On Our Partnership With Zapier to Automate your CandE

On Our Partnership With Zapier to Automate your CandE

We are proud to announce that we have partnered up with Zapier to enable our users to automate their Candidate Experience feedback process by connecting to 2000+ apps. Zapier is an online automation tool that connects your favorite apps, such as Gmail, Slack,...

On the Power of the Weekly Pulse Survey

On the Power of the Weekly Pulse Survey

Why is Having a Weekly Pulse Survey So Important? Not being able to see each other at the office every day can make managers feel like they don’t have control over their employees’ degree of satisfaction. Yet, the employees’ happiness and engagement should be a top...

Good Candidate Experience Practices While Remote Hiring

Good Candidate Experience Practices While Remote Hiring

Good Candidate Experience shouldn’t be sacrificed in a digital environment. Remote hiring is becoming standard practice in modern businesses, and with the relevance of Candidate Experience in mind, it’s time to polish your digital etiquette. We collected a series of...

We’ve Partnered with Salesforce and Connexys

We’ve Partnered with Salesforce and Connexys

At Starred, we strongly believe in the importance of feedback. Our tool lets you improve on your People Experience, from hire to retire - integrating with your Salesforce CRM and Bullhorn Connexys ATS will certainly help you get better results in terms of Employee...

Are You Ready for Our Starred-Speakap Integration?

Are You Ready for Our Starred-Speakap Integration?

What is Speakap? Most organizations cannot reach and engage with their key frontline employees - those who lack a business PC, business phone, or business email address. The desk-less employees, so to say. Speakap saves the day: their app makes your internal...

Hiring Success Victory: the Road to the First Place

Hiring Success Victory: the Road to the First Place

The Hackathon The Schedule On the 28th of August, at 9 in the morning, 14 people from our Amsterdam office sat down at the breakfast table and enjoyed croissants and fresh juice while chatting about this and that. Shortly after, they’d be introduced to their next...

Recruitment Technology: All the Tools You Need in 2020

Recruitment Technology: All the Tools You Need in 2020

Recruitment technology: what is it? By this term, we indicate a group of tools and platforms that can help recruiters and HR specialists in their pursuit of better results. In this article, we will list some of the best tools and platforms on the market. Those that...

When a Party Means So Much More

When a Party Means So Much More

On the 18th of July at 1:50 pm, our founder reminded us of the location of our meeting.“In ten minutes sharp, we will meet on the side of the canal opposite the office!”. We were about to go on a boat ride.  Our employees enjoyed a picnic on the boat while...

Work Smarter and Drive Change with the Insights Gallery

Work Smarter and Drive Change with the Insights Gallery

At Starred, we spend much time improving the user experience for the respondent, which means that we want to provide our clients with feedback forms that are well-designed, optimized for devices, and provide excellent user experience.  We focus on this, because...

Polestar: The Story of Our Design System

Polestar: The Story of Our Design System

What Is a Design System? If you look it up in a dictionary, the definition of “design system” is quite straightforward. It's a series of elements that can be re-used in different combinations, to make it easier to manage design at scale. To make it more...

How to get the highest response rates for your feedback

How to get the highest response rates for your feedback

Asking for feedback is crucial - once you get it, it is a very powerful tool to understand what you should improve on, and what you should avoid, in order to provide a better service to your customer base. But without enough results coming in, you can’t say anything...

Starred or Bullhorn’s Feedback Solution? A comparison.

Starred or Bullhorn’s Feedback Solution? A comparison.

Are you a Bullhorn user, wondering if you should opt for Bullhorn or Starred when it comes to your feedback solution? We will compare both services in detailed bullet points below. We all know our partner Bullhorn as the leading ATS for the staffing industry. However,...

Starred’s Feedback Form Page Evolution

Starred’s Feedback Form Page Evolution

What’s new? We recently updated the design of our feedback forms and offered our clients the option of how they want to send them - either all questions on a single page or one question per page. You can choose your preferred version in the Form Composer and try it...

How to Measure Candidate Experience

How to Measure Candidate Experience

It’s already well established: bad candidate experience is costly to your business, and good CandE has excellent ROI. With poor CandE you won’t be earning precious candidate referrals, and you can expect to be spending a disproportionate amount of your time putting...

What’s the ROI on a good Candidate Experience?

What’s the ROI on a good Candidate Experience?

Since the ‘run for talent’ is at its all-time high, the ‘Candidate Experience’ is currently on the lips of everyone working in recruitment. According to the members of The Society for Human Resource Management, in the last decade we saw a trend towards hiring quickly...

3 Best Practices for Feedback in 2019

3 Best Practices for Feedback in 2019

A new year means new years resolutions and new business goals. Why not double down and set yourself up with some healthy habits when it comes to setting your business goals as well? When setting your feedback goals and implementing feedback projects for 2019 there’s a...

Good Candidate Experience Practices While Remote Hiring

Good Candidate Experience Practices While Remote Hiring

Good Candidate Experience shouldn’t be sacrificed in a digital environment. Remote hiring is becoming standard practice in modern businesses, and with the relevance of Candidate Experience in mind, it’s time to polish your digital etiquette. We collected a series of...

Recruitment Technology: All the Tools You Need in 2020

Recruitment Technology: All the Tools You Need in 2020

Recruitment technology: what is it? By this term, we indicate a group of tools and platforms that can help recruiters and HR specialists in their pursuit of better results. In this article, we will list some of the best tools and platforms on the market. Those that...

Work Smarter and Drive Change with the Insights Gallery

Work Smarter and Drive Change with the Insights Gallery

At Starred, we spend much time improving the user experience for the respondent, which means that we want to provide our clients with feedback forms that are well-designed, optimized for devices, and provide excellent user experience.  We focus on this, because...

How to get the highest response rates for your feedback

How to get the highest response rates for your feedback

Asking for feedback is crucial - once you get it, it is a very powerful tool to understand what you should improve on, and what you should avoid, in order to provide a better service to your customer base. But without enough results coming in, you can’t say anything...

Starred or Bullhorn’s Feedback Solution? A comparison.

Starred or Bullhorn’s Feedback Solution? A comparison.

Are you a Bullhorn user, wondering if you should opt for Bullhorn or Starred when it comes to your feedback solution? We will compare both services in detailed bullet points below. We all know our partner Bullhorn as the leading ATS for the staffing industry. However,...

