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Developed by TalentCraft, based on practice at staffing, secondment and recruitment agencies.

Who are you?

About the conversation with the client about a new vacancy, and working together afterwards.

Hard requirements and nice-to-havesWhen does it become clear, on a new assignment, which of the client's requirements are hard requirements and which are nice-to-haves?When does it become clear, on your assignments, which of the client's requirements are hard requirements and which are nice-to-haves?

Practically never: all requirements in the request count as hard requirements.Practically never: all requirements in the request count as hard requirements. Sometimes: when a requirement stands out, the client is asked if it is really needed.Sometimes: when a requirement stands out, the client is asked if it is really needed. Always in the intake: for each requirement, the client is asked if it is a must or a nice-to-have.Always in the intake: for each requirement, the client is asked if it is a must or a nice-to-have. Always in the intake, backed up: with what each requirement costs in candidates.Always in the intake, backed up: with what each requirement costs in candidates. I don't know Not part of my role

Starting the conversation with the clientHow is an intake meeting with the client about a new vacancy usually prepared?How do you usually prepare an intake meeting with the client about a new vacancy?How is taking a new request from the client usually prepared?How do you usually prepare for taking a new request from the client?

Not at all: the request is taken over exactly as it comes in.Not at all: the request is taken over exactly as it comes in.Not at all: the request is taken over exactly as the client passes it on.Not at all: the request is taken over exactly as the client passes it on. Sometimes: for a difficult vacancy, some research is done beforehand.Sometimes: for a difficult vacancy, some research is done beforehand.Sometimes: for a new client or a difficult request, some research is done.Sometimes: for a new client or a difficult request, some research is done. Always: with a fixed list of questions about the client, the team and the role.Always: with a fixed list of questions about the client, the team and the role.Always: with a fixed request checklist, from role and hours to pay.Always: with a fixed request checklist, from role and hours to pay. Always, per vacancy: with a clear picture of how scarce this profile is.Always, per vacancy: with a clear picture of how scarce this profile is.Always, per request: with a picture of who is available right now.Always, per request: with a picture of who is available right now. I don't know Not part of my role

Recording agreementsIf there is confusion about the profile later on, what does the team fall back on?If there is confusion about the profile later on, what do you fall back on?

Memory: nothing has been recorded, so the client is called again.My memory: I have not recorded anything, so I call the client again. Loose notes: in a different place and format each time.Loose notes: in a different place and format each time. A fixed profile: always in the same format in the system.A fixed profile: always in the same format in the system. A confirmed profile: in a fixed format and approved by the client.A confirmed profile: in a fixed format and approved by the client. I don't know Not part of my role

Discussing how easy candidates are to findWhen does the client first hear whether the candidate they are looking for is easy to find?When does the client first hear from you whether the candidate they are looking for is easy to find?When does the client first hear whether the candidate they are looking for is easy to find?When does the client first hear from you whether the candidate they are looking for is easy to find?

Only when the client asks: why there are no candidates yet.Only when the client asks: why I do not have any candidates yet.Only when the client asks: why nobody has started yet.Only when the client asks: why nobody has started yet. Sometimes beforehand: for profiles that are known to be difficult.Sometimes beforehand: for profiles I know are difficult.Sometimes beforehand: for requests that are known to be difficult.Sometimes beforehand: for requests that are known to be difficult. Always straight after the intake: after a fixed check of how many people are out there.Always straight after the intake: after a fixed check of how many people are out there.Always straight after the request: after a fixed check of who is available.Always straight after the request: after a fixed check of who is available. Always during the intake: with how many people are out there and what could be adjusted.Always during the intake: with how many people are out there and what could be adjusted.Always when the request comes in: with who is available and what could be adjusted.Always when the request comes in: with who is available and what could be adjusted. I don't know Not part of my role

Who decides at the clientHow does the recruiter usually find out who at the client decides on a candidate, and who has influence on that decision?How do you usually find out who at the client decides on a candidate, and who has influence on that decision?How does the consultant usually find out who at the client decides on a temp worker, and who has influence on that decision?How do you usually find out who at the client decides on a temp worker, and who has influence on that decision?

