An application process that is continuously optimized
Quality control of the application process in real time
Talents receive an invitation for a pulse survey at different times, which asks for all important criteria in the respective phase. Via smartphone they can answer the questions, contribute ideas and wishes.
- Contact: Invitation after sending the application; How did the talent become aware of the company // Which ideas were awakened (employer brand)
- Selection phase: Invitation after final selection interview; satisfaction with procedures and contacts
- Training phase: Invitation after two weeks & after three months; Satisfaction & Wishes for familiarization processes
Continuous reduction of termination rates throughout the entire application process
Ideally, onboarding starts before the first working day. Pulse checks before and during the onboarding phase make it possible to monitor and optimize the entire process. The exit survey determines detailed reasons why employees leave the company.
Acquisition and evaluation of ideas for improvement by candidates
Who, if not the talents themselves, should know what the ideal application process looks like. With the applicant survey you not only get an assessment of the status quo, but also a pool of suggestions whose importance the talents determine for you through "likes".
Real time analysis
Visualize the satisfaction of talents at any point in time
Responding to the needs of talents and testing the effectiveness of measures
Asking talent for their own ideas and let them "like" others' ideas
Achieve high participation rates through Gamification of the brief mobile survey
Candidate Journey & Experience
Recording the relevant success factors at critical points in the application process
Enthusiastic talents become ambassadors for the company
Make enthusiastic talents announce their satisfaction directly on social media channels
Topics are turnkey, validated and ready for immediate use
Internal and external comparisons of the results
Visualize developments, trends and successes over time
Qualitative result analysis
Simple result analysis through systematic marking/clustering of terms
More and better applicants through recommendation marketing among applicants
If the applicants are satisfied with the application process, they can "liken" their company side directly from the campaign in social media. This starts a recommendation marketing among applicants.
Do we keep our promise?
What our customers say...
Senior Project Manager Performance and Talent Management, Otto GmbH& Co KG
"As a personnel service provider, we want to score points with applicants with a particularly professional application process. With the HRpuls applicant survey we can measure the satisfaction of our applicants in real time and actively ask you for suggestions for improvement. As participation via smartphone is particularly fun, the participation rate is above average at 80%. At the end of the survey, applicants can even "liken" our company profile on Facebook and Xing. This way we get more and better applicants, because recommendation marketing is used among applicants."
Procurator/ Head of Personnel Services
<Dr. Thies Boysen
Managing Director, Senator Senioreneinrichtungen GmbH