How to Measure Candidate Experience

How to Measure Candidate Experience

It’s already well established: bad candidate experience is costly to your business, and good CandE has excellent ROI. With poor CandE you won’t be earning precious candidate referrals, and you can expect to be spending a disproportionate amount of your time putting...

What’s the ROI on a good Candidate Experience?

What’s the ROI on a good Candidate Experience?

Since the ‘run for talent’ is at its all-time high, the ‘Candidate Experience’ is currently on the lips of everyone working in recruitment. According to the members of The Society for Human Resource Management, in the last decade we saw a trend towards hiring quickly...

3 Best Practices for Feedback in 2019

3 Best Practices for Feedback in 2019

A new year means new years resolutions and new business goals. Why not double down and set yourself up with some healthy habits when it comes to setting your business goals as well? When setting your feedback goals and implementing feedback projects for 2019 there’s a...

How to Apply NPS to Candidate Experience

How to Apply NPS to Candidate Experience

In recent years NPS has evolved from being primarily a customer/marketing metric to an expanded set of use cases: HR and recruitment are now realizing the potential of NPS as an indicator of their performance and future success. In this article I’ll discuss the...

How To Build a Business Case For NPS

How To Build a Business Case For NPS

To show investing in NPS feedback makes sense, you need to show it makes business sense. In this blog series, Starred’s finance guru Peter Strik breaks it down. Customer centricity is essential to your organization’s long term success. That’s why smart organizations...

3 New Year’s Resolutions for Feedback in 2018

3 New Year’s Resolutions for Feedback in 2018

As we move into 2018, it’s time for making plans to get the next year off to a great start. If you’re working with feedback, you’ll already know how essential it is to know if you’re on the right track. Here are our top 3 New Year’s resolutions to make feedback a...

How Do I Calculate My Net Promoter Score?

How Do I Calculate My Net Promoter Score?

The Net Promoter Score (NPS) is an index that runs from -100 to 100 and shows how willing customers are to recommend the company to others. Currently this indicator is used the most to give insights in customer loyalty. Without a doubt you have already seen the Net...

On the Power of the Weekly Pulse Survey

On the Power of the Weekly Pulse Survey

Why is Having a Weekly Pulse Survey So Important? Not being able to see each other at the office every day can make managers feel like they don’t have control over their employees’ degree of satisfaction. Yet, the employees’ happiness and engagement should be a top...

Are You Ready for Our Starred-Speakap Integration?

Are You Ready for Our Starred-Speakap Integration?

What is Speakap? Most organizations cannot reach and engage with their key frontline employees - those who lack a business PC, business phone, or business email address. The desk-less employees, so to say. Speakap saves the day: their app makes your internal...

How to get the highest response rates for your feedback

How to get the highest response rates for your feedback

Asking for feedback is crucial - once you get it, it is a very powerful tool to understand what you should improve on, and what you should avoid, in order to provide a better service to your customer base. But without enough results coming in, you can’t say anything...

3 Best Practices for Feedback in 2019

3 Best Practices for Feedback in 2019

A new year means new years resolutions and new business goals. Why not double down and set yourself up with some healthy habits when it comes to setting your business goals as well? When setting your feedback goals and implementing feedback projects for 2019 there’s a...

How To Build a Business Case For NPS

How To Build a Business Case For NPS

To show investing in NPS feedback makes sense, you need to show it makes business sense. In this blog series, Starred’s finance guru Peter Strik breaks it down. Customer centricity is essential to your organization’s long term success. That’s why smart organizations...

3 New Year’s Resolutions for Feedback in 2018

3 New Year’s Resolutions for Feedback in 2018

As we move into 2018, it’s time for making plans to get the next year off to a great start. If you’re working with feedback, you’ll already know how essential it is to know if you’re on the right track. Here are our top 3 New Year’s resolutions to make feedback a...

How Do I Calculate My Net Promoter Score?

How Do I Calculate My Net Promoter Score?

The Net Promoter Score (NPS) is an index that runs from -100 to 100 and shows how willing customers are to recommend the company to others. Currently this indicator is used the most to give insights in customer loyalty. Without a doubt you have already seen the Net...

How to get the highest response rates for your feedback

How to get the highest response rates for your feedback

Asking for feedback is crucial - once you get it, it is a very powerful tool to understand what you should improve on, and what you should avoid, in order to provide a better service to your customer base. But without enough results coming in, you can’t say anything...

3 Best Practices for Feedback in 2019

3 Best Practices for Feedback in 2019

A new year means new years resolutions and new business goals. Why not double down and set yourself up with some healthy habits when it comes to setting your business goals as well? When setting your feedback goals and implementing feedback projects for 2019 there’s a...

3 Ways to Fuel Startup Growth with Feedback

3 Ways to Fuel Startup Growth with Feedback

Starting up? Don’t overlook the value of early stage feedback. In this article I’ll explain 3 key reasons why metrics like Net Promoter Score and Customer Effort Score will be instrumental to your growth. Feedback is an incredibly versatile instrument in business...

How To Build a Business Case For NPS

How To Build a Business Case For NPS

To show investing in NPS feedback makes sense, you need to show it makes business sense. In this blog series, Starred’s finance guru Peter Strik breaks it down. Customer centricity is essential to your organization’s long term success. That’s why smart organizations...

The Ultimate Guide: Customer Effort Score (CES)

The Ultimate Guide: Customer Effort Score (CES)

What is Customer Effort Score, and what is its purpose? Customer Effort Score (CES) is a customer satisfaction metric. It measures the perceived level of effort required from a customer to work with a company. Most often it’s used in scenarios to ask how much effort...

3 New Year’s Resolutions for Feedback in 2018

3 New Year’s Resolutions for Feedback in 2018

As we move into 2018, it’s time for making plans to get the next year off to a great start. If you’re working with feedback, you’ll already know how essential it is to know if you’re on the right track. Here are our top 3 New Year’s resolutions to make feedback a...

Evaluate Your Customer Service

Evaluate Your Customer Service

For many companies, Starred is the answer to traditional, dull customer satisfaction surveys. Starred is used to collect customer feedback on a structural basis, without bothering their clients with endless questionnaires. This way, Starred functions as a constant...

The 7 Deadly Sins of Customer Satisfaction Research

The 7 Deadly Sins of Customer Satisfaction Research

Client feedback is high on the agenda for many companies. A way to collect scalable feedback is through customer satisfaction research. However, how do you make sure that it does not turn against you? By steering clear of the 7 Deadly Sins! Sin #1: Endless...