Afterwards: it only becomes clear when someone rejects or blocks a candidate.Afterwards: it only becomes clear when someone rejects or blocks a candidate.Afterwards: it only becomes clear when someone sends a temp worker away.Afterwards: it only becomes clear when someone sends a temp worker away. Sometimes: when it comes up, the client is asked who else has a say.Sometimes: when it comes up, I ask who else has a say.Sometimes: when it comes up, the client is asked who does the assessing.Sometimes: when it comes up, I ask who does the assessing. Always at the start: there is a standard question about who decides and who has a say.Always at the start: I always ask who decides and who has a say.Always with the request: there is a standard question about who decides and has a say.Always with the request: I always ask who decides and who has a say. Always at the start, and in more depth: what matters to each decision-maker.Always at the start, and in more depth: what matters to each decision-maker.Always with the request, and in more depth: what each decision-maker looks for.Always with the request, and in more depth: what each decision-maker looks for. I don't know Not part of my role

Agreements on deadlinesWhat is agreed with the client at the start of an assignment about deadlines (such as for reviewing CVs, feedback after interviews and the offer)?What do you agree with the client at the start of an assignment about deadlines (such as for reviewing CVs, feedback after interviews and the offer)?

Nothing: the client responds whenever it suits them.Nothing: the client responds whenever it suits them. Sometimes: for an urgent job or a large assignment, deadlines are mentioned.Sometimes: for an urgent job or a large assignment, deadlines are mentioned. Always: a deadline for each step, agreed at the start of the assignment.Always: a deadline for each step, agreed at the start of the assignment. Always, and monitored: a deadline for each step, with action taken if it slips.Always, and monitored: a deadline for each step, with action taken if it slips. I don't know Not part of my role

Delays on the client's sideHow is a client who is slow to respond to candidates put forward usually handled?How do you usually handle a client who is slow to respond to candidates put forward?

Wait: the client is first given some extra time to respond.Wait: I first give the client some extra time to respond. Remind: the client is asked whether there is any feedback yet.Remind: I ask the client whether there is any feedback on the candidate yet. As agreed: the client is reminded of the agreed deadline.As agreed: I remind the client of the agreed deadline. Prevent: every candidate put forward comes with a feedback date straight away.Prevent: for every candidate I put forward, I agree a feedback date. I don't know Not part of my role

Reviewing with the clientWhen is the working relationship with a client reviewed?When do you review the working relationship with a client?

After a complaint: only when something goes wrong on an assignment.After a complaint: only when something goes wrong on an assignment. Occasionally: when it comes up with a new vacancy.Occasionally: when it comes up with a new vacancy. After every assignment: in a short meeting planned in advance.After every assignment: in a short meeting I plan in advance. After every assignment, with figures: after which agreements are adjusted.After every assignment, with figures: after which we adjust our agreements. I don't know Not part of my role

About the job ad and how the vacancy reaches candidates.

Basis of the job advertHow does the job advert that goes online usually come about?How does the job advert you put online usually come about?

Copied: the client's text goes online virtually unchanged.Copied: I put the client's text online virtually unchanged. Adapted: an earlier text or the client's, updated each time.Adapted: I update an earlier text or the client's each time. Newly written: always the agency's own text, based on the request.Newly written: I always write my own text, based on the request. Tailor-made: written from the intake meeting and what the target group is looking for.Tailor-made: I write from the intake meeting and what the target group is looking for. I don't know Not part of my role

What the job offers the candidateWhat does a job advert usually say about what the candidate gets out of the job?What do your job adverts usually say about what the candidate gets out of the job?What does a job advert usually say about what the candidate gets out of the job?What do your job adverts usually say about what the candidate gets out of the job?

