Here's how you can effectively gather feedback from candidates and employees in Global Talent Acquisition.

Surveys are a good vehicle to gather feedback as long as you know what outcomes you are wanting to achieve. Start with explaining the why and make these surveys short, succinct, clear and inclusive so the feedback being provided is objective. Pay close attention to cultural differences when setting up the questions as what is compliant in one country may not be so in another. Report out the feedback to the participants and other stakeholder groups so they see the output of the effort they put in. In closing, come up with a set of action items based on the insights from the survey which will lend credibility to the process and future surveys.

Below is the stepwise approach to gather the feedback: Clarify Objectives: Define why you're collecting feedback. Diverse Channels: Use surveys, interviews, and suggestion boxes for input. Ensure Confidentiality: Guarantee anonymity for honest responses. Use Tech: Utilize online tools for easy feedback collection. Relevant Questions: Craft questions focused on job experience and satisfaction. Regular Feedback: Gather input at different stages of recruitment and employment. Actionable Insights: Implement changes based on feedback received. Share Results: Share feedback results and implement changes. Continuous Improvement: Make feedback an ongoing process for growth. Ack Progress: Celebrate improvements resulting from feedback.

To effectively collect valuable feedback in global talent acquisition, it is essential to first comprehend the needs and expectations of both candidates and employees. It's important to consider the cultural nuances and communication preferences that vary across different regions. Tailoring feedback mechanisms to be sensitive to these differences ensures that respondents feel comfortable and understood. This could involve translating surveys into multiple languages or adjusting the tone to match local communication styles. By demonstrating that you value their specific needs, you'll increase the likelihood

In the realm of global talent acquisition, the confluence of people-centric approaches and business imperatives shapes a complex environment. To navigate this effectively, we must consider how our feedback mechanisms impact both the individuals providing the input and the strategic objectives of the organization. It is this balance that will enable us to attract, retain, and develop the best talent worldwide, contributing to a thriving, dynamic business ecosystem.

In the world of hiring people from around the globe, it's really important to ask candidates and employees what they think. We can do this by using different ways like surveys or talking to them directly. Making sure people can share their thoughts anonymously helps them feel comfortable being honest. We ask questions and listen carefully to the answers to find out how we can make things better. Then, we talk about what we've learned and make changes based on that feedback. Through transparent communication and targeted action plans, organizations can demonstrate their commitment to listening and evolving, ultimately enhancing candidate experiences, boosting employee engagement, and driving organizational growth.

Crafting effective surveys is a fundamental step in collecting feedback. It's crucial to keep surveys concise and focused, with clear questions that cover the recruitment process, onboarding experience, and overall job satisfaction. Utilizing a combination of open-ended questions and rating scales will enable the collection of both qualitative and quantitative insights. Anonymity should be guaranteed to encourage candid responses. Additionally, consider employing a digital platform that allows for easy distribution and analysis of the data collected from different global regions.

Design concise and focused surveys covering recruitment, onboarding, and job satisfaction. Include clear questions and a mix of open-ended and rating scale formats. Ensure anonymity for candid responses. Utilize a digital platform for easy distribution and analysis across global regions.

Depending on the audience - candidates and hiring managers - you need to set up different surveys. For candidates I have very good experience with automated surveys sent out directly through the ATS. Keep it short and precise and don't send it out to all applicants! How much value can a candidate add who recieved a rejection directly after the CV screening? My recommendation is to include all candidate who made it into the 1st interview stage (not the Get2Know call). For hiring managers I have very good experience with a quarterly anonymous survey that covers all aspects of recruiting. Once it's set up properly don't change it so you can see the development quarter over quarter. It's also important to publish the as widely as possible.

Designing surveys is an important part of collecting feedback. To create effective surveys, it's important to keep them concise and focused. Make sure your questions cover key areas like the recruitment process, onboarding experience, and overall job satisfaction. To gather a variety of insights, consider using a mix of open-ended questions and rating scales. Open-ended questions allow respondents to provide qualitative feedback, while rating scales provide quantitative data. This combination will give you a well-rounded understanding of people's opinions.

Craft concise surveys covering recruitment, onboarding, and job satisfaction. Include clear questions, both open-ended and rating scales, for qualitative and quantitative insights. Ensure anonymity and use digital platforms for easy distribution and analysis across global regions.

Timing is crucial for feedback, ensuring the quality and accuracy of information. For candidates, request feedback post-interview or after a job offer. For employees, schedule check-ins after the probationary period or significant projects. Fresh experiences lead to precise, actionable insights.

Request feedback at key recruitment milestones or during significant project completions for employees. Timely feedback ensures experiences are fresh in respondents' minds, leading to more accurate insights.

