Hiring the Top Third Hiring Effectiveness Index

Building a World Class Hiring Process Starts Here

It's now possible to attract more outstanding talent on a consistent basis by designing your hiring practices based on how these people find jobs and compare offers. This survey covers all of the factors involved in this process. As you review each factor rank your company's performance based on the metrics and criteria described.

Question Title

* 1. How would you rank your company's current hiring processes on these factors using this 1-10 scale with a 10 being the best.

	1 Terrible	2 Bad	3 So So	4 Okay	5 Adequate	6 Good	7 Solid	8 Strong	9 Excellent	10 Outstanding
Job Analysis: We conduct a detailed job analysis and cultural assessment and fully understand what it takes to be successful in the role. (Details)	Job Analysis: We conduct a detailed job analysis and cultural assessment and fully understand what it takes to be successful in the role. (Details) 1 Terrible	Job Analysis: We conduct a detailed job analysis and cultural assessment and fully understand what it takes to be successful in the role. (Details) 2 Bad	Job Analysis: We conduct a detailed job analysis and cultural assessment and fully understand what it takes to be successful in the role. (Details) 3 So So	Job Analysis: We conduct a detailed job analysis and cultural assessment and fully understand what it takes to be successful in the role. (Details) 4 Okay	Job Analysis: We conduct a detailed job analysis and cultural assessment and fully understand what it takes to be successful in the role. (Details) 5 Adequate	Job Analysis: We conduct a detailed job analysis and cultural assessment and fully understand what it takes to be successful in the role. (Details) 6 Good	Job Analysis: We conduct a detailed job analysis and cultural assessment and fully understand what it takes to be successful in the role. (Details) 7 Solid	Job Analysis: We conduct a detailed job analysis and cultural assessment and fully understand what it takes to be successful in the role. (Details) 8 Strong	Job Analysis: We conduct a detailed job analysis and cultural assessment and fully understand what it takes to be successful in the role. (Details) 9 Excellent	Job Analysis: We conduct a detailed job analysis and cultural assessment and fully understand what it takes to be successful in the role. (Details) 10 Outstanding
Candidate Quality: The quality of candidates we're seeing and hiring is outstanding and we only need to see 4-5 candidates to make one great hire. (Details)	Candidate Quality: The quality of candidates we're seeing and hiring is outstanding and we only need to see 4-5 candidates to make one great hire. (Details) 1 Terrible	Candidate Quality: The quality of candidates we're seeing and hiring is outstanding and we only need to see 4-5 candidates to make one great hire. (Details) 2 Bad	Candidate Quality: The quality of candidates we're seeing and hiring is outstanding and we only need to see 4-5 candidates to make one great hire. (Details) 3 So So	Candidate Quality: The quality of candidates we're seeing and hiring is outstanding and we only need to see 4-5 candidates to make one great hire. (Details) 4 Okay	Candidate Quality: The quality of candidates we're seeing and hiring is outstanding and we only need to see 4-5 candidates to make one great hire. (Details) 5 Adequate	Candidate Quality: The quality of candidates we're seeing and hiring is outstanding and we only need to see 4-5 candidates to make one great hire. (Details) 6 Good	Candidate Quality: The quality of candidates we're seeing and hiring is outstanding and we only need to see 4-5 candidates to make one great hire. (Details) 7 Solid	Candidate Quality: The quality of candidates we're seeing and hiring is outstanding and we only need to see 4-5 candidates to make one great hire. (Details) 8 Strong	Candidate Quality: The quality of candidates we're seeing and hiring is outstanding and we only need to see 4-5 candidates to make one great hire. (Details) 9 Excellent	Candidate Quality: The quality of candidates we're seeing and hiring is outstanding and we only need to see 4-5 candidates to make one great hire. (Details) 10 Outstanding