Little: the text mainly describes the tasks and the requirements.Little: my text mainly describes the tasks and the requirements.Little: the text mainly covers the work, the hours and the requirements.Little: my text mainly covers the work, the hours and the requirements. It varies: sometimes the benefits of the job are included, sometimes not.It varies: sometimes I include the benefits of the job, sometimes not.It varies: sometimes the benefits of the job are included, sometimes not.It varies: sometimes I include the benefits of the job, sometimes not. Always a fixed list: the terms the agency mentions as standard.Always a fixed list: the terms our agency mentions as standard.Always a fixed list: the standard benefits, such as weekly pay.Always a fixed list: the standard benefits, such as weekly pay. Always tailored: what makes this job special, according to employees.Always tailored: what makes this job special, according to employees.Always tailored: what makes this work special, according to temp workers.Always tailored: what makes this work special, according to temp workers. I don't know Not part of my role

Structure of the textWhat usually determines the order and sections of a job advert?What usually determines the order and sections of your job adverts?

The request: the text follows the order in which it came in.The request: my text follows the order in which it came in. The writer: each text is structured in its own way.The writer: I structure each text in its own way. A fixed template: the same for all of the agency's vacancies.A fixed template: the same for all of our agency's vacancies. A template per target group: adjusted based on which texts performed best.A template per target group: adjusted based on which texts performed best. I don't know Not part of my role

Words in the textWhose words are usually used in the text to describe the work?Whose words do you usually use in your texts to describe the work?

The client's: the job description is copied over.The client's: I copy over the job description. It varies: sometimes our own words, sometimes the client's or those from other vacancies.It varies: sometimes my own words, sometimes the client's or those from other vacancies. Always our own words: the work is explained the way you'd describe it in conversation.Always my own words: I explain the work the way I'd describe it in conversation. Always the target group's language: checked with people who do this work.Always the target group's language: I check it with people who do this work. I don't know Not part of my role

The job titleWhere does the job title at the top of the vacancy usually come from?Where does the job title at the top of your vacancies usually come from?

From the client: the internal job title is copied over.From the client: I copy over the internal job title. Gut feeling: a title that seems to fit, chosen each time.Gut feeling: I pick a title that seems to fit each time. A fixed check: the title that's commonly used on job boards.A fixed check: I use the title that's commonly used on job boards. Data: the title candidates search for or respond to most.Data: I use the title candidates search for or respond to most. I don't know Not part of my role

Competitors for the same candidatesWhen does the team look at which other employers and agencies are after the same candidates, and what they offer?When do you look at which other employers and agencies are after the same candidates, and what they offer?

Only when it stands out: for example when a candidate mentions another offer.Only when it stands out: for example when a candidate mentions another offer. Now and then: when a vacancy underperforms, the team checks what others offer.Now and then: when a vacancy underperforms, I check what others offer. Always per vacancy: beforehand, the team checks who is after the same people.Always per vacancy: beforehand, I check who is after the same people. Always per vacancy, and used: what others offer feeds into the advert and the offer.Always per vacancy, and used: what others offer feeds into the advert and the offer. I don't know Not part of my role

Where vacancies are posted onlineWhat is the choice of where a vacancy is posted online usually based on?What do you usually base your choice of where to post a vacancy online on?

Habit: the own website and the usual job boards.Habit: the own website and the usual job boards. Different each time: the channels that seemed to work well before.Different each time: the channels that seemed to work well before. Per target group: a fixed assessment of where these people look.Per target group: a fixed assessment of where these people look. Per target group, on results: the channels that delivered placements before.Per target group, on results: the channels that delivered placements before. I don't know Not part of my role

Using the networkFor a new vacancy: how is the network usually used, such as previously placed and current candidates in the database?For a new vacancy: how do you usually use the network, such as previously placed and current candidates in the database?

Not separately: applications through contacts are handled with the rest.Not separately: applications through contacts are handled with the rest. When results disappoint: only once the other channels bring in little.When results disappoint: only once my other channels bring in little. Always straight away: with a general call-out to the whole network.Always straight away: with a general call-out to the whole network. Always straight away and targeted: approaching people with a network in this field.Always straight away and targeted: I approach people with a network in this field. I don't know Not part of my role

Vacancies on social mediaHow does a vacancy usually appear outside the own website and job boards, such as on social media?How does your vacancy usually appear outside the own website and job boards, such as on social media?