Selecting the right moment to gather feedback is crucial in any recruitment process including Global Talent Acquisition. By aligning feedback requests with key milestones in the recruitment or employment journey, such as post-interviews or project completions, you ensure that insights are relevant and actionable, leading to more effective decision-making and improvement initiatives. Additionally, consider the individual circumstances of candidates and employees when soliciting feedback, ensuring that they are not overwhelmed or distracted by other tasks or events. This thoughtful approach enhances engagement and encourages honest and insightful responses.

Timing plays a crucial role when it comes to requesting feedback. Asking for feedback shortly after important milestones, like post-interview or after a job offer, allows the information to be fresh in the minds of the candidates. For employees, scheduling regular check-ins, such as at the end of the probationary period or after significant projects, ensures that the feedback is timely and can lead to more accurate and actionable insights. It's all about capturing the experiences while they're still fresh.

Timing is crucial for gathering accurate feedback. Request candidate input after key recruitment milestones like interviews or job offers. For employees, schedule check-ins post-probation or after projects. Timely feedback captures fresh experiences, yielding precise insights.

Analyze feedback data for trends and patterns. Identify common themes, like consistently positive or negative aspects of the recruitment process. Note differences across locations or departments to address specific challenges. This analysis guides improvement efforts and tracks effectiveness over time.

Analyzing feedback data to identify the trends and patterns is very essential. Here are some ways to utilize these insights effectively: 1. Implement targeted improvements in the recruitment process, based on the trends. 2. Adjust training programs for the interviewers to address common issues highlighted by the candidates. 3. Monitor feedback continuously and compare it with the industry standards to benchmark the recruitment process and set goals for improvement.

After gathering feedback, analyze data for trends and patterns. Identify recurring themes, noting positive or negative aspects of the recruitment process. Consider variations by location or department to pinpoint specific challenges. This analysis guides improvement efforts and measures effectiveness over time.

Acting on feedback is crucial. Develop a plan to address identified issues and communicate it to candidates and employees. This shows commitment to positive changes. Whether refining the interview process or enhancing development programs, concrete actions based on feedback improve hiring outcomes and boost employee engagement.

Taking action on the feedback you receive is crucial to making improvements and showing your commitment to candidates and employees. It's important to develop a plan to address any issues identified and communicate this plan back to them. This demonstrates that you value their feedback and are dedicated to making positive changes. By refining your interview process or enhancing employee development programs based on the feedback, you can improve your hiring outcomes and increase employee engagement.

Actioning feedback is crucial. Develop a plan to address identified issues and communicate it to candidates and employees. This shows your commitment to their feedback and implementing positive changes. Whether refining interview processes or enhancing development programs, concrete actions lead to better outcomes and increased engagement.

Foster continuous improvement in global talent acquisition through ongoing dialogue. Establish channels for feedback anytime, like suggestion boxes or regular HR meetings. Encouraging open communication cultivates a culture of openness, leading to valuable insights.

rovide channels for feedback beyond designated times, like suggestion boxes or open-door policies. Encouraging continuous communication fosters openness, uncovering valuable insights that might otherwise be missed.

Collecting timely feedback from candidates and colleagues is crucial. By analyzing this feedback and implementing action plans to address identified gaps, you can enhance the experience for future applicants. However, while these efforts can improve future experiences, they won't alter the perception of past candidates. Therefore, Talent Acquisition (TA) teams should establish mechanisms to follow up with candidates who have provided constructive criticism. This follow-up should include thanking them for their input and sharing how the organization plans to avoid similar frustrations in the future. This approach not only improves future experiences but also helps to win back candidates who may have been lost earlier.

When you survey candidates on their hiring experience, some questions you may want to ask are: Were you treated respectfully? Was the time required appropriate? Was the purpose of each step in the process clear to you? Did you get YOUR questions answered? Were the people you interacted with good ambassadors for the organization? Were you given feedback that you can use for onboarding and/or development? Based on your experience, would you recommend this organization to your friends? Was the organization fair and transparent in discussions related to compensation?

Talent acquisition is an ongoing process, not just to be considered when an employee leaves or need additional headcount. New hires have critical feedback that can assist with process improvement and enhance the onboarding experience. Be sure to set up ongoing cadence as part of the new hire's onboarding plan. Ask probing questions during these check-ins and stress their feedback - especially constructive - is for the betterment of the organization and its ability to continue to attract top talent.

In my recent experience of remote leadership throughout COVID, implementing annonymized experience pulse checking tools proved very beneficial to help understand trends and feelings within the team - in addition to standardized quarterly survey roll outs.