Brinker International “We’re putting this data together to create a view of what a successful candidate may look like. It’s really going to help us understand a lot. We’ve developed a set of KPIs and we expect candidates to model specific behaviors or we won’t bring them on board. It’s a bar we’re pushing higher and higher.”
Pre-Hire 360® solved a lot of issues for our management team. We are providing hiring managers with more tools to make better decisions. We can take this data and demonstrate how we are contributing to the university.
Pre-Hire 360 gives us the tool we need to be consultative with our hiring managers and help them make the best hiring decisions. I love that there is science behind the questions and the feedback. We provide managers good, solid insights into candidates, and we’re providing a huge value to the business.
With so many recruiters managing so many candidates, it was hard to make sure everyone consistently followed the same processes. HealthSouth was looking into applicant tracking systems (ATS) at the same time it was evaluating Pre-Hire 360. But complex applicant tracking systems can take a long time to implement. So HealthSouth decided to move quickly and strategically, going live first with Pre-Hire 360, which includes ratings of job competence from those who have worked with the job candidate in the past. The results were quick and eye-opening. HealthSouth recruiters reduced their time spent on reference checking by 92 percent, saving 422 work weeks.
Mazzaro did an initial screen of the applicants. Next, she asked for their resumes and cover letters. Candidates who showed potential were asked to complete the Pre-Hire 360 reference feedback process. The feedback gave Mazzaro and the hospital’s director of education insight into candidates, enabling them to have more focus for the interview pool and ask better questions of the candidates who seemed to be “the best of the best”.
Leading a global talent acquisition team can be tricky. On the one hand, you’re managing the sheer scale of a global operation, so you naturally value consistency. But on the other hand, you also have to manage national regulations that don’t exactly lend themselves to consistent workflows. For the recruiters at Brown-Forman, this meant using Pre-Hire 360 after making the offer to candidates because of labor laws in countries like the UK. The bad news was that this meant they’d have to lose a lot of the crucial candidate insights the recruiters wanted to give to their hiring managers.
Pre-Hire 360 also helps Golden Living’s hiring managers be more effective in their jobs.The objective data helps them make decisive and timely evaluations, and be more confident in their decisions. And the automated process shortens up lengthy and frustrating review cycles.
Vice President of Talent Acquisition, Golden Living
Self-empowerment is at the core of the Talbots brand. The clothing retailer even partners with Dress for Success, a global non-profit organization that helps disadvantaged women thrive in work and life. The talent acquisition team was keen to make applying for a Talbots job an empowering experience too. The Talbots team used our Pre-Hire 360® tool to put candidates in control of their own reference checking process, and meet the company on an equal footing. Job candidates contact their references, and ask them to complete a survey selected by the talent acquisition team to probe the behaviors and skills essential to success in the specific position they’re applying for— whether it’s a buyer, store manager or finance professional.
The human resources team at NDFCU has been using Pre-Hire 360 since 2011 to get the data they need to identify the candidates who will best represent the organization. The team evaluates hundreds of candidates each year, and uses more than 40 different job-specific surveys ranging from banking and mortgage positions to sales, IT and executive roles. Pre-Hire 360 even has a survey for the position that has the greatest influence on the daily customer experience: the teller position.
Human Resources Director, Notre Dame Federal Credit Union
Identifying the best people to help Mott achieve its institutional mission requires honest feedback and assessments of job candidates. The institution needed to get more insight out of prior colleagues, peers and employers but continually found that ‘old school’ reference checking only yielded surface information.
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