Not separately: at most, the link to the vacancy is shared.Not separately: at most, I share the link to the vacancy somewhere. Sometimes: for a difficult vacancy, something special is made for it.Sometimes: for a difficult vacancy, I make something special for it. Always: in a fixed format per channel, with the same message.Always: in a fixed format per channel, with the same message. Always tailored: a separate message per channel, adjusted to what resonates.Always tailored: a separate message per channel, adjusted to what resonates. I don't know Not part of my role

About actively searching for candidates, in your own database and beyond, and approaching them.

Building a searchWhat is a search usually built from, in the own candidate database or on a CV database?What do you usually build a search from, in the own candidate database or on a CV database?What is a search in the own candidate database usually built from?What do you usually build a search in the own candidate database from?

The job title: exactly as it appears in the request.The job title: exactly as it appears in the request.The job: exactly as it appears in the request.The job: exactly as it appears in the request. Title and requirements: copied from the request, differently each time.Title and requirements: copied from the request, differently each time.Job and requirements: set as filters, differently each time.Job and requirements: set as filters, differently each time. A fixed structure: titles, synonyms and the true must-haves.A fixed structure: titles, synonyms and the true must-haves.A fixed structure: related jobs and the true must-haves.A fixed structure: related jobs and the true must-haves. A fixed structure, widened: also people from similar work.A fixed structure, widened: also people from similar work.A fixed structure, widened: also people from similar work.A fixed structure, widened: also people from similar work. I don't know Not part of my role

Too few candidates foundWhen a search yields too few suitable candidates: how is the decision to widen the search usually made?When your search yields too few suitable candidates: how is the decision to widen the search usually made?

It isn't: the search continues with the same requirements, in the same places.It isn't: I keep searching with the same requirements, in the same places. On gut feeling: the recruiter widens the search alone, differently each time.On gut feeling: I widen the search myself, differently each time. In consultation: the client is always asked which requirement can be dropped.In consultation: I always ask the client which requirement can be dropped. Backed by figures: the client sees how many extra candidates each change brings.Backed by figures: I show the client how many extra candidates each change brings. I don't know Not part of my role

Where the search startsWhere does the active search for a new assignment usually start?Where do you usually start actively searching for a new assignment?

Nowhere: first the team waits to see what responses the vacancy brings.Nowhere: I first wait to see what responses the vacancy brings. It varies: wherever the recruiter happens to think of first.It varies: wherever I happen to think of first. Always the own candidate database first: external platforms only after that.Always the own candidate database first: external platforms only after that. Fixed per target group: first where earlier placements came from.Fixed per target group: first where earlier placements came from. I don't know Not part of my role

Saving and reusing searchesAre searches that worked well saved and used again for the next vacancy?Do you save searches that worked well, and use them again for the next vacancy?

No: every search is worked out from scratch and not saved afterwards.No: I work out every search from scratch and don't save it afterwards. Sometimes: a good search is saved, but rarely reused.Sometimes: I save a good search, but rarely use it again. Always: good searches are saved and reused for similar vacancies.Always: I save good searches and reuse them for similar vacancies. Always, and improved: saved, reused and adjusted to what they delivered.Always, and improved: saved, reused and adjusted to what they delivered. I don't know Not part of my role

First message to a candidateWhat is usually personal about the first message to a candidate who did not apply themselves?What is usually personal about your first message to a candidate who did not apply themselves?

Nothing: one and the same message goes to every candidate.Nothing: one and the same message goes to every candidate. Sometimes something: if there is time, otherwise just the name in the greeting.Sometimes something: if there is time, otherwise just the name in the greeting. Always something from the profile: such as a previous role or experience.Always something from the profile: such as a previous role or experience. Always tailored: something from the profile, linked to what this job offers.Always tailored: something from the profile, linked to what this job offers. I don't know Not part of my role

About candidates you keep in touch with for future vacancies.

Who goes into the talent poolA talent pool is a group of candidates in the candidate database whom the agency keeps in touch with for later. Who is it deliberately kept for?A talent pool is a group of candidates in the candidate database whom you keep in touch with for later. Who do you deliberately keep it for?

