Discover if AI and automation are costing you the perfect candidates
2 min
to complete
8
questions
Free
comprehensive guide
Question 1 of 8
How do you currently find candidates for your team?
This helps us understand your current recruitment approach
Post jobs on job boards and wait for applications
LinkedIn, Indeed, ZipRecruiter, etc.
Work with recruitment agencies who send candidates
Agencies handle the sourcing and initial screening
Personal networking and referrals
Ask connections and employees for recommendations
Use AI-powered hiring platforms
Automated candidate matching and screening tools
Question 2 of 8
How many applications do you typically receive per position?
Higher volumes often mean more automated screening
1-10 applications
Small, targeted candidate pool
11-50 applications
Manageable volume for personal review
51-200 applications
Requires some filtering to manage
200+ applications
Overwhelming volume, definitely need automation
Question 3 of 8
How do you screen initial candidates?
Your first filter can make or break candidate quality
AI-powered resume screening
Algorithm sorts candidates by keywords and scores
Quick resume scan for basic requirements
30-second review focusing on key qualifications
Detailed resume review and cover letter reading
Thorough examination of each application
Brief phone conversation with most candidates
Personal contact before making decisions
Question 4 of 8
What's your biggest hiring challenge?
This reveals where automation might be failing you
Too many unqualified applications
Flooded with candidates who don't meet basic requirements
Candidates look good on paper but aren't the right fit
Skills match but personality/culture doesn't work
Process takes too long
Multiple rounds of interviews and delays
Can't find candidates with the right experience
Specific skills or industry knowledge lacking
Question 5 of 8
How do you assess cultural fit?
Cultural fit often determines long-term success
We don't specifically assess cultural fit
Focus mainly on skills and experience
Ask a few culture-related questions in interviews
Standard questions about work style preferences
Have candidates meet the team
Informal conversations with potential colleagues
Extensive conversations about values and work style
Multiple touchpoints to understand personality fit
Question 6 of 8
How often do new hires not work out as expected?
Mis-hires are often a sign of process problems
Rarely - most hires work out well
Less than 10% turnover in first 6 months
Sometimes - occasional mis-hire
10-25% don't meet expectations
Often - significant portion don't work out
25-50% need replacement within 6 months
Frequently - hiring feels like a gamble
Over 50% turnover or performance issues
Question 7 of 8
How much time do you spend personally talking to candidates?
Personal interaction reveals what resumes can't
Minimal - mostly rely on written applications
Brief final interview only
Standard interview process
1-2 formal interviews per candidate
Multiple conversations with top candidates
Several touchpoints to get to know them
Extensive conversations with most viable candidates
Really get to know people before deciding
Question 8 of 8
What would most improve your hiring success?
This reveals your biggest opportunity area
Better filtering to reduce unqualified candidates
More efficient screening process
Someone who understands my business needs first
Recruitment that starts with business context
Better pre-screening of candidate personalities
Cultural fit assessment before interviews
More personal relationship-building with candidates
Getting to know people as individuals
Access The Business Owner's Guide to Recruitment Services
Based on your results, we'll send you our comprehensive guide that reveals the different types of recruitment services available and how to choose the right approach for your business.
✓ Complete recruitment service overview ✓ Pros & cons of each approach ✓ Selection framework included