How Do I Calculate My Net Promoter Score?

How Do I Calculate My Net Promoter Score?

The Net Promoter Score (NPS) is an index that runs from -100 to 100 and shows how willing customers are to recommend the company to others. Currently this indicator is used the most to give insights in customer loyalty. Without a doubt you have already seen the Net...

Net Promoter Score: a Means Rather Than a Goal

Net Promoter Score: a Means Rather Than a Goal

Knowing the Net Promoter Score of your organization is important. It is, however, crucial to realize that it’s just an indicator not an all-decisive factor or goal in itself. After all, it doesn’t tell you why you scored the way you did. Therefore, you need to...

Checklist For the First Customer Feedback Round

Checklist For the First Customer Feedback Round

Customer satisfaction survey. Sending out the first feedback batch is exciting. They are your valuable customers after all, and spamming them is the last thing you want to do. Therefore we thought we might share some tips to take away the first feedback fever. Our top...

On Our Partnership With Zapier to Automate your CandE

On Our Partnership With Zapier to Automate your CandE

We are proud to announce that we have partnered up with Zapier to enable our users to automate their Candidate Experience feedback process by connecting to 2000+ apps. Zapier is an online automation tool that connects your favorite apps, such as Gmail, Slack,...

On the Power of the Weekly Pulse Survey

On the Power of the Weekly Pulse Survey

Why is Having a Weekly Pulse Survey So Important? Not being able to see each other at the office every day can make managers feel like they don’t have control over their employees’ degree of satisfaction. Yet, the employees’ happiness and engagement should be a top...

We’ve Partnered with Salesforce and Connexys

We’ve Partnered with Salesforce and Connexys

At Starred, we strongly believe in the importance of feedback. Our tool lets you improve on your People Experience, from hire to retire - integrating with your Salesforce CRM and Bullhorn Connexys ATS will certainly help you get better results in terms of Employee...

Are You Ready for Our Starred-Speakap Integration?

Are You Ready for Our Starred-Speakap Integration?

What is Speakap? Most organizations cannot reach and engage with their key frontline employees - those who lack a business PC, business phone, or business email address. The desk-less employees, so to say. Speakap saves the day: their app makes your internal...

Work Smarter and Drive Change with the Insights Gallery

Work Smarter and Drive Change with the Insights Gallery

At Starred, we spend much time improving the user experience for the respondent, which means that we want to provide our clients with feedback forms that are well-designed, optimized for devices, and provide excellent user experience.  We focus on this, because...

Polestar: The Story of Our Design System

Polestar: The Story of Our Design System

What Is a Design System? If you look it up in a dictionary, the definition of “design system” is quite straightforward. It's a series of elements that can be re-used in different combinations, to make it easier to manage design at scale. To make it more...

Starred or Bullhorn’s Feedback Solution? A comparison.

Starred or Bullhorn’s Feedback Solution? A comparison.

Are you a Bullhorn user, wondering if you should opt for Bullhorn or Starred when it comes to your feedback solution? We will compare both services in detailed bullet points below. We all know our partner Bullhorn as the leading ATS for the staffing industry. However,...

Starred’s Feedback Form Page Evolution

Starred’s Feedback Form Page Evolution

What’s new? We recently updated the design of our feedback forms and offered our clients the option of how they want to send them - either all questions on a single page or one question per page. You can choose your preferred version in the Form Composer and try it...

What’s in an email?

What’s in an email?

What’s in an email? A lot actually. As the primary channel that our clients use to reach respondents, it’s an important part of our business.

Thoughts On Value-Driven Product Strategy

Thoughts On Value-Driven Product Strategy

If you walk into a dark room, the first thing you do is turn the lights on. It’s an immediate reaction that we are used to doing and is generally a norm. The best way to build great products is to listen and engage with user feedback. However, although it’s considered...

In-depth: Respondent Feedback Form

In-depth: Respondent Feedback Form

Design is both art and science. In this longer read we’ve got Starred UX Designer Mac Kozal sharing his research insights and creative process from the Feedback Form redesign. The challenge. We put a quote of Ken Blanchard at the bottom of our webpage: “Feedback is...

Hiring Success Victory: the Road to the First Place

Hiring Success Victory: the Road to the First Place

The Hackathon The Schedule On the 28th of August, at 9 in the morning, 14 people from our Amsterdam office sat down at the breakfast table and enjoyed croissants and fresh juice while chatting about this and that. Shortly after, they’d be introduced to their next...

When a Party Means So Much More

When a Party Means So Much More

On the 18th of July at 1:50 pm, our founder reminded us of the location of our meeting.“In ten minutes sharp, we will meet on the side of the canal opposite the office!”. We were about to go on a boat ride.  Our employees enjoyed a picnic on the boat while...

Good Candidate Experience Practices While Remote Hiring

Good Candidate Experience Practices While Remote Hiring

Good Candidate Experience shouldn’t be sacrificed in a digital environment. Remote hiring is becoming standard practice in modern businesses, and with the relevance of Candidate Experience in mind, it’s time to polish your digital etiquette. We collected a series of...

Recruitment Technology: All the Tools You Need in 2020

Recruitment Technology: All the Tools You Need in 2020

Recruitment technology: what is it? By this term, we indicate a group of tools and platforms that can help recruiters and HR specialists in their pursuit of better results. In this article, we will list some of the best tools and platforms on the market. Those that...

Work Smarter and Drive Change with the Insights Gallery

Work Smarter and Drive Change with the Insights Gallery

At Starred, we spend much time improving the user experience for the respondent, which means that we want to provide our clients with feedback forms that are well-designed, optimized for devices, and provide excellent user experience.  We focus on this, because...

How to get the highest response rates for your feedback

How to get the highest response rates for your feedback

Asking for feedback is crucial - once you get it, it is a very powerful tool to understand what you should improve on, and what you should avoid, in order to provide a better service to your customer base. But without enough results coming in, you can’t say anything...

Starred or Bullhorn’s Feedback Solution? A comparison.

Starred or Bullhorn’s Feedback Solution? A comparison.

Are you a Bullhorn user, wondering if you should opt for Bullhorn or Starred when it comes to your feedback solution? We will compare both services in detailed bullet points below. We all know our partner Bullhorn as the leading ATS for the staffing industry. However,...