No one in particular: anyone who registers goes into the candidate database.No one in particular: anyone who registers goes into the candidate database. It varies: candidates a recruiter happened to rate highly.It varies: candidates a recruiter happened to rate highly. Targeted, for set roles: the roles the agency fills most often.Targeted, for set roles: the roles the agency fills most often. Targeted and reviewed: roles that are often requested and hard to find.Targeted and reviewed: roles that are often requested and hard to find. I don't know Not part of my role

How long data is retainedCandidate data may not be retained indefinitely. What usually determines how long someone stays in the candidate database?Candidate data may not be retained indefinitely. What usually determines how long someone stays in your candidate database?

Registration: as long as someone is registered, with no end date.Registration: as long as someone is registered, with no end date. An estimate: whenever the candidate database is checked now and then.An estimate: whenever the candidate database is checked now and then. A fixed period: from registration, the same for everyone.A fixed period: from registration, the same for everyone. The last contact: the period restarts when interest is confirmed.The last contact: the period restarts when interest is confirmed. I don't know Not part of my role

Contact with the talent poolWhat usually determines whether a candidate from the talent pool or the candidate database is personally called or messaged outside of any vacancy?What usually determines whether you personally call or message a candidate from the talent pool or the candidate database outside of any vacancy?What usually determines whether a temp worker or candidate from the candidate database is personally called or messaged outside of their current work?What usually determines whether you personally call or message a temp worker or candidate from the candidate database outside of their current work?

A suitable vacancy: only then is there personal contact.A suitable vacancy: only then is there personal contact.Suitable work: there is only a call or message when work is available.Suitable work: there is only a call or message when work is available. The time available: a quick call or message in between other work.The time available: a quick call or message in between other work.The time available: a quick call or message in between scheduling shifts.The time available: a quick call or message in between scheduling shifts. A fixed schedule: everyone at the same moments, such as every quarter.A fixed schedule: everyone at the same moments, such as every quarter.A fixed schedule: everyone is contacted at the same moments, such as every month.A fixed schedule: everyone is contacted at the same moments, such as every month. Per person: those about to become available are contacted sooner and more often.Per person: those about to become available are contacted sooner and more often.Per person: those about to become available are contacted sooner and more often.Per person: those about to become available are contacted sooner and more often. I don't know Not part of my role

Proactively presenting candidatesHow often is a candidate from the agency's own candidate database presented to a client when there is no request?How often do you present a candidate from your own candidate database to a client when there is no request?

Never: candidates only go to a client when there is a request.Never: candidates only go to a client when there is a request. Now and then: when a recruiter sees a strong candidate and calls a client.Now and then: when I see a strong candidate and call a client on my own initiative. Routinely: at a set moment, available candidates are presented to clients.Routinely: at a set moment, I present available candidates to clients. Routinely and targeted: it is known per client who fits, and that client hears first.Routinely and targeted: I know per client who fits, and that client hears first. I don't know Not part of my role

About assessing and choosing candidates, and presenting them to the client.

Questions for the candidateWhere do the questions in an intake meeting with a candidate usually come from?Where do the questions in your intake meetings with candidates usually come from?When a candidate has an intake meeting for a specific request, often by phone: where do the questions usually come from?When you speak to a candidate about a specific request, often by phone: where do your questions usually come from?

From the conversation itself: they come up as the CV is discussed.From the conversation itself: they come up as the CV is discussed.From the conversation itself: they come up from what the candidate says.From the conversation itself: they come up from what the candidate says. Different for each candidate: prepared in advance from the CV.Different for each candidate: prepared in advance from the CV.From the registration: the consultant prepares them for each candidate.From the registration: I prepare them in advance for each candidate. From a fixed questionnaire: the agency's own, the same for every role.From a fixed questionnaire: the agency's own, the same for every role.From a fixed questionnaire: the agency's own, the same for every role.From a fixed questionnaire: the agency's own, the same for every role. Tailored: derived per assignment from the requirements, the same for all candidates.Tailored: derived per assignment from the requirements, the same for all candidates.From the request's requirements: the same questions for all candidates.From the request's requirements: the same questions for all candidates. I don't know Not part of my role

Assessing against a requirementIn an intake meeting, what is usually used to assess whether a candidate meets a requirement?In an intake meeting, what do you usually go on to assess whether a candidate meets a requirement?In a conversation with a candidate, what is usually used to assess whether they meet a requirement, such as shift work or order picking?In a conversation with a candidate, what do you usually go on to assess whether they meet a requirement, such as shift work or order picking?

