2nd Annual Web Based Screening and Assessment Usage Survey

Contact information is not required to complete the survey, but is required if you wish to be registered in the drawing to win a free copy of the “The Rocket-Hire Buyer’s Guide to Web Based Screening and Staffing Assessment Systems” (a $375 value).

Confidentiality is Assured
Your contact information will not be shared with ANYONE else and no company or individual names will be disclosed in the write up of the survey results.

1.2 Please indicate your current job title/position:

choose... Recruiter Hiring Manager HR or Staffing Manager HR Generalist HR Executive (VP, Director, etc) External Consultant Internal Consultant

Other (please explain):

1.6 How long has your company used the web to collect information (including résumés) from candidates for the purpose of making staffing and hiring decisions?

1.7 Does your organization currently utilize an ATS system?

We define ATS (Applicant Tracking System) as:

“A software application designed to help an enterprise manage their staffing process more efficiently. An ATS can be used to create job requisitions, post job openings on a corporate Web site or job board, screen resumes, generate interview requests to potential candidates by e-mail, and enroll newly hired candidates into a companies HRIS (human resource information system).”

This section contains questions about your company’s use of online Pre-screening technology. Please note the distinction between pre-screening tools and assessment tools.
We define Pre-screening tools as:

“Tools that gather information about, or ask candidates to respond to questions about their experience, skills, and qualifications in order to identify if they meet minimum job requirements. These tools are typically used early on in the staffing process.”

While we define assessment tools as:

“Scientifically based screening tools that look more deeply into a candidate’s abilities, interests, traits, and skills. These tools include personality measures, cognitive tests (i.e., verbal and quantitative skills), situational judgment tests, job simulations, etc. These tools are typically used for a more in-depth evaluation later on in the staffing process.”

A. We do not use any automated pre-screening
B. Tools designed to scan resumes in order to identify suitable applicants
C. Pre-screening based on basic qualifications such as experience, education, salary requirements, etc
D. Pre-screening based on biodata, personality or other “below the surface” characteristics
E. Pre-screening based on applicant’s “fit” with a job or organization
F. Other (please explain):

A. Globally- we use pre-screening for all jobs, worldwide
B. Domestically- we use pre-screening for all jobs, domestically
C. Business unit- we use pre-screening for all the jobs within an entire business unit but not all business units in the company
D. Locally- we use pre-screening for specific jobs only
E. I am not sure

A. Pre-screening is provided via our ATS system
B. Pre-screening is provided by the careers page on our website
C. Pre-screening is provided by job board (e.g. Monster, Hotjobs, others)
D. Pre-screening provided by a tool from a 3rd party vendor
E. Other (please explain):

2.6 If you are currently using pre-screening, please describe the biggest problem you have faced related to its use?

This section contains questions related to your company’s use of online assessment tools.
We define online assessment tools as:

“Scientifically based screening tools that look more deeply into a candidate’s abilities, interests, traits, and skills. These tools include personality measures, cognitive tests (i.e., verbal and quantitative skills), situational judgment tests, job simulations, etc.”

A. We do not currently use any assessment tools, online or otherwise. If you chose this option, please skip the rest of the questions in this section and move on to Section 4.
B. We currently use only paper and pencil assessment tools
C. Personality measures
D. Measures of applicant culture or work environment “fit”
E. Cognitive measures and ability tests
F. Biodata (life history information)
G. Skills/Knowledge assessment
H. Background investigations
I. Simulations
J. Online interviews
K. Other (please explain):

A. Globally- we use assessment for all jobs worldwide
B. Domestically- we use pre-screening for all domestic jobs
C. Business unit- we use assessment for all jobs within an entire business unit but not for all business units in the company
D. Locally- we use assessment for specific jobs only
E. I am not sure

A. Entry level/hourly
B. Lower level management and professional (e.g. supervisor)
C. Middle management and professional (manager)
D. Higher level management and professional (director)
E. Executive level (VP, EVP)
F. Other (please explain):

Yes
No-we don’t have an ATS system
No-we have an ATS system but have not integrated any assessment information
I am not sure

choose... Yes No I am not sure

3.14 Have you found these metrics helpful in building a business case for continued or expanded use of online assessment?

choose... Yes No I am not sure

choose... Yes No I am not sure

A. We are not considering using any such tools
B. Tools designed to scan resumes in order to identify suitable applicants
C. Screening based on basic qualifications such as experience, education, salary requirements, etc
D. Personality measures
E. Measures of applicant “fit”
F. Cognitive measures
G. Biodata (life history information)
H. Skills/Knowledge assessment
I. Background investigations
J. Simulations
K. Online interviews
L. I don’t know
M. Other (please explain):

A. Formal RFI/RFP process
B. Informal decision making process
C. Recommendation from consultant
D. Via partnerships or services offered by vendors we are currently using
E. I don’t know how we are going to choose
F. Other (please explain):

A. I feel that there are no specific obstacles that limit the use of online assessment and screening within my company.
B. Technology is still too new
C. HR not interested in innovation, reluctance to change
D. Decision makers do not believe it is worth the cost
E. Hesitation due to legal issues
F. Hesitation due to security issues
G. Lack of knowledge about the topic amongst persons in organization
H. Too costly-lack of budgetary resources
I. Feel tools will negatively impact the candidate experience (e.g., make the staffing process too impersonal)
J. Skepticism about the ability of screening to provide results
K. Lack of ability to provide the evidence needed to make a sound business case.
L. Other (please explain):

A. I feel that there are no specific obstacles that limit the use of online assessment and screening within my company.
B. Technology is still too new
C. HR not interested in innovation, reluctance to change
D. Decision makers do not believe it is worth the cost
E. Hesitation due to legal issues
F. Hesitation due to security issues
G. Lack of knowledge about the topic amongst persons in organization
H. Too costly-lack of budgetary resources
I. Feel tools will negatively impact the candidate experience (e.g., make the staffing process too impersonal)
J. Skepticism about the ability of screening to provide results
K. Lack of ability to provide the evidence needed to make a sound business case.
L. Other (Please describe)