Recruiting Toolkit: Hiring Manager Surveys

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At Accolo, we measure Hiring Manager satisfaction as one of our key metrics.  Before we begin an engagement, we survey the client Hiring Managers to establish a baseline from which to measure future performance.  Surveys are a subjective measurement of your recruiting, but the Hiring Managers’ perceptions of the recruiting function are ultimately the most important metric.  If you are not focused on making the Hiring Managers and candidates happy, you are not managing the function with the real clients in mind.

Attached are two surveys, a short version and a long version.  We use a derivation of the short version to gauge our success after every hire we make.  The last question in this survey is written for internal recruiting departments—our internal version asks the question more directly as an external partner.  We use this last question to calculate our Net Promoter score.  The Net Promoter score takes the percentage of scores that were 9 or 10 and subtracts the scores that are 6 and below.  The resulting percentage is your Net Promoter score.  Don’t expect a high number from this—most staffing and recruiting organizations fall below 15%.  WARNING - SHAMELESS PLUG COMING:  Accolo’s score is currently north of 40%.

The long version we use as a pre-implementation tool to give us a feel for what we’re getting ourselves into.  You’ll note we use a 1-5 scale on this survey, which is a little easier for the audience but it does not measure with as fine a gradient.  We only hand these out when we have implementation meetings where we can hold hiring managers captive, not allowing them to leave the meeting until they have completed it.  It can be difficult to get a meaningful response rate to a survey of this length without a captive audience, but we have used online survey tools such as SurveyMonkey or Zoomerang with success.  We have found this pre-implementation data invaluable in comparing our performance to the performance of those that were before us.  Comparing a client’s data to other clients or national averages is not as valuable as benchmarking against the actual data before you started.  For internal recruiting departments, we recommend setting benchmark data via surveys prior to undertaking any formal process improvement efforts.  It’s difficult to measure your improvement if you do not know where you started.

If you have any questions on the use of these surveys, please contact us. While you may have to endure a brief sales pitch, we will eventually answer your questions and let you off the phone.  We hope these are helpful in evaluating your current recruiting performance!

Download Hiring Manager Survey (extended version)

Download Hiring Manager Survey (condensed version)

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