Review a Recruiter

Recruitment Performance Assessment

Take our 4 minute assessment to get tailored feedback on what your recruitment agency needs to do to improve your reputation, build a more loyal candidate pipeline, and understand where you rank among your competition.

Take the Assessment

Why take the assessment?

Living in a reviews-driven time, potential candidates are more likely than not to research you online before connecting. The challenge lies in ensuring that your online reputation aligns with the internal experiences people have with your agency.

The mistake many recruiting agencies make is prioritizing their external, online reputation without addressing internal issues. That’s like applying a band-aid to a bleeding wound. Not very effective.

At Great Recruiters, we understand that it’s crucial to focus not only on the external image but also on the internal. The assessment that we’ve created is based on a five-part framework that aids in measuring and enhancing all dimensions of your agency’s reputation.

By following this framework and taking our 4-minute assessment, you’ll be on the path to enhancing your recruiting agency’s reputation by addressing both external perception and internal experiences, all while driving more candidates to your firm and creating a more loyal candidate pipeline.

The 5-part assessment framework

What will I be scored on?

How are you even able to offer me suggestions?

There’s no point in taking an assessment if it doesn’t deliver valuable results. Below we break down the 5 categories we will base your score on.

1. Capture real-time feedback

Why it’s important: Timely feedback is vital for addressing issues promptly. 

Best practices to follow

  • Don’t wait for year-end reviews; ask for feedback regularly.
  • Measure specific experiences rather than general sentiments.
  • Request reviews at key stages in the candidate or client journey.
  • Implement an automated system for review capture to save time and money.
You Can’t Manage What You Don’t Measure
You Can’t Manage What You Don’t Measure

2. Automate manual tasks

Why it’s important:When you automate, it’s a low effort, high impact situation.

Best practices to follow

  • Set up automated review requests at critical candidate or client journey points
  • Ensure real-time review notifications for recruiters, managers, and stakeholders
  • Establish internal workflows for follow-up to prevent oversights

2. Automate manual actions

Why it’s important: If you’re going to put in the effort to capture reviews, you need to actually do something with them. Otherwise, it’s just a waste of resources. This involves not only automating real-time review capture, but automating action. 

Key best practices to follow

  • Set up a system that automatically asks for reviews at key points in the candidate or client journey
  • Make sure both the recruiter, manager, & other stakeholders receive real-time review notifications
  • Create internal follow-up workflows to ensure nothing falls through the gaps

Enhance your reputation and prove ROI. 

 Take this assessment to learn how your agency can beat the competition.

3. Measure results

Why it’s important: Effective management requires measurement. It’s imperative to turn feedback into insights in order to improve internal processes & provide candidates, clients, and placed talent with a better experience.

Best practices to follow

  • Capture both testimonial feedback and poll responses
  • Aggregate poll data to identify trends across the agency
  • Evaluate long-term performance for recruiters and the agency
You Can’t Manage What You Don’t Measure

Measure results

Why it’s important: You can’t manage what you don’t measure. If you want to make improvements to your internal processes & provide candidates, clients, and placed talent with a better experience, then you need to turn the feedback you receive into measurable insights. 

Key best practices to follow

  • Capture both testimonial feedback and multiple-choice poll questions
  • Aggregate data from the poll questions to track trends across your agency
  • Measure long-term performance for both individual recruiters and the agency as a whole

 

You Can’t Manage What You Don’t Measure
great recruiters linkedin reviews

4. Promote & build social proof

Why it’s important: If you aren’t actively driving your online reputation, your competition will do it for you—and they’re not going to say nice things. Instead of copying and pasting the same canned marketing language onto your website, use the reviews you capture to let your candidates and clients sing your praises.

Key best practices to follow: 

  • Utilize reviews in social media posts alongside high-quality content
  • Embed reviews on your website, particularly on high-traffic pages
  • Engage with customers and prospects on social media
  • Ensure all your online assets—including third-party review sites—reflect your brand values

4. Promote & build social proof

Why it’s important: If you aren’t actively driving your online reputation, your competition will do it for you—and they’re not going to say nice things. Instead of copying and pasting the same canned marketing language onto your website, use the reviews you capture to let your candidates and clients sing your praises.

Key best practices to follow: 

  • Use reviews as social media posts alongside your high quality content
  • Embed reviews into your website—especially high-traffic pages
  • Engage customers & prospects on social media
  • Ensure all your online assets—including third-party review sites—reflect your brand values
great recruiters linkedin reviews

5. Recognize & reward success

Why it’s important: Recognizing and rewarding success fosters a positive culture, internally and externally.

Best practices to follow: 

  • Use real-time feedback to encourage recruiter performance throughout the year
  • Introduce gamification and prizes to encourage healthy competition
  • Actively manage your presence on third-party review sites (like Great Recruiters) to qualify for industry awards
Top Rated Recruiter Badge for Q1 of 2023

5. Recognize & reward success

Why it’s important: When you recognize and reward your team for their successes, you build a culture and experience that keeps star recruiters & staff at your organization. Then when you promote your best reviews, you give others the chance to recognize and reward your agency. 

Key best practices to follow: 

  • Use the real-time feedback to encourage your recruiters throughout the year—don’t wait until the end
  • Encourage healthy competition by gamifying reviews & creating prizes for the highest rated recruiters
  • Actively manage your presence on third-party review sites (like Great Recruiters) to qualify for industry awards
Top Rated Recruiter Badge for Q1 of 2023

Collecting feedback should be easy. 

Book a demo to see how Great Recruiters makes it happen.