Your Pause
You want to understand how you assess candidates, how they feel, and how your managers feel. You want assessment with parity and fairness. Right now, you don’t have a great understanding of engagement or assessment effectiveness.
Assessment, Automation, AI, and Analytics Impact on Employment
Aspen Analytics studies employer use of automation, technology, assessment, and data analysis to make hiring and work assignment decisions and the adverse impacts those decisions have on workforce engagement, composition, demographics, tenure, and skill development.
Our Play
Aspen Analytics wants to collect and provide as much information as possible to improve recruiting and assessment. We’ve developed a series of surveys and tools that allow us to do that so recruiters can hone their skills and advance their careers. This is a free service in exchange for your data and insight on how talent is assessed.
Intro
Aside from treating candidates well because you should, candidates can serve as marketers for your business. More (or less) candidates > more (or less) employees > customers. It all goes together.
Basics
Candidates share their experience throughout their entire recruiting process. This survey is meant to be taken annually and by candidates at various stages in the recruiting process.
Use This Tool
Sign up and we will send you a link to embed into your communications to your candidates once a year. If you haven’t already registered for the Talent Board’s annual survey on Candidate Experience, we would encourage you to do so. You can then use this survey 6 months later to check on your progress.
Intro
A shortened version of the survey to the left, the candidate goes through just a couple questions about their recruiting experience, still focusing on their last stage in their experience.
Basics
Candidates share their experience throughout their entire recruiting process. This survey is meant to be taken in “real time” and by candidates at various stages in the recruiting process.
Take Survey
Intro
Do candidates and employees feel our recruiting service is effective? Does poor experience cost us time, money, or leverage? What would happen to other results if we altered the experience?
Basics
The hiring team shares their opinions on the effectiveness of the recruiting team. This survey measures various aspects of the recruiting process – from communication and efficiency of the recruiter to the quality of candidates presented. This survey is meant to be taken in real time.
Use This Tool
Grab the link below and send it to all your hiring managers you work with to get anonymous honest feedback on your performance. We suggest sending on a monthly / quarterly basis OR after a candidate has started their new job.
[LINK PENDING]
On Demand or Scheduled
You control the use of these tools. We are hopeful you engage them regularly and review your data regularly to replicate your positive performance, address areas that need improvement, and share with your colleagues.
Secure and Impartial
These tools are made to allow for anonymity and to avoid “gaming the system”. It will be difficult to stack the deck or fake out results, so you can depend on these tools to not only improve your own performance, but also show others how you are doing, and how your candidates / managers feel about your performance.
Transcripts and Reports
Once you have allocated enough survey responses and recorded your ongoing weekly or monthly results, you will start getting reports on your performance versus your peer group to know where you stand in the recruiting community. When needed, you can request that we take your scores and records and send them to your supervisor prior to your performance / merit increase dialogue OR even to a new potential boss where you have applied recently. You can also have someone solicit for your transcript, and provided you approve, we will send it along.