Interviewing Accuracy: We accurately predict on-the-job performance in the 80-90% range and make few mistakes due to bias. (Details)	Interviewing Accuracy: We accurately predict on-the-job performance in the 80-90% range and make few mistakes due to bias. (Details) 1 Terrible	Interviewing Accuracy: We accurately predict on-the-job performance in the 80-90% range and make few mistakes due to bias. (Details) 2 Bad	Interviewing Accuracy: We accurately predict on-the-job performance in the 80-90% range and make few mistakes due to bias. (Details) 3 So So	Interviewing Accuracy: We accurately predict on-the-job performance in the 80-90% range and make few mistakes due to bias. (Details) 4 Okay	Interviewing Accuracy: We accurately predict on-the-job performance in the 80-90% range and make few mistakes due to bias. (Details) 5 Adequate	Interviewing Accuracy: We accurately predict on-the-job performance in the 80-90% range and make few mistakes due to bias. (Details) 6 Good	Interviewing Accuracy: We accurately predict on-the-job performance in the 80-90% range and make few mistakes due to bias. (Details) 7 Solid	Interviewing Accuracy: We accurately predict on-the-job performance in the 80-90% range and make few mistakes due to bias. (Details) 8 Strong	Interviewing Accuracy: We accurately predict on-the-job performance in the 80-90% range and make few mistakes due to bias. (Details) 9 Excellent	Interviewing Accuracy: We accurately predict on-the-job performance in the 80-90% range and make few mistakes due to bias. (Details) 10 Outstanding
Recruiting Success: We see the strongest candidates available and have an extremely high offer acceptance rate. (Details)	Recruiting Success: We see the strongest candidates available and have an extremely high offer acceptance rate. (Details) 1 Terrible	Recruiting Success: We see the strongest candidates available and have an extremely high offer acceptance rate. (Details) 2 Bad	Recruiting Success: We see the strongest candidates available and have an extremely high offer acceptance rate. (Details) 3 So So	Recruiting Success: We see the strongest candidates available and have an extremely high offer acceptance rate. (Details) 4 Okay	Recruiting Success: We see the strongest candidates available and have an extremely high offer acceptance rate. (Details) 5 Adequate	Recruiting Success: We see the strongest candidates available and have an extremely high offer acceptance rate. (Details) 6 Good	Recruiting Success: We see the strongest candidates available and have an extremely high offer acceptance rate. (Details) 7 Solid	Recruiting Success: We see the strongest candidates available and have an extremely high offer acceptance rate. (Details) 8 Strong	Recruiting Success: We see the strongest candidates available and have an extremely high offer acceptance rate. (Details) 9 Excellent	Recruiting Success: We see the strongest candidates available and have an extremely high offer acceptance rate. (Details) 10 Outstanding
Onboarding Impact: The performance objectives for the job are clarified before an offer is extended and formally reviewed during the onboarding process. There are few surprises. (Details)	Onboarding Impact: The performance objectives for the job are clarified before an offer is extended and formally reviewed during the onboarding process. There are few surprises. (Details) 1 Terrible	Onboarding Impact: The performance objectives for the job are clarified before an offer is extended and formally reviewed during the onboarding process. There are few surprises. (Details) 2 Bad	Onboarding Impact: The performance objectives for the job are clarified before an offer is extended and formally reviewed during the onboarding process. There are few surprises. (Details) 3 So So	Onboarding Impact: The performance objectives for the job are clarified before an offer is extended and formally reviewed during the onboarding process. There are few surprises. (Details) 4 Okay	Onboarding Impact: The performance objectives for the job are clarified before an offer is extended and formally reviewed during the onboarding process. There are few surprises. (Details) 5 Adequate	Onboarding Impact: The performance objectives for the job are clarified before an offer is extended and formally reviewed during the onboarding process. There are few surprises. (Details) 6 Good	Onboarding Impact: The performance objectives for the job are clarified before an offer is extended and formally reviewed during the onboarding process. There are few surprises. (Details) 7 Solid	Onboarding Impact: The performance objectives for the job are clarified before an offer is extended and formally reviewed during the onboarding process. There are few surprises. (Details) 8 Strong	Onboarding Impact: The performance objectives for the job are clarified before an offer is extended and formally reviewed during the onboarding process. There are few surprises. (Details) 9 Excellent	Onboarding Impact: The performance objectives for the job are clarified before an offer is extended and formally reviewed during the onboarding process. There are few surprises. (Details) 10 Outstanding