How to Measure Candidate Experience

How to Measure Candidate Experience

It’s already well established: bad candidate experience is costly to your business, and good CandE has excellent ROI. With poor CandE you won’t be earning precious candidate referrals, and you can expect to be spending a disproportionate amount of your time putting...

What’s the ROI on a good Candidate Experience?

What’s the ROI on a good Candidate Experience?

Since the ‘run for talent’ is at its all-time high, the ‘Candidate Experience’ is currently on the lips of everyone working in recruitment. According to the members of The Society for Human Resource Management, in the last decade we saw a trend towards hiring quickly...

3 Best Practices for Feedback in 2019

3 Best Practices for Feedback in 2019

A new year means new years resolutions and new business goals. Why not double down and set yourself up with some healthy habits when it comes to setting your business goals as well? When setting your feedback goals and implementing feedback projects for 2019 there’s a...

How to Apply NPS to Candidate Experience

How to Apply NPS to Candidate Experience

In recent years NPS has evolved from being primarily a customer/marketing metric to an expanded set of use cases: HR and recruitment are now realizing the potential of NPS as an indicator of their performance and future success. In this article I’ll discuss the...

How To Build a Business Case For NPS

How To Build a Business Case For NPS

To show investing in NPS feedback makes sense, you need to show it makes business sense. In this blog series, Starred’s finance guru Peter Strik breaks it down. Customer centricity is essential to your organization’s long term success. That’s why smart organizations...

3 New Year’s Resolutions for Feedback in 2018

3 New Year’s Resolutions for Feedback in 2018

As we move into 2018, it’s time for making plans to get the next year off to a great start. If you’re working with feedback, you’ll already know how essential it is to know if you’re on the right track. Here are our top 3 New Year’s resolutions to make feedback a...

How Do I Calculate My Net Promoter Score?

How Do I Calculate My Net Promoter Score?

The Net Promoter Score (NPS) is an index that runs from -100 to 100 and shows how willing customers are to recommend the company to others. Currently this indicator is used the most to give insights in customer loyalty. Without a doubt you have already seen the Net...

No Results Found

The page you requested could not be found. Try refining your search, or use the navigation above to locate the post.

No Results Found

The page you requested could not be found. Try refining your search, or use the navigation above to locate the post.

On the Power of the Weekly Pulse Survey

On the Power of the Weekly Pulse Survey

Why is Having a Weekly Pulse Survey So Important? Not being able to see each other at the office every day can make managers feel like they don’t have control over their employees’ degree of satisfaction. Yet, the employees’ happiness and engagement should be a top...

Are You Ready for Our Starred-Speakap Integration?

Are You Ready for Our Starred-Speakap Integration?

What is Speakap? Most organizations cannot reach and engage with their key frontline employees - those who lack a business PC, business phone, or business email address. The desk-less employees, so to say. Speakap saves the day: their app makes your internal...

How to get the highest response rates for your feedback

How to get the highest response rates for your feedback

Asking for feedback is crucial - once you get it, it is a very powerful tool to understand what you should improve on, and what you should avoid, in order to provide a better service to your customer base. But without enough results coming in, you can’t say anything...

3 Best Practices for Feedback in 2019

3 Best Practices for Feedback in 2019

A new year means new years resolutions and new business goals. Why not double down and set yourself up with some healthy habits when it comes to setting your business goals as well? When setting your feedback goals and implementing feedback projects for 2019 there’s a...

How To Build a Business Case For NPS

How To Build a Business Case For NPS

To show investing in NPS feedback makes sense, you need to show it makes business sense. In this blog series, Starred’s finance guru Peter Strik breaks it down. Customer centricity is essential to your organization’s long term success. That’s why smart organizations...

3 New Year’s Resolutions for Feedback in 2018

3 New Year’s Resolutions for Feedback in 2018

As we move into 2018, it’s time for making plans to get the next year off to a great start. If you’re working with feedback, you’ll already know how essential it is to know if you’re on the right track. Here are our top 3 New Year’s resolutions to make feedback a...

How Do I Calculate My Net Promoter Score?

How Do I Calculate My Net Promoter Score?

The Net Promoter Score (NPS) is an index that runs from -100 to 100 and shows how willing customers are to recommend the company to others. Currently this indicator is used the most to give insights in customer loyalty. Without a doubt you have already seen the Net...

No Results Found

The page you requested could not be found. Try refining your search, or use the navigation above to locate the post.

No Results Found

The page you requested could not be found. Try refining your search, or use the navigation above to locate the post.

On Our Partnership With Zapier to Automate your CandE

On Our Partnership With Zapier to Automate your CandE

We are proud to announce that we have partnered up with Zapier to enable our users to automate their Candidate Experience feedback process by connecting to 2000+ apps. Zapier is an online automation tool that connects your favorite apps, such as Gmail, Slack,...

On the Power of the Weekly Pulse Survey

On the Power of the Weekly Pulse Survey

Why is Having a Weekly Pulse Survey So Important? Not being able to see each other at the office every day can make managers feel like they don’t have control over their employees’ degree of satisfaction. Yet, the employees’ happiness and engagement should be a top...

Good Candidate Experience Practices While Remote Hiring

Good Candidate Experience Practices While Remote Hiring

Good Candidate Experience shouldn’t be sacrificed in a digital environment. Remote hiring is becoming standard practice in modern businesses, and with the relevance of Candidate Experience in mind, it’s time to polish your digital etiquette. We collected a series of...

We’ve Partnered with Salesforce and Connexys

We’ve Partnered with Salesforce and Connexys

At Starred, we strongly believe in the importance of feedback. Our tool lets you improve on your People Experience, from hire to retire - integrating with your Salesforce CRM and Bullhorn Connexys ATS will certainly help you get better results in terms of Employee...

Recruitment Technology: All the Tools You Need in 2020

Recruitment Technology: All the Tools You Need in 2020

Recruitment technology: what is it? By this term, we indicate a group of tools and platforms that can help recruiters and HR specialists in their pursuit of better results. In this article, we will list some of the best tools and platforms on the market. Those that...

Work Smarter and Drive Change with the Insights Gallery

Work Smarter and Drive Change with the Insights Gallery

At Starred, we spend much time improving the user experience for the respondent, which means that we want to provide our clients with feedback forms that are well-designed, optimized for devices, and provide excellent user experience.  We focus on this, because...

