Onboarding Software Resources

We believe the best practice is to generate a SkillSurvey Reference candidate feedback report on a job applicant after the phone screen and before the candidate’s first interview, and our clients have found that it is most effective to use it at this point in the hiring process. Considering the information in the candidate feedback report before interviews allows a recruiter and/or hiring manager to develop interview questions, or use the provided job specific behavioral interview questions, so they can perform a more thorough interview leveraging the feedback of the references. It is not a best practice to use, and SkillSurvey strongly recommends against using, reference feedback report after a job offer has been made.

Our Pre-Hire 360 workflow is designed to help understand the “soft skills” a candidate has which include the specific behaviors that are required to be effective in a particular job. For example, for a customer service role, a question asks the references to rate the candidate on their ability to handle customer complaints with patience, listen well and work well with other stakeholders in the organization to resolve issues. Each survey includes approximately 20 behavioral questions. Customers may also choose to tailor the reference process for certain workforce segments. In this workflow, they may opt to create their own questions relevant to skills.

We make it easy for hiring managers to interpret survey results by providing data-driven reports. In the candidate feedback report, we point out differences of opinions when references disagree, separate manager feedback from co-workers and we also provide job specific behavioral questions that can be used during the interview. There are options available to set your own corporate benchmarks and to see percentile rankings for the thousands of other candidates who have been assessed by SkillSurvey Reference for a similar position.