Performance Management: Formal development plans are established for each new hire based on the KPOs/OKRs for the role with the full support on the hiring manager. (Details)	Performance Management: Formal development plans are established for each new hire based on the KPOs/OKRs for the role with the full support on the hiring manager. (Details) 1 Terrible	Performance Management: Formal development plans are established for each new hire based on the KPOs/OKRs for the role with the full support on the hiring manager. (Details) 2 Bad	Performance Management: Formal development plans are established for each new hire based on the KPOs/OKRs for the role with the full support on the hiring manager. (Details) 3 So So	Performance Management: Formal development plans are established for each new hire based on the KPOs/OKRs for the role with the full support on the hiring manager. (Details) 4 Okay	Performance Management: Formal development plans are established for each new hire based on the KPOs/OKRs for the role with the full support on the hiring manager. (Details) 5 Adequate	Performance Management: Formal development plans are established for each new hire based on the KPOs/OKRs for the role with the full support on the hiring manager. (Details) 6 Good	Performance Management: Formal development plans are established for each new hire based on the KPOs/OKRs for the role with the full support on the hiring manager. (Details) 7 Solid	Performance Management: Formal development plans are established for each new hire based on the KPOs/OKRs for the role with the full support on the hiring manager. (Details) 8 Strong	Performance Management: Formal development plans are established for each new hire based on the KPOs/OKRs for the role with the full support on the hiring manager. (Details) 9 Excellent	Performance Management: Formal development plans are established for each new hire based on the KPOs/OKRs for the role with the full support on the hiring manager. (Details) 10 Outstanding
Quality of Hire: Quality of Hire is measured, predicted and tracked pre- and post-hire and used as the basis of a formal process control feedback system for hiring. (Details)	Quality of Hire: Quality of Hire is measured, predicted and tracked pre- and post-hire and used as the basis of a formal process control feedback system for hiring. (Details) 1 Terrible	Quality of Hire: Quality of Hire is measured, predicted and tracked pre- and post-hire and used as the basis of a formal process control feedback system for hiring. (Details) 2 Bad	Quality of Hire: Quality of Hire is measured, predicted and tracked pre- and post-hire and used as the basis of a formal process control feedback system for hiring. (Details) 3 So So	Quality of Hire: Quality of Hire is measured, predicted and tracked pre- and post-hire and used as the basis of a formal process control feedback system for hiring. (Details) 4 Okay	Quality of Hire: Quality of Hire is measured, predicted and tracked pre- and post-hire and used as the basis of a formal process control feedback system for hiring. (Details) 5 Adequate	Quality of Hire: Quality of Hire is measured, predicted and tracked pre- and post-hire and used as the basis of a formal process control feedback system for hiring. (Details) 6 Good	Quality of Hire: Quality of Hire is measured, predicted and tracked pre- and post-hire and used as the basis of a formal process control feedback system for hiring. (Details) 7 Solid	Quality of Hire: Quality of Hire is measured, predicted and tracked pre- and post-hire and used as the basis of a formal process control feedback system for hiring. (Details) 8 Strong	Quality of Hire: Quality of Hire is measured, predicted and tracked pre- and post-hire and used as the basis of a formal process control feedback system for hiring. (Details) 9 Excellent	Quality of Hire: Quality of Hire is measured, predicted and tracked pre- and post-hire and used as the basis of a formal process control feedback system for hiring. (Details) 10 Outstanding