Polestar: The Story of Our Design System

Polestar: The Story of Our Design System

What Is a Design System? If you look it up in a dictionary, the definition of “design system” is quite straightforward. It's a series of elements that can be re-used in different combinations, to make it easier to manage design at scale. To make it more...

How to get the highest response rates for your feedback

How to get the highest response rates for your feedback

Asking for feedback is crucial - once you get it, it is a very powerful tool to understand what you should improve on, and what you should avoid, in order to provide a better service to your customer base. But without enough results coming in, you can’t say anything...

Starred or Bullhorn’s Feedback Solution? A comparison.

Starred or Bullhorn’s Feedback Solution? A comparison.

Are you a Bullhorn user, wondering if you should opt for Bullhorn or Starred when it comes to your feedback solution? We will compare both services in detailed bullet points below. We all know our partner Bullhorn as the leading ATS for the staffing industry. However,...

How to Measure Candidate Experience

How to Measure Candidate Experience

It’s already well established: bad candidate experience is costly to your business, and good CandE has excellent ROI. With poor CandE you won’t be earning precious candidate referrals, and you can expect to be spending a disproportionate amount of your time putting...

What’s the ROI on a good Candidate Experience?

What’s the ROI on a good Candidate Experience?

Since the ‘run for talent’ is at its all-time high, the ‘Candidate Experience’ is currently on the lips of everyone working in recruitment. According to the members of The Society for Human Resource Management, in the last decade we saw a trend towards hiring quickly...

3 Best Practices for Feedback in 2019

3 Best Practices for Feedback in 2019

A new year means new years resolutions and new business goals. Why not double down and set yourself up with some healthy habits when it comes to setting your business goals as well? When setting your feedback goals and implementing feedback projects for 2019 there’s a...

How to Apply NPS to Candidate Experience

How to Apply NPS to Candidate Experience

In recent years NPS has evolved from being primarily a customer/marketing metric to an expanded set of use cases: HR and recruitment are now realizing the potential of NPS as an indicator of their performance and future success. In this article I’ll discuss the...

What’s in an email?

What’s in an email?

What’s in an email? A lot actually. As the primary channel that our clients use to reach respondents, it’s an important part of our business.

How To Build a Business Case For NPS

How To Build a Business Case For NPS

To show investing in NPS feedback makes sense, you need to show it makes business sense. In this blog series, Starred’s finance guru Peter Strik breaks it down. Customer centricity is essential to your organization’s long term success. That’s why smart organizations...

Thoughts On Value-Driven Product Strategy

Thoughts On Value-Driven Product Strategy

If you walk into a dark room, the first thing you do is turn the lights on. It’s an immediate reaction that we are used to doing and is generally a norm. The best way to build great products is to listen and engage with user feedback. However, although it’s considered...

3 New Year’s Resolutions for Feedback in 2018

3 New Year’s Resolutions for Feedback in 2018

As we move into 2018, it’s time for making plans to get the next year off to a great start. If you’re working with feedback, you’ll already know how essential it is to know if you’re on the right track. Here are our top 3 New Year’s resolutions to make feedback a...

How Do I Calculate My Net Promoter Score?

How Do I Calculate My Net Promoter Score?

The Net Promoter Score (NPS) is an index that runs from -100 to 100 and shows how willing customers are to recommend the company to others. Currently this indicator is used the most to give insights in customer loyalty. Without a doubt you have already seen the Net...

No Results Found

The page you requested could not be found. Try refining your search, or use the navigation above to locate the post.

On Our Partnership With Zapier to Automate your CandE

On Our Partnership With Zapier to Automate your CandE

We are proud to announce that we have partnered up with Zapier to enable our users to automate their Candidate Experience feedback process by connecting to 2000+ apps. Zapier is an online automation tool that connects your favorite apps, such as Gmail, Slack,...

In-depth: Respondent Feedback Form

In-depth: Respondent Feedback Form

Design is both art and science. In this longer read we’ve got Starred UX Designer Mac Kozal sharing his research insights and creative process from the Feedback Form redesign. The challenge. We put a quote of Ken Blanchard at the bottom of our webpage: “Feedback is...

On Our Partnership With Zapier to Automate your CandE

On Our Partnership With Zapier to Automate your CandE

We are proud to announce that we have partnered up with Zapier to enable our users to automate their Candidate Experience feedback process by connecting to 2000+ apps. Zapier is an online automation tool that connects your favorite apps, such as Gmail, Slack,...

On the Power of the Weekly Pulse Survey

On the Power of the Weekly Pulse Survey

Why is Having a Weekly Pulse Survey So Important? Not being able to see each other at the office every day can make managers feel like they don’t have control over their employees’ degree of satisfaction. Yet, the employees’ happiness and engagement should be a top...

We’ve Partnered with Salesforce and Connexys

We’ve Partnered with Salesforce and Connexys

At Starred, we strongly believe in the importance of feedback. Our tool lets you improve on your People Experience, from hire to retire - integrating with your Salesforce CRM and Bullhorn Connexys ATS will certainly help you get better results in terms of Employee...

Work Smarter and Drive Change with the Insights Gallery

Work Smarter and Drive Change with the Insights Gallery

At Starred, we spend much time improving the user experience for the respondent, which means that we want to provide our clients with feedback forms that are well-designed, optimized for devices, and provide excellent user experience.  We focus on this, because...

Polestar: The Story of Our Design System

Polestar: The Story of Our Design System

What Is a Design System? If you look it up in a dictionary, the definition of “design system” is quite straightforward. It's a series of elements that can be re-used in different combinations, to make it easier to manage design at scale. To make it more...

Starred or Bullhorn’s Feedback Solution? A comparison.

Starred or Bullhorn’s Feedback Solution? A comparison.

Are you a Bullhorn user, wondering if you should opt for Bullhorn or Starred when it comes to your feedback solution? We will compare both services in detailed bullet points below. We all know our partner Bullhorn as the leading ATS for the staffing industry. However,...

What’s in an email?

What’s in an email?

What’s in an email? A lot actually. As the primary channel that our clients use to reach respondents, it’s an important part of our business.

Thoughts On Value-Driven Product Strategy

Thoughts On Value-Driven Product Strategy

If you walk into a dark room, the first thing you do is turn the lights on. It’s an immediate reaction that we are used to doing and is generally a norm. The best way to build great products is to listen and engage with user feedback. However, although it’s considered...

