of the application process
Examples of past work or short presentation decks as part of the application process
other techniques or processes

9A. If you choose other techniques or processes above ... please list them below and briefly describe each

10. We use the following as part of the ‘secondary screening of applicants’ who our recruiters accept as possible candidates (please select all that apply)

Short screening interviews (less than 15 minutes) that quality a person as a potential candidate
Applicant’s past salary or earning levels
Skill level / testing on-line tools
Personality or personal characteristics on-line tools
Past work portfolio review or example of past work reviews
Performance challenge questions that ask candidates to describe how they will handle specific performance elements required in the open role
other process or technique

10A. If you choose other process or techniques, please list them and add a brief description of each one

11. Our recruiters prepare a list or slate of short list candidate to be considered by a hiring decision maker (usually a supervisor, manager or higher level executive) based on: (select the option which best describes your normal practice) *

their review of the resumes received and reviewed
their review of the initial short qualification interviews they conduct
their review of the ‘tests’ that candidates have completed or on their review of the work portfolio
their review of review of the example of past work submitted by the candidate
the longer more in-depth interviews they conduct with qualified candidates
their review of the in-depth interviews recruiters conduct with qualified applicants combined with those applicants’ performance on a skill test or personality tool of some kind or the applicant’s submission of work examples
other factors ....

11A. If you choose other factors above ... please list them below and briefly describe each

12. Once a list of final candidates exists, our hiring decision makers (usually a supervisor, a manager, or a higher level executive) is involved in one of more of the following steps (select all that apply) *

one or more in-depth interviews with each of the final candiates
secondary in-depth interviews with others in the organization
group interviews with one or more of the final candidates who appear to be strong contenders for the role
presentations or work sessions with one or more of the final candidates who appear to be strong contenders for the role
futher 'testing' conducted by internal experts (in-basket exercises, psychological profiling ..... )
other .... more than in-depth interviews by hiring managers, but only for selected open roles

12A. If you choose ther other option, please briefly describe which you do and which roles you do it for ...

13. Our hiring decision makers and recruiters interact in the following way to make a final ‘offer the opening to this person’ decision (select the option which is the most common norm in your organization) *

Hiring decision makers make the decision and communicate their decision to the recruiter
Hiring decision makers dialogue with the recruiter and come to an agreement on the person to whom the job will be offered (joint decision)
Recruiters receive hiring manager’s recommendations on who to hire and make final decision based on factors such as that person’s fit to the role and affordability etc.
another process ...

13A. If you choose another process above ... please briefly describe it below

14. Once one or more 'make an offer' decisions have been made, we do the following (check all that apply)

the hiring decision maker and the recruiter dialogue about the conditions of the offer (level of compensation, starting date and so on ....)
the recruiter drafts a letter of offer, the hiring decision maker reviews it before it is sent out
the offer is condiftiional on satisfactory reference checking
resume 'accuracy' reference checks are done, either inhouse or by a service partner
the person to whom an offer will be made is asked to provide the names of references
reference conversations are conducted with the references provided by the recruiter or another person
'compenssation and condition of employment' negotiation dialogue is done if needed with the person by the recruiter or hiring decision maker
if the offer is accepted, an onboarding plan is discussed or prepared by the recruiter in dialogue with the hiring manager
if a a probationary period is included in the offer letter - action steps for follow up are discussed by the recruiter and hiring manager
other step or process ...

14A. If you choose anotehr step or process, please describe it briefly below ...

15. Please add any other comments or notes which will help give insight into your recruiting process or tools ...

The Recruiting Issuues You are Experiencing

16. Which of the following situations are you currently experiencing in your recruiting efforts (select all that apply) *

We get lots of resumes in response to our open postings, but fewer of them are relevant than ever before, based on the ‘rejection’ rates we are experiencing as part of key word based or AI based resume scanning process
When we go to job fairs, or have open house recruiting days, we see far fewer talented applicants than in the past
People are not willing to become part of our recruiting process unless we make it clear that the work will involve the ability to do some or all of it on a virtual or remote basis
We are seeing more ‘inaccuracies’ in resumes when we do resume checks than ever before
More individuals are dropping out of our recruitment process at the later stages (e.g. after scheduling in-depth interviews with recruiters and hiring managers) than we have ever experienced before
People are not providing us with the names of references when we get to the final hiring stage
People to whom we make an offer are ‘not accepting’ or ‘not getting back to us’ at higher rates than we have ever experienced before
We have to go through 2 more cycles of recruitment for an open position because the short list or final candidates drop out of the recruiting process at rates we have never experienced before.
We are having more and more difficulty finding talented people for contract or gig work at the rates that we paid for such roles before the Covid 19 pandemic
The people we hire on contract are more likely to leave us before the contract expires than ever before
Other recruiting difficulties we are experiencing – please describe each in a sentence

16A. If you choose Other Recruting Difficulties above ... please briefly describe it below (copy)

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