Win-Win Hiring Outcome: After 6-12 months on the job, at least 75-80% of hiring managers and new hires both agree that it was a great decision to offer the job and accept it. (Details)	Win-Win Hiring Outcome: After 6-12 months on the job, at least 75-80% of hiring managers and new hires both agree that it was a great decision to offer the job and accept it. (Details) 1 Terrible	Win-Win Hiring Outcome: After 6-12 months on the job, at least 75-80% of hiring managers and new hires both agree that it was a great decision to offer the job and accept it. (Details) 2 Bad	Win-Win Hiring Outcome: After 6-12 months on the job, at least 75-80% of hiring managers and new hires both agree that it was a great decision to offer the job and accept it. (Details) 3 So So	Win-Win Hiring Outcome: After 6-12 months on the job, at least 75-80% of hiring managers and new hires both agree that it was a great decision to offer the job and accept it. (Details) 4 Okay	Win-Win Hiring Outcome: After 6-12 months on the job, at least 75-80% of hiring managers and new hires both agree that it was a great decision to offer the job and accept it. (Details) 5 Adequate	Win-Win Hiring Outcome: After 6-12 months on the job, at least 75-80% of hiring managers and new hires both agree that it was a great decision to offer the job and accept it. (Details) 6 Good	Win-Win Hiring Outcome: After 6-12 months on the job, at least 75-80% of hiring managers and new hires both agree that it was a great decision to offer the job and accept it. (Details) 7 Solid	Win-Win Hiring Outcome: After 6-12 months on the job, at least 75-80% of hiring managers and new hires both agree that it was a great decision to offer the job and accept it. (Details) 8 Strong	Win-Win Hiring Outcome: After 6-12 months on the job, at least 75-80% of hiring managers and new hires both agree that it was a great decision to offer the job and accept it. (Details) 9 Excellent	Win-Win Hiring Outcome: After 6-12 months on the job, at least 75-80% of hiring managers and new hires both agree that it was a great decision to offer the job and accept it. (Details) 10 Outstanding
Cost vs. Value: The total cost of our company’s hiring programs are spent properly in comparison to the quality of the people seen and hired. (Details)	Cost vs. Value: The total cost of our company’s hiring programs are spent properly in comparison to the quality of the people seen and hired. (Details) 1 Terrible	Cost vs. Value: The total cost of our company’s hiring programs are spent properly in comparison to the quality of the people seen and hired. (Details) 2 Bad	Cost vs. Value: The total cost of our company’s hiring programs are spent properly in comparison to the quality of the people seen and hired. (Details) 3 So So	Cost vs. Value: The total cost of our company’s hiring programs are spent properly in comparison to the quality of the people seen and hired. (Details) 4 Okay	Cost vs. Value: The total cost of our company’s hiring programs are spent properly in comparison to the quality of the people seen and hired. (Details) 5 Adequate	Cost vs. Value: The total cost of our company’s hiring programs are spent properly in comparison to the quality of the people seen and hired. (Details) 6 Good	Cost vs. Value: The total cost of our company’s hiring programs are spent properly in comparison to the quality of the people seen and hired. (Details) 7 Solid	Cost vs. Value: The total cost of our company’s hiring programs are spent properly in comparison to the quality of the people seen and hired. (Details) 8 Strong	Cost vs. Value: The total cost of our company’s hiring programs are spent properly in comparison to the quality of the people seen and hired. (Details) 9 Excellent	Cost vs. Value: The total cost of our company’s hiring programs are spent properly in comparison to the quality of the people seen and hired. (Details) 10 Outstanding
Time to Fill: Due to our workforce planning we typically see strong candidates in about 1-2 weeks after opening a job requisition and make offers within 30-60 days. (Details)	Time to Fill: Due to our workforce planning we typically see strong candidates in about 1-2 weeks after opening a job requisition and make offers within 30-60 days. (Details) 1 Terrible	Time to Fill: Due to our workforce planning we typically see strong candidates in about 1-2 weeks after opening a job requisition and make offers within 30-60 days. (Details) 2 Bad	Time to Fill: Due to our workforce planning we typically see strong candidates in about 1-2 weeks after opening a job requisition and make offers within 30-60 days. (Details) 3 So So	Time to Fill: Due to our workforce planning we typically see strong candidates in about 1-2 weeks after opening a job requisition and make offers within 30-60 days. (Details) 