Starred’s Feedback Form Page Evolution

Starred’s Feedback Form Page Evolution

What’s new?

We recently updated the design of our feedback forms and offered our clients the option of how they want to send them – either all questions on a single page or one question per page. You can choose your preferred version in the Form Composer and try it out.

You can find the option to choose Feedback Form type in the top bar of Feedback Composer

We decided to offer two versions to our clients after performing multiple intensive studies and user testing.

Left: Feedback form displayed as one question per page
Right: Feedback form displayed as all questions on one page

The evolution

The first version of the Starred Feedback Form is a couple of years old.  Last year we started working on several improvements. Our ambition was to make it fast and fun for respondents to give feedback, be it on any device, in any country, and in any context. It was a demanding challenge. We set up 3 design rules that we respected at every step of the process:

  • Putting the respondent first
  • Building on knowledge, not assumptions
  • Granting easy access on any device

We wanted to provide gratifying, unobtrusive, responsive, fun, and accessible experiences through giving feedback.  The Feedback Form 2.0 was our answer.

We tested it for several months with a group of clients and learned a lot about how respondents are using it.  We noticed that the new version performs better in a matter of answered questions and respondents leave on average 22% more comments (which represent incredibly valuable qualitative data to our clients).

Confident with the test results, we decided to rewrite the new feedback form in super fast React technology and make it freely accessible to users.   

One question per page Feedback Form on a tablet

When we dug into the data, we observed that the one question per page design works better with the shorter forms. With the 3+ question blocks, the number of given answers decreased. We were determined to do something about that.

One question per page: The percentage of answered question dropped when the form is longer than 3 question blocks

We know that many of our clients like the original feedback form layout. One of Starred’s promises has been to deliver surveys which fit on one single page. The respondents can overview the whole form and skip questions they don’t want to answer.  

After many discussions and studies, we concluded that the best way would have been to tweak our original form, other than providing a new one.  

To verify our assumptions, we asked our clients which idea and approach they liked the most. The most votes were for the version with one question per page, but the second most popular opinion was to upgrade the existing feedback form.

The second most popular opinion in our preference test among clients was to continue working on improvements of existing feedback form
Some opinions of users who voted for multiple questions per page

We did various studies and tested a number of hypotheses in order to find a satisfactory solution. We examined many UI patterns to choose those that work the best and are pleasing for respondents.

We did multiple tests and formulated a few design hypotheses before we started the redesign process
We checked a lot of UI patterns to find the one that works the best
The original form vs. updated version. More prominent elements and more delightful graphics improve the general user experience for respondents. Visible comments icons boost the number of given comments. We decided to get rid of elements that distract respondents, like the partial score and make the elements that personalize experience more dominant – bigger avatar and a welcome note. Clients can also adjust the accent color of the elements
The final set of card components used in a new feedback form. We keep all fonts and paddings in the same relations to create cohesive, calm, and pleasant experiences.

Benefits for the clients

The new versions of the feedback forms have many advantages for our clients. They help them collect feedback and reach their business goals.

  • A higher completion rate. The total completion rate is almost 100% better on the new feedback forms’ versions
The completion rate of original feedback form vs. a new one
  • More comments. Respondents tend to leave 22% more comments on the new feedback form page
  • Speed. New versions open noticeably faster than the original one
Speed index [s] – 3G speed,  methodology: https://sites.google.com/a/webpagetest.org/docs/using-webpagetest/metrics/speed-index
  • Various UX improvements and increased readability on all screen sizes. We put extra effort into mobile devices. 63% of our feedback forms are opened on phones and tablets.  We improved the interactive elements; right now, they are fully adjusted for mobile interactions
  • Respondents spend slightly more time on new feedback form pages. The average time increased from 2 minutes to 2.1 minutes

Conclusion

We are very proud of the new forms’ designs. We have tested them thoroughly and with great results.
As for the version with all the questions on a single page, it works better with longer and more complex forms. The design with one question per page is a better choice for survey with no more than 3 questions.
We hope you will quickly adopt the new forms and cannot wait to hear your feedback!

This is How You Should Measure Your Recruiters’ Performance

This is How You Should Measure Your Recruiters’ Performance

Whether you work for a recruitment agency or a talent acquisition team, you might sometimes find yourself drowning in metrics. From cost-per-hire to cNPS, there is no end to the measures that nowadays companies can take to better their performance.

But are those efforts sufficient? Are they efficient?
Is there no better-organized system to promote positive change for your agency or business unit?

A good recruiter is one with positive financial metrics, happy candidates and happy hiring managers. So these are the areas we will have to investigate when measuring recruiter performance.

Let’s start by trying to answer the first question: is your recruitment-performance measuring system sufficient?

Mostly, recruitment agencies and stakeholders depend on financial measures to track recruiter performance. Unfortunately, these can’t account for how the candidates or hiring managers feel about their experience with the recruiter. What are the consequences?

Bad Candidate Experience with recruiters damages your brand and costs you valuable customers

As you might know, Candidate Experience (or CX) is more and more of a hot subject nowadays. But why is it so important?
Poor Candidate Experience has first- and second-hand consequences.
The first-hand consequences only impact the unhappy candidate, who, most probably, will ghost you.

The second-hand consequences imply that the candidate has spread the word about his poor experience with you through negative reviews. The consequences can be that you will get lower quality candidates, more time will be needed to fill your vacancies and, finally, you can suffer financial loss due to their boycotting.

If you’re curious about how much money your business might be losing because of poor Candidate Experience, you can use our Candidate Experience cost estimator.

In this paragraph, we will focus on the second-hand consequences of a poor CX, which usually have a way bigger impact on your business.

In times when word of mouth is facilitated by social media, it’s time for the recruitment industry to lend an ear to the job applicants’ opinions, in order to avoid the dire consequences we briefly mentioned above.

As mentioned in Social Talent’s article Candidate Experience & The Application Process: 4 Things You’re Doing Wrong, 22% of the unhappy candidates actively tell others not to work for the company that disappointed them.
You might think that it’s just another drop in the ocean, but a Glassdoor report states that around 70% of the candidates are using job search websites to read reviews of a company before submitting an application.

Poor reviews drive away high-quality candidates and lengthen the time needed to successfully fill a position, thus increasing recruiting costs. Finally, some candidates will stop buying a company’s products if their application experience was negative. This is especially true of commodities, which are consumed often and can be easily replaced.

