Hiring Manager Survey

	Unacceptable	Poor	Fair	Good	Exceptional	N/A
Timeliness of the requisition approval and initiation of the recruiting process:	Timeliness of the requisition approval and initiation of the recruiting process: Unacceptable	Timeliness of the requisition approval and initiation of the recruiting process: Poor	Timeliness of the requisition approval and initiation of the recruiting process: Fair	Timeliness of the requisition approval and initiation of the recruiting process: Good	Timeliness of the requisition approval and initiation of the recruiting process: Exceptional	Timeliness of the requisition approval and initiation of the recruiting process: N/A
Efficiency of the recruiter’s initial information gathering discussion with you before launching the job search:	Efficiency of the recruiter’s initial information gathering discussion with you before launching the job search: Unacceptable	Efficiency of the recruiter’s initial information gathering discussion with you before launching the job search: Poor	Efficiency of the recruiter’s initial information gathering discussion with you before launching the job search: Fair	Efficiency of the recruiter’s initial information gathering discussion with you before launching the job search: Good	Efficiency of the recruiter’s initial information gathering discussion with you before launching the job search: Exceptional	Efficiency of the recruiter’s initial information gathering discussion with you before launching the job search: N/A
Recruiter’s understanding of the job requirements and your needs:	Recruiter’s understanding of the job requirements and your needs: Unacceptable	Recruiter’s understanding of the job requirements and your needs: Poor	Recruiter’s understanding of the job requirements and your needs: Fair	Recruiter’s understanding of the job requirements and your needs: Good	Recruiter’s understanding of the job requirements and your needs: Exceptional	Recruiter’s understanding of the job requirements and your needs: N/A

Unacceptable

Poor

Fair

Good

Exceptional

N/A

Timeliness of the requisition approval and initiation of the recruiting process:

Timeliness of the requisition approval and initiation of the recruiting process: Unacceptable

Timeliness of the requisition approval and initiation of the recruiting process: Poor

Timeliness of the requisition approval and initiation of the recruiting process: Fair

Timeliness of the requisition approval and initiation of the recruiting process: Good

Timeliness of the requisition approval and initiation of the recruiting process: Exceptional

Timeliness of the requisition approval and initiation of the recruiting process: N/A

Efficiency of the recruiter’s initial information gathering discussion with you before launching the job search:

Efficiency of the recruiter’s initial information gathering discussion with you before launching the job search: Unacceptable

Efficiency of the recruiter’s initial information gathering discussion with you before launching the job search: Poor

Efficiency of the recruiter’s initial information gathering discussion with you before launching the job search: Fair

Efficiency of the recruiter’s initial information gathering discussion with you before launching the job search: Good

Efficiency of the recruiter’s initial information gathering discussion with you before launching the job search: Exceptional

Efficiency of the recruiter’s initial information gathering discussion with you before launching the job search: N/A

Recruiter’s understanding of the job requirements and your needs:

Recruiter’s understanding of the job requirements and your needs: Unacceptable

Recruiter’s understanding of the job requirements and your needs: Poor

Recruiter’s understanding of the job requirements and your needs: Fair

Recruiter’s understanding of the job requirements and your needs: Good

Recruiter’s understanding of the job requirements and your needs: Exceptional

Recruiter’s understanding of the job requirements and your needs: N/A

	Unacceptable	Poor	Fair	Good	Exceptional	N/A
Level of communication with the recruiter:	Level of communication with the recruiter: Unacceptable	Level of communication with the recruiter: Poor	Level of communication with the recruiter: Fair	Level of communication with the recruiter: Good	Level of communication with the recruiter: Exceptional	Level of communication with the recruiter: N/A
Timely adjustment of recruiting efforts during the recruiting process:	Timely adjustment of recruiting efforts during the recruiting process: Unacceptable	Timely adjustment of recruiting efforts during the recruiting process: Poor	Timely adjustment of recruiting efforts during the recruiting process: Fair	Timely adjustment of recruiting efforts during the recruiting process: Good	Timely adjustment of recruiting efforts during the recruiting process: Exceptional	Timely adjustment of recruiting efforts during the recruiting process: N/A
Effective use of technology and automation to improve recruiting results/outcomes:	Effective use of technology and automation to improve recruiting results/outcomes: Unacceptable	Effective use of technology and automation to improve recruiting results/outcomes: Poor	Effective use of technology and automation to improve recruiting results/outcomes: Fair	Effective use of technology and automation to improve recruiting results/outcomes: Good	Effective use of technology and automation to improve recruiting results/outcomes: Exceptional	Effective use of technology and automation to improve recruiting results/outcomes: N/A
Ease of decision making and scheduling:	Ease of decision making and scheduling: Unacceptable	Ease of decision making and scheduling: Poor	Ease of decision making and scheduling: Fair	Ease of decision making and scheduling: Good	Ease of decision making and scheduling: Exceptional	Ease of decision making and scheduling: N/A