4 Okay	Time to Fill: Due to our workforce planning we typically see strong candidates in about 1-2 weeks after opening a job requisition and make offers within 30-60 days. (Details) 5 Adequate	Time to Fill: Due to our workforce planning we typically see strong candidates in about 1-2 weeks after opening a job requisition and make offers within 30-60 days. (Details) 6 Good	Time to Fill: Due to our workforce planning we typically see strong candidates in about 1-2 weeks after opening a job requisition and make offers within 30-60 days. (Details) 7 Solid	Time to Fill: Due to our workforce planning we typically see strong candidates in about 1-2 weeks after opening a job requisition and make offers within 30-60 days. (Details) 8 Strong	Time to Fill: Due to our workforce planning we typically see strong candidates in about 1-2 weeks after opening a job requisition and make offers within 30-60 days. (Details) 9 Excellent	Time to Fill: Due to our workforce planning we typically see strong candidates in about 1-2 weeks after opening a job requisition and make offers within 30-60 days. (Details) 10 Outstanding
Hiring Manager Impact: Managers are hiring stronger people, becoming better managers and achieving more Win-Win hiring outcomes with far less turnover as result of our hiring processes. (Details)	Hiring Manager Impact: Managers are hiring stronger people, becoming better managers and achieving more Win-Win hiring outcomes with far less turnover as result of our hiring processes. (Details) 1 Terrible	Hiring Manager Impact: Managers are hiring stronger people, becoming better managers and achieving more Win-Win hiring outcomes with far less turnover as result of our hiring processes. (Details) 2 Bad	Hiring Manager Impact: Managers are hiring stronger people, becoming better managers and achieving more Win-Win hiring outcomes with far less turnover as result of our hiring processes. (Details) 3 So So	Hiring Manager Impact: Managers are hiring stronger people, becoming better managers and achieving more Win-Win hiring outcomes with far less turnover as result of our hiring processes. (Details) 4 Okay	Hiring Manager Impact: Managers are hiring stronger people, becoming better managers and achieving more Win-Win hiring outcomes with far less turnover as result of our hiring processes. (Details) 5 Adequate	Hiring Manager Impact: Managers are hiring stronger people, becoming better managers and achieving more Win-Win hiring outcomes with far less turnover as result of our hiring processes. (Details) 6 Good	Hiring Manager Impact: Managers are hiring stronger people, becoming better managers and achieving more Win-Win hiring outcomes with far less turnover as result of our hiring processes. (Details) 7 Solid	Hiring Manager Impact: Managers are hiring stronger people, becoming better managers and achieving more Win-Win hiring outcomes with far less turnover as result of our hiring processes. (Details) 8 Strong	Hiring Manager Impact: Managers are hiring stronger people, becoming better managers and achieving more Win-Win hiring outcomes with far less turnover as result of our hiring processes. (Details) 9 Excellent	Hiring Manager Impact: Managers are hiring stronger people, becoming better managers and achieving more Win-Win hiring outcomes with far less turnover as result of our hiring processes. (Details) 10 Outstanding

Other (please specify)

Question Title

* 2. Which statement below best describes your level of expertise in using and/or evaluating hiring processes and programs.

Expert level experience in designing and evaluating these types of processes

Fully qualified to make these types of evaluations

Somewhat qualified to make this assessment

Minimally qualified to make this assessment but strongly opinionated

Totally unqualified to make this assessment but will do it anyway

Please clarify your self-ranking

Question Title

* 3. When the demand for talent exceeds the supply you need to implement a talent strategy designed to attract the best rather than one focusing on weeding out the weak. This involves offering top people career moves rather than ill-defined lateral transfers and spending more time with fewer, but stronger prospects. How well does your company's hiring strategy meet this requirement?

Almost perfectly

A great deal

Somewhat

Not too much

None at all

Other (please specify)

Question Title

* 4. Please complete the following if you'd like more information about these findings.

Name

Company

Title

State/Province

Country

Email Address