If you’re curious, you can read of how Bad Candidate Experience Cost Virgin Media $5M Annually – Here Is How They Turned That Around. In their case, 18% of rejected candidates were also Virgin Media customers, and 2 out of 3 candidates were likely not to recommend Virgin Media to others.

Social Talent’s previously mentioned article also shows us that after a negative experience, 42% of the candidates said they would never seek employment at that company again.
As mentioned in SmartRecruiters’ eBook How to Create Hiring Success, 50% of the candidates said they would not purchase products and services from that company!

Now we understand it’s important not just to focus on financial metrics. Candidate experience is important – but what defines it as bad?

The article Candidate Experience: All the Stats, Facts and Data You’ll Ever Need to Know reads: “76% of people say that not hearing back from an employer after a job interview is more frustrating than not hearing from someone after a first date”.

Other issues could appear if, for example, you provided the candidates with vague or redundant information about the job, the application process was too long or complex or your communication was not transparent.

Poor experiences shape the applicant’s attitude towards a company and are hard to measure until they reveal themselves on social media platforms in the form of negative reviews. If it is indeed subjective and difficult to quantify, then how do we measure it?

You should measure your performance through Candidate NPS, or cNPS. Why? Recruiters are usually the first point of human interaction with an applicant during the candidate journey. This means that they become the face of the company for that particular job-seeker.

It is important for recruiters to maintain an attitude that represents the company and its values, just as it is important for the candidates to have a clear image of the business whose vacancy they’re applying for.
Bad candidate experience can start with the recruiter and lead to an increase in the number of detractors and to negative reviews online.

For a deeper dive into the subject of cNPS, you can read the article How to Apply NPS to Candidate Experience.
For now, it suffices for you to know that candidate NPS is like a thermometer: it lets you understand how satisfied your candidates are with your performance so that you can ask yourself why and improve.

In the next paragraph, we will discuss the first-hand consequences of Candidate Experience. If the application process is too long, the communication faulty or the job poorly described, most probably your candidates will ghost you.

Ghosting is a real problem, and it reflects on your cNPS

Recruiters used to disappear and never get in touch with candidates, but now the tables are turning.
There is nothing fun about filling out a complex application for one of your vacancies, only to wonder if the application actually went through. Chances are, your candidates will eventually give up on their dreams of working for you and move on to a better opportunity.
But this is not all – beware, ghosts can re-emerge on review sites.

This converts your biggest supporters into detractors, worsening your cNPS score.

Candidate ghosting increases the time it takes to successfully fill a position. It also reduces the number of high-quality candidate referrals.
Terrible, isn’t it? It feels even worse if the ghosting is due to an out-sourced recruiter you hired…

Now that we’ve mentioned the widespread use of financial metrics and added the element of candidate experience, it is time to focus on your hiring managers.

But what about your hiring managers?

We learned that a happy candidate means a happy advocate, but your hiring manager’s satisfaction is crucial too. As we previously mentioned, a good recruiter is one with good financial metrics, happy candidates that buy your products and speak kind words, and happy hiring managers that keep their collaboration with you alive.

Bad hires cost the company lots of time and money. This is especially true for extremely technical or high-level positions. Job applicants should be well-suited for the company and adequately prepared for the application process.

One way to ensure the recruiter isn’t just pushing as many candidates through the system as possible is to check if the hiring manager is happy with the provided selection of candidates. If feedback from your hiring manager comes back as generally negative, then you know your problem is generated before the hiring manager.

The metrics that your hiring managers will calculate to see if they’re happy are the ones concerning the quality of hire. Around this subject, Harver has written a very exhaustive article: “Measuring Quality of Hire – All You Need to Know”.

In the section regarding how to gather data to improve your performance, 4 options are mentioned:

  • Hiring Manager Satisfaction Surveys
  • Employee Engagement Surveys
  • Feedback on the Hiring Process
  • New Hire Performance Metrics

Measuring recruiter performance is more than just tracking financial KPIs during the process. The human element is very important to capture, as it is an integral part of the journey. Numbers are not the only thing you should be worrying about. Recruiters remain one of the first points of human contact for a company.

With all these elements to consider, no KPI by itself is sufficient to tell you how your recruiters are performing. Is your measuring system efficient?

There is no cure-all KPI

Candidates generally don’t care about how long it takes to fill a slot in a different department, or how much that costs the company per quarter. Instead, they want respectful interactions with a recruiter and their candidate journey to be handled properly.

Questions asked to candidates about these interactions, paired with hard-line measures about the recruiting process, help you establish realistic benchmarks that can help you optimize your CX process.

You also need to listen to your hiring managers’ opinions – if they are negative, you need to find fast ways to provide them with better candidates that are a more suitable fit for their vacancies.

It is necessary to keep on measuring financial metrics, too. Some examples can be acquisition cost or sourcing-channel cost.

You will need to consider multiple KPIs at the same time, in order to improve. What to prioritize, then? A chaotic system is an inefficient one.
Having an organized view would help you be more efficient.
The next paragraph will showcase our recommendations.

What do we recommend?

At the beginning of this article, we asked ourselves if your recruitment-performance measuring method was sufficient, efficient and organized.
One by one, we answered those questions. Your system cannot be sufficient unless you consider the 3 elements needed to make a good recruiter: positive financial metrics, happy candidates and happy hiring managers.

We then saw how inefficient and disorganized it can become, once you have to consider several KPIs at the same time, with no clear prioritization system. Dashboarding would help you visualize all relevant information at the glimpse of an eye. But that would not help your recruiters improve, per se.

We have found a way to help your recruiters improve: you can fuel positive competition amongst them while giving the hard workers the recognition they deserve.

Our Recruitment Matrix will allow you to compare your recruiters’ performance based on a set of metrics that are relevant to your business.
This will provide you with a ranking of your best-performing employees and will let them understand what to improve on, to increase their positioning.

It allows you to identify the issues within your team or agency in a quick and easy way, therefore simplifying your managerial tasks, therefore proving to be sufficient, efficient, organized and convenient, too.


Do you want to know more about this?
Do not hesitate to reach out, we will be happy to assist you in your decision.

Phil Brown
phil@starred.com

Candidate Experience: Stats, Facts, and Data You Need to Know

Candidate Experience: Stats, Facts, and Data You Need to Know

Did you know? 76% of people say that not hearing back from an employer after a job interview is more frustrating than not hearing from someone after a first date.

