Conduct the diagnostics of your recruitment and selection processes

Find out how efficient your recruitment and selection operational and financial indices are.

Below, you will find some questions to evaluate your operational performance in recruitment and selection.

If you are a manager and want to evaluate your team, fill out the fields considering all employees, that is, in the 'salary' field, provide the sum of the salaries of the employees involved in recruitment and selection in the company, and in the other questions, fill out the fields also considering all employees.

You will receive the result free of charge at the end of the evaluation

Fill out the information below and receive the report free of charge

  • 1) How much time, in minutes, does it take you to set up the profile of a job opening?

    minutes
    Convert hours into minutes

  • 2) How much time, in minutes, does it take you to post a job opening?

    minutes
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  • 3) On average per month, how much time do you spend sorting, classifying, and organizing résumés even when there are no open positions? If you do not classify or have a system that already classifies, enter 0 (zero)

    minutes
    Convert hours into minutes

  • 4) Regarding a job opening, how much time in minutes do you spend screening, filtering, and researching applicants based on their education, experience, languages, courses, city, etc.?

    minutes
    Convert hours into minutes

  • 5) Regarding job openings, what is the average amount of time in minutes that you devote to the selection process (tests, questionnaires, personal presentation, etc.)?

    minutes
    Convert hours into minutes

  • 6) How many job openings do you handle per year?

    minutes
    Convert hours into minutes

  • 7) Do you receive résumés in paper format?

  • 8) Do you accept resumes via email?

  • 9) Do you have some software for résumé registration, job posting, and management of all stages of the selection process linked to the company's "Work with Us" section? (applicants show direct interest in working for the company)

  • 10) "Do you subscribe to any résumé search websites?

  • 11) Can you easily track how many job positions are open, how many applicants are in each stage of the selection process, work on different stages of the process for each type of job position, and check the progression of each applicant in each process?

  • 12) Do you have an exclusive communication channel with the applicants, where you keep a record of all these conversations for easy access?

  • 13) Do you keep a history of candidates who have gone through any selection process in the company? In one year, will you know who participated in which job opening at your company?

  • 14) Can you measure the reach and results of your job opening advertisements?

  • 15) Do you share job openings on social media through a link for applicants to access and register their résumés?

  • 16) If the recruitment and selection employee leaves the company today, can the new employee obtain accurate and quick information about all ongoing selection processes without needing the previous employee?

  • 17) Do you work with multiple stakeholders in a job opening, and can the others know about the selection process without relying on you?

  • 18) Can you limit the number of job openings a candidate can apply for in your company's recruitment processes?

  • 19) Do you use any software that helps you automatically classify and rank the most suitable applicants for the position?

  • 20) Do you have a résumé database that is automatically updated by applicants and presented to you in order from the most recent to the oldest one?

  • 21) Can you easily access the résumés of the employees in your company?

  • 22) Can you easily access certificates, documents, exams, and medical reports of your employees through a system?

  • 23) Can you easily share pre-approved résumés with the requesting party, limiting, at the same time, their access to the information?

  • 24) Can you easily achieve numerical results for managing selection processes, such as: job openings within the deadline, number of applicants, number of views on the job posting, and number of applicants in the initial profile.