As I discussed in a previous article, all business processes have gaps. When it comes to recruiting reporting, there are lots of gaps. As an
No matter what business process you manage, there are always gaps to be filled. Marketing data gaps, sales process gaps, recruitment feedback gaps, financial reporting
I know. Vendor articles can get a little hyperbolic, but this is LITERALLY a thesis developed by a Survale client on the impact of candidate
In supporting Survale’s Candidate Feedback Platform, we see a fair amount of good candidate experience and a fair amount of poor candidate experience. The fact
Feedback-driven, recruiting best practice concepts are relatively new, yet the potential for transformational change is huge. Born out of the quest for friction-free candidate experience,
According to Jobvite, 33% of employers have received negative Glassdoor reviews tied directly to their recruiting process. That’s not a small number. What’s more, 75%
In our latest recruiting feedback case study, Craft Brew Alliance (CBA) demonstrates that asking the right questions at the right time can dramatically affect overall
Survale retail clients can now reward job seekers by offering free or discount goods or services to incent feedback, boost employer brand and generate revenue
Most companies collect feedback from candidates after interviews. That’s good. But many stop there. In today’s job market, that’s not enough. If you’re not asking
Survale named the sole winner of the Silver Award for enabling organizations to optimize recruiting using candidate feedback at each stage of the recruiting process
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