Unacceptable

Poor

Fair

Good

Exceptional

N/A

Level of communication with the recruiter:

Level of communication with the recruiter: Unacceptable

Level of communication with the recruiter: Poor

Level of communication with the recruiter: Fair

Level of communication with the recruiter: Good

Level of communication with the recruiter: Exceptional

Level of communication with the recruiter: N/A

Timely adjustment of recruiting efforts during the recruiting process:

Timely adjustment of recruiting efforts during the recruiting process: Unacceptable

Timely adjustment of recruiting efforts during the recruiting process: Poor

Timely adjustment of recruiting efforts during the recruiting process: Fair

Timely adjustment of recruiting efforts during the recruiting process: Good

Timely adjustment of recruiting efforts during the recruiting process: Exceptional

Timely adjustment of recruiting efforts during the recruiting process: N/A

Effective use of technology and automation to improve recruiting results/outcomes:

Effective use of technology and automation to improve recruiting results/outcomes: Unacceptable

Effective use of technology and automation to improve recruiting results/outcomes: Poor

Effective use of technology and automation to improve recruiting results/outcomes: Fair

Effective use of technology and automation to improve recruiting results/outcomes: Good

Effective use of technology and automation to improve recruiting results/outcomes: Exceptional

Effective use of technology and automation to improve recruiting results/outcomes: N/A

Ease of decision making and scheduling:

Ease of decision making and scheduling: Unacceptable

Ease of decision making and scheduling: Poor

Ease of decision making and scheduling: Fair

Ease of decision making and scheduling: Good

Ease of decision making and scheduling: Exceptional

Ease of decision making and scheduling: N/A

	Unacceptable	Poor	Fair	Good	Exceptional	N/A
Quantity of candidates presented:	Quantity of candidates presented: Unacceptable	Quantity of candidates presented: Poor	Quantity of candidates presented: Fair	Quantity of candidates presented: Good	Quantity of candidates presented: Exceptional	Quantity of candidates presented: N/A
Quality of candidates presented:	Quality of candidates presented: Unacceptable	Quality of candidates presented: Poor	Quality of candidates presented: Fair	Quality of candidates presented: Good	Quality of candidates presented: Exceptional	Quality of candidates presented: N/A
Assessment and screening of candidates:	Assessment and screening of candidates: Unacceptable	Assessment and screening of candidates: Poor	Assessment and screening of candidates: Fair	Assessment and screening of candidates: Good	Assessment and screening of candidates: Exceptional	Assessment and screening of candidates: N/A

Unacceptable

Poor

Fair

Good

Exceptional

N/A

Quantity of candidates presented:

Quantity of candidates presented: Unacceptable

Quantity of candidates presented: Poor

Quantity of candidates presented: Fair

Quantity of candidates presented: Good

Quantity of candidates presented: Exceptional

Quantity of candidates presented: N/A

Quality of candidates presented:

Quality of candidates presented: Unacceptable

Quality of candidates presented: Poor

Quality of candidates presented: Fair

Quality of candidates presented: Good

Quality of candidates presented: Exceptional

Quality of candidates presented: N/A

Assessment and screening of candidates:

Assessment and screening of candidates: Unacceptable

Assessment and screening of candidates: Poor

Assessment and screening of candidates: Fair

Assessment and screening of candidates: Good

Assessment and screening of candidates: Exceptional

Assessment and screening of candidates: N/A

	Unacceptable	Poor	Fair	Good	Exceptional	N/A
Use and/or effectiveness of the employee referral program:	Use and/or effectiveness of the employee referral program: Unacceptable	Use and/or effectiveness of the employee referral program: Poor	Use and/or effectiveness of the employee referral program: Fair	Use and/or effectiveness of the employee referral program: Good	Use and/or effectiveness of the employee referral program: Exceptional	Use and/or effectiveness of the employee referral program: N/A
Use and/or effectiveness of special hiring events, such as open houses, job fairs, or networking with professional organizations:	Use and/or effectiveness of special hiring events, such as open houses, job fairs, or networking with professional organizations: Unacceptable	Use and/or effectiveness of special hiring events, such as open houses, job fairs, or networking with professional organizations: Poor	Use and/or effectiveness of special hiring events, such as open houses, job fairs, or networking with professional organizations: Fair	Use and/or effectiveness of special hiring events, such as open houses, job fairs, or networking with professional organizations: Good	Use and/or effectiveness of special hiring events, such as open houses, job fairs, or networking with professional organizations: Exceptional	Use and/or effectiveness of special hiring events, such as open houses, job fairs, or networking with professional organizations: N/A
Recruiter's anticipation of hiring needs and proactive pipelineing of candidates:	Recruiter's anticipation of hiring needs and proactive pipelineing of candidates: Unacceptable	Recruiter's anticipation of hiring needs and proactive pipelineing of candidates: Poor	Recruiter's anticipation of hiring needs and proactive pipelineing of candidates: Fair	Recruiter's anticipation of hiring needs and proactive pipelineing of candidates: Good	Recruiter's anticipation of hiring needs and proactive pipelineing of candidates: Exceptional	Recruiter's anticipation of hiring needs and proactive pipelineing of candidates: N/A

