Strategies for Using Surveys to Improve Employment Processes

Using Surveys to Improve Employment ProcessesRecruitment is complex. Ideally, you need to make sure that you’re doing something different than your competition if you want to attract the right applicants, because if all you do is post a job description and ask for their resume then your recruitment ability is essentially identical to other companies, and there isn’t necessarily any way to make sure you’re hiring the best.

Luckily, there are many places within traditional recruitment that can use an upgrade, both in terms of what you use to hire applicants and how to improve the way you review them.

Traditional Resumes and Cover Letters

Resumes and cover letters are already flawed. Resumes are difficult to review, and often lack important key pieces of information that are relevant to recruiting. Cover letters are nonsense these days and most people have their friends write them, so they may not even be an accurate way to judge an applicant. All of these also take hours to review, and the hiring manager can and often does easily miss out on key pieces of information that could be valuable for hiring.

Using Surveys to Improve Employment Processes

Surveys can be used in any way you imagine, and that includes the recruitment field. With the right choices, you can improve your recruitment processes and possibly give your business a chance to compete even better in today’s economy. That’s why many hiring managers are switching to the use of surveys in their recruitment. Surveys are data collection tools, and resumes/cover letters are simply more sources of data that employers use to hire. By using surveys for your employment practices, you can collect data in ways that are far more valuable for finding great candidates, and analyzing those candidates correctly.

The following are just a small sample of the number of ways you can use surveys to improve your hiring processes, and each one represents an upgrade over traditional hiring practices.

  • Using Surveys for Self-Selection

One of the main reasons to use surveys in recruitment is as a form of self-selection. An important quality in those that you want for your open position is the willingness to go above and beyond for a job. Requiring your applicants go through that little extra step before they apply for your job helps to reduce the number of people that resume spam. Most of those applicants that apply to any job they see without looking into it are going to turn away from surveys. Those that actually try are going to fill out a survey, and you can be confident that those individuals are harder workers.

  • Providing Questions that Mimic Interview Questions

You’re going to ask a lot of questions in the job interview, and those questions are going to take a long time to ask and do not necessarily need to be asked in person. With a survey, you can ask those questions long before the interview, so that you can focus on other issues when the interview date actually arrives. In addition, you can consider asking questions in the interview based on their answers in the survey, giving it extra value.

  • Replace Resumes and Covers Altogether

Surveys can also simply replace resumes and cover letters, rather than be used as a complement. While this may decrease the amount of data you have to review applicants, it also vastly decreases the amount of time you have to spend reviewing resumes and cover letters that are often not as informative as they need to be. Surveys get you exactly the information that you wanted in the first place, which you can use to make more informed judgments than you could with a resume.

  • Providing Questions that Can Be Analyzed in Data

We’ve been focusing on non-traditional uses of surveys, but surveys are style analysis tools. Some of the questions that you ask can be numerically based, and if they are you can use them to create datasets and analyze the data. Some of that data may be about their answers. For example, perhaps you develop some mathematical formula for finding valuable candidates. It may be tough to do, but if you can perfect it you can spot quality applicants quickly. But your data doesn’t necessarily need to be directly about specific applicants either. Surveys can help you figure out information on WHO is applying – for example, Demographics or how they’re reaching your website. That can also help you with your hiring, because it will give you an opportunity to perfect how you hire and who you attract, as well as track changes to that information over time.

  • Providing Questions that Can Be Searched Through

What if you’re looking for someone that has a specific type of experience or a specific work history? How do you find them now? You have to search through multiple resumes over and over again trying to find the information. You don’t have to do that if the information is there, in searchable format, already in a database. You can simply search the database and bring up the resumes that contain the information you’re looking for.

  • Nameless Reviewing

There is inherent bias in people, and studies have shown that certain names and genders are less likely to get jobs than others, simply because of these biases. If all of the information is in a database, you can strip it of the identifying information and simply review the name after you’re ready to call them in for an interview.

  • Posting Job Applications on Social Media

If you can reach people quickly and give them a very easy task, you can increase the number of applicants you reach. If you want to post a job into your social media account, you can create an employment survey and post it immediately, gathering data and gathering applicants. You do not need to worry about people providing you with a resume, and you can have the information shared easily with others that aren’t even following your page.

  • Analyzing New Hire Surveys and Training Surveys

It’s not just the application that benefits from surveys. Surveys can also be used after someone has been hired to analyze their experiences. Whether it’s with new hire surveys or training surveys, you can make sure that your hiring process is going perfectly, and that there is nothing for you to improve.

  • Allowing You to Be Emailed When a Specific Applicant Applies

A benefit that works specifically with SurveyMethods software is your ability to be emailed when you receive an application with certain types of data. You can set up alerts that notify you when you receive an application, or you can set up alerts that notify you when there is something in the data that suggests they’ll be a great applicant, so that you don’t have to monitor every single resume that you receive.

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