The CV: the previous employers and roles listed on it.The CV: the previous employers and roles listed on it.The registration: the previous employers and roles listed on it.The registration: the previous employers and roles listed on it. A yes or no: experience is asked about differently in each interview.A yes or no: experience is asked about differently in each interview.A yes or no: whether they can manage it is asked differently each time.A yes or no: whether they can manage it is asked differently each time. Fixed questions per requirement: the candidate describes previous tasks.Fixed questions per requirement: the candidate describes previous tasks.Fixed questions per requirement: the candidate describes previous work.Fixed questions per requirement: the candidate describes previous work. Evidence per requirement: an example where the candidate did it themselves.Evidence per requirement: an example where the candidate did it themselves.Evidence per requirement: a working day when the candidate did this themselves.Evidence per requirement: a working day when the candidate did this themselves. I don't know Not part of my role

Choosing candidatesWhat is usually the basis for choosing which candidate is put forward to the client?What do you usually base your choice on when deciding which candidate to put forward to the client?When more candidates are available than needed: what is usually the basis for choosing who is put forward to the client?When more candidates are available than needed: what do you usually base your choice on when deciding who to put forward to the client?

Who can start first: available and meets the basic requirements on paper.Who can start first: available and meets the basic requirements on paper.Who can start first: whoever responded first and meets the basic requirements.Who can start first: whoever responded first and meets the basic requirements. Impression: how the candidate came across after the interview.Impression: how the candidate came across to me after the interview.Impression: how the candidate came across after the interview.Impression: how the candidate came across after the interview. All requirements: a fixed score per requirement, all weighted equally.All requirements: a fixed score per requirement, all weighted equally.All requirements: a fixed score per requirement, all weighted equally.All requirements: a fixed score per requirement, all weighted equally. The key requirements: a score on what matters most to the client.The key requirements: a score on what matters most to the client.The key requirements: a score on what matters most to the client.The key requirements: a score on what matters most to the client. I don't know Not part of my role

Presenting a candidateWhat is usually central when a candidate is presented to the client?What is usually central when you present a candidate to the client?What is usually central when a candidate is presented or passed on to the client?What is usually central when you present or pass on a candidate to the client?

The CV: with a short email saying the candidate is interesting.The CV: with a short email saying the candidate is interesting.Name and availability: passed on briefly by email, WhatsApp or phone.Name and availability: passed on briefly by email, WhatsApp or phone. It varies: sometimes a note with the CV, depending on the candidate.It varies: sometimes a note with the CV, depending on the candidate.It varies: sometimes some explanation, depending on the candidate.It varies: sometimes some explanation, depending on the candidate. Always against the requirements: briefly, per requirement, how the candidate meets it.Always against the requirements: briefly, per requirement, how the candidate meets it.Always a fixed outline: experience, availability, transport, certificates.Always a fixed outline: experience, availability, transport, certificates. Always against the key requirements: per requirement, what the candidate demonstrated.Always against the key requirements: per requirement, what the candidate demonstrated.Always against the client's requirements: per requirement, what the candidate demonstrated.Always against the client's requirements: per requirement, what the candidate demonstrated. I don't know Not part of my role

About contact with candidates, from the start of the procedure to the first working day.

Explaining the processAt the start of a process, what does a candidate usually hear about how it will go?At the start of a process, what do you usually tell a candidate about how it will go?At the start of a process, what does a candidate usually hear about how it will go?At the start of a process, what do you usually tell a candidate about how it will go?