Unacceptable

Poor

Fair

Good

Exceptional

N/A

Use and/or effectiveness of the employee referral program:

Use and/or effectiveness of the employee referral program: Unacceptable

Use and/or effectiveness of the employee referral program: Poor

Use and/or effectiveness of the employee referral program: Fair

Use and/or effectiveness of the employee referral program: Good

Use and/or effectiveness of the employee referral program: Exceptional

Use and/or effectiveness of the employee referral program: N/A

Use and/or effectiveness of special hiring events, such as open houses, job fairs, or networking with professional organizations:

Use and/or effectiveness of special hiring events, such as open houses, job fairs, or networking with professional organizations: Unacceptable

Use and/or effectiveness of special hiring events, such as open houses, job fairs, or networking with professional organizations: Poor

Use and/or effectiveness of special hiring events, such as open houses, job fairs, or networking with professional organizations: Fair

Use and/or effectiveness of special hiring events, such as open houses, job fairs, or networking with professional organizations: Good

Use and/or effectiveness of special hiring events, such as open houses, job fairs, or networking with professional organizations: Exceptional

Use and/or effectiveness of special hiring events, such as open houses, job fairs, or networking with professional organizations: N/A

Recruiter's anticipation of hiring needs and proactive pipelineing of candidates:

Recruiter's anticipation of hiring needs and proactive pipelineing of candidates: Unacceptable

Recruiter's anticipation of hiring needs and proactive pipelineing of candidates: Poor

Recruiter's anticipation of hiring needs and proactive pipelineing of candidates: Fair

Recruiter's anticipation of hiring needs and proactive pipelineing of candidates: Good

Recruiter's anticipation of hiring needs and proactive pipelineing of candidates: Exceptional

Recruiter's anticipation of hiring needs and proactive pipelineing of candidates: N/A

	Unacceptable	Poor	Fair	Good	Exceptional	N/A
Candidates:	Candidates: Unacceptable	Candidates: Poor	Candidates: Fair	Candidates: Good	Candidates: Exceptional	Candidates: N/A
Recruiters:	Recruiters: Unacceptable	Recruiters: Poor	Recruiters: Fair	Recruiters: Good	Recruiters: Exceptional	Recruiters: N/A
Systems/Technology:	Systems/Technology: Unacceptable	Systems/Technology: Poor	Systems/Technology: Fair	Systems/Technology: Good	Systems/Technology: Exceptional	Systems/Technology: N/A
Overall process:	Overall process: Unacceptable	Overall process: Poor	Overall process: Fair	Overall process: Good	Overall process: Exceptional	Overall process: N/A

Unacceptable

Poor

Fair

Good

Exceptional

N/A

Candidates:

Candidates: Unacceptable

Candidates: Poor

Candidates: Fair

Candidates: Good

Candidates: Exceptional

Candidates: N/A

Recruiters:

Recruiters: Unacceptable

Recruiters: Poor

Recruiters: Fair

Recruiters: Good

Recruiters: Exceptional

Recruiters: N/A

Systems/Technology:

Systems/Technology: Unacceptable

Systems/Technology: Poor

Systems/Technology: Fair

Systems/Technology: Good

Systems/Technology: Exceptional

Systems/Technology: N/A

Overall process:

Overall process: Unacceptable

Overall process: Poor

Overall process: Fair

Overall process: Good

Overall process: Exceptional

Overall process: N/A

Question Title

* How satisfied are you with the Recruiters that have served you?

1-Not Satisfied

10-Very Satisfied

Clear

i We adjusted the number you entered based on the slider’s scale.

Question Title

* How satisfied are you with the customer service or courtesy of the recruiters serving you?

1-Not Satisfied

10-Very Satisfied

Clear

i We adjusted the number you entered based on the slider’s scale.

Hiring Manager Survey

Recruiting Satisfaction

Question Title

* Job Launch and Data Gathering

Question Title

* Efficiency and Administration

Question Title

* Candidates

Question Title

* Special Recruiting Programs and Initiatives

Question Title

* Overall Satisfaction with Recruiting

Question Title

* How satisfied are you with the Recruiters that have served you?

Question Title

* How satisfied are you with the customer service or courtesy of the recruiters serving you?

Question Title

* The aspect of the recruiting process exceeds my expectations the most is?

Question Title

* The aspect of the recruiting process that needs the most improvement is?