Little: only that someone will call as soon as there's news.Little: only that I'll call as soon as there's news.Little: only that someone will call as soon as there's news.Little: only that I'll call as soon as there's news. Sometimes the steps: roughly what's coming, if the candidate asks.Sometimes the steps: roughly what's coming, if the candidate asks.Sometimes the steps: roughly what's coming, if the candidate asks.Sometimes the steps: roughly what's coming, if the candidate asks. Always the steps and the timeline: what's coming and how long it takes.Always the steps and the timeline: what's coming and how long it takes.Always the steps and the timeline: what's coming and when the client will decide.Always the steps and the timeline: what's coming and when the client will decide. Always the risks too: what could delay the timeline, on both sides.Always the risks too: what could delay the timeline, on both sides.Always the risks too: what could delay the start, on both sides.Always the risks too: what could delay the start, on both sides. I don't know Not part of my role

Contact up to the first day at workBetween introducing the candidate to the client and their first day at work: when is there contact with the candidate if there's no news from the client?Between introducing the candidate to the client and their first day at work: when are you in contact with the candidate if there's no news from the client?Between introducing the candidate to the client and their first day at work, often just a few days: when is there contact with the candidate if there's no news?Between introducing the candidate to the client and their first day at work, often just a few days: when are you in contact with the candidate if there's no news?

Only when there's news: or when the candidate calls with a question.Only when there's news: or when the candidate calls me with a question.Only when there's news: or when the candidate calls or texts.Only when there's news: or when the candidate calls or texts me. Now and then: a quick call or message when there's time.Now and then: a quick call or message when I have time.Now and then: a quick call or text when there's time.Now and then: a quick call or text when I have time. On a fixed rhythm: such as every few days or every week.On a fixed rhythm: such as every few days or every week.On a fixed rhythm: such as every morning or at the end of the day.On a fixed rhythm: such as every morning or at the end of the day. At risk moments: planned around the moments when candidates often drop out.At risk moments: I plan contact around the moments when candidates often drop out.At risk moments: planned around the moments when candidates often drop out.At risk moments: I plan contact around the moments when candidates often drop out. I don't know Not part of my role

A candidate who goes quietWhat is usually the first response when a candidate suddenly starts replying more slowly?What is usually your first response when a candidate suddenly starts replying more slowly?What is usually the first response when a candidate suddenly starts replying more slowly?What is usually your first response when a candidate suddenly starts replying more slowly?

Move on: after a few days of silence, attention shifts to someone else.Move on: after a few days of silence, I turn my attention to someone else.Move on: after a day of silence, attention shifts to someone else.Move on: after a day of silence, I turn my attention to someone else. Sometimes a message: asking whether the candidate is still interested.Sometimes a message: asking whether the candidate is still interested.Sometimes a text: asking whether the candidate is still interested.Sometimes a text: asking whether the candidate is still interested. Always a call: with an open question about what's going on for the candidate.Always a call: with an open question about what's going on for them.Always a call: with an open question about what's going on for the candidate.Always a call: with an open question about what's going on for them. Always a tailored call: about a known risk, such as a counter-offer.Always a tailored call: about a known risk, such as a counter-offer.Always a tailored call: about a known risk, such as other work.Always a tailored call: about a known risk, such as other work. I don't know Not part of my role

Feedback from candidatesWhat is the approach towards candidates usually adjusted on the basis of?What do you usually base changes to your approach towards candidates on?

Complaints: from a candidate or client, and nothing else.Complaints: from a candidate or client, and nothing else. Gut feeling: case by case, after something went wrong with a candidate who dropped out.Gut feeling: case by case, after something went wrong with a candidate who dropped out. A fixed question: put to placed candidates after they start.A fixed question: I ask placed candidates after they start. A fixed question for everyone: including rejected candidates and those who dropped out.A fixed question for everyone: I also ask rejected candidates and those who dropped out. I don't know Not part of my role

Team analysis

Start a team analysis

First you complete the scan yourself, for the team as you see it. Then you get a link to send to your recruiters. Their answers are anonymous: you only see the team average, never individual answers, and only once at least three recruiters have completed it.