If you’re in HR or Recruitment, you know that Candidate Experience (or CandE) is vital. If you leave candidates reeling from bad experiences with you, it will result in social media amplification. Furthermore, this candidate will not be referring any more candidates to you.

If you’re a consumer brand they’re dramatically less likely to ever buy from you again. Bad Candidate Experience means you’re leaving money on the table, and you’re opening yourself up to Glassdoor wildfires.

Don’t just take my word for it.

In this article, I’ve broken down some of the most vital Candidate Experience stats and facts.

Unhappy candidates make for unhappy customers. Candidates do not feel heard, and a shocking amount of candidates feel like they’re not respected.

Unhappy candidates make unhappy customers

  • 50% of candidates won’t buy from or recommend a company after a bad recruitment experience
  • 39% of dissatisfied candidates will never do business with that company again. 65% of those with a positive experience say they will do business although they were never hired
  • 34% of candidates with a bad candidate experience will share it online

 Candidates do not feel heard

  • 35,6% of companies admit to never surveying candidates about their experience ever, compared to 18% in 2016
  • Only 8.9% of companies survey candidates at every possible touchpoint, compared to 11,5% in 2016
  • Only 25% of candidates were asked to provide feedback about their experience prior to the starting date

 Candidates do not feel respected

  • 46% of candidates believed their time was disrespected during interviews
  • 47% of job seekers did not complete a job application because it was “too lengthy or complicated.”
  • 43% of candidates spend 30 minutes or more on the average online application, and 10% invest in it an hour or more.
  • 25% of candidates receive no preparation at all before their interview
  • 59% of candidates admitted to having left job applications because of technical issues (bugs, bad website, or even bad design). (The Hiring Process Unveiled, ICIMS)
  • 52% of candidates have to wait for 3 months or more on a response

What’s driving bad candidate experience?

Looking through these stats a clear picture emerges.

The process and experience that organizations deliver aren’t one they’d love to experience. This explains the current drivers of bad candidate experience being as they are.

Say what you want about ‘empathy’ as a business strategy, but when you don’t put yourself in your candidate’s shoes it shouldn’t be a surprise to hear that close to half of candidates feel their time is disrespected in interviews.

Food for thought

These Candidate Experience stats, facts, and data probably struck you as surprising. They are, indeed, impressive, especially to those who were not convinced about the relevance of CandE.

Now all that remains is to take action to improve your Candidate Experience.

🍟 Put yourself in your candidates’ shoes.

Would you fill out a lengthy, and buggy application? Would you be happy with an unclear process and lack of communication?

🍕Make feedback a two-way street.

Give your candidates feedback about their progress but ask them for feedback and make them feel heard.

🍔 Start with the human.

Listen and respect your candidates. These stats do not translate to every recruitment business, but listening to your candidates will at least identify your pitfalls.




Serious about improving your Candidate Experience?

We’re already working on Candidate Experience at the likes of Danone, as well as successful recruiters like Altus Staffing. It’s all about automated and actionable feedback. Measure Candidates Experience and improve it. We’ll show you how.

Reach out and let’s discuss your challenges.

On Our Partnership With Zapier to Automate your CandE

On Our Partnership With Zapier to Automate your CandE

We are proud to announce that we have partnered up with Zapier to enable our users to automate their Candidate Experience feedback process by connecting to 2000+ apps.

Zapier is an online automation tool that connects your favorite apps, such as Gmail, Slack, Mailchimp, and more. You can connect two or more apps to automate repetitive tasks without having to code or to rely on developers to build the integration for you. It’s easy enough that anyone can build their own app workflows with just a few clicks.

Automated Candidate Experience Feedback

Zapier is home to 60+ HR & Recruitment connectors including applications like Greenhouse, BambooHR, Recruitee, and Workable. Starred’s connector enables you to build Zaps that can automatically trigger feedback surveys to both candidates and hiring managers upon hiring-related decisions such as candidate rejections. 

Some of the ATSs that you can integrate with through Zapier

The Integration with Recruitee

Recruitee users have been using our beta Zapier connector to automate their Candidate Experience. Below are some of the widespread use-cases which we have converted into Zap templates:

  • Measuring the candidates’ experience with your job site and application process by automatically sending a Starred survey their way when they apply for a job
  • Measuring the candidates’ experience with your hiring process by automatically sending a scheduled Starred survey their way when they get rejected in Recruitee 

The Importance of Candidate Experience Feedback

Poor Candidate Experience negatively impacts your ability to attract the top talent you need by damaging your employer brand and your referrals by classic or digital word of mouth, and it can ultimately erode your customer base, too. 

Looking Ahead

With this partnership, Starred establishes itself as the industry leader in the Candidate Experience feedback space. By building upon the partnership with Zapier, our native integration partners such as Greenhouse and SmartRecruiter, and our People Experience product line, we envision a tomorrow where we are improving people’s work-life by giving them a voice. 

On the Power of the Weekly Pulse Survey

On the Power of the Weekly Pulse Survey

Why is Having a Weekly Pulse Survey So Important?

Not being able to see each other at the office every day can make managers feel like they don’t have control over their employees’ degree of satisfaction. Yet, the employees’ happiness and engagement should be a top priority for any business. Not only it helps with employee retention, but it boosts productivity as well.

As a matter of fact, 87% of employees worldwide are not engaged at work, and companies with highly engaged workforces outperform their peers by 147% in earnings per share

When at a distance, it is even more important for management to show they value their staff. 

But how to do that, you ask?

At Starred, we’ve been using the Weekly Pulse Survey for about two years. It consists of a respondent-friendly form that’s sent out at a weekly frequency. 

A staff pulse survey consists of no more than 3-5 questions that are used to check in with the employees.

It’s, therefore, a quick survey to fill that gets sent out on a regular basis. It provides management with a way to take the temperature of the organization on various topics such as job roles, work environment, communication, employee satisfaction, and more.

Our own Pulse Survey only includes a question rating the level of satisfaction of the staff on a scale from one to ten, with a possible additional comment.

Our Weekly Pulse Survey Invite

For what concerns the frequency, we would recommend to send your Pulse survey out every week if you’re a smaller organization or if you lead a dynamic business, such as a tech scale-up. Our advice to larger companies is to send out the form on a monthly basis. Alternatively, you could split your workforce into four batches and address one a week. This way, the respondents would fill in your survey once a month, but you’d be able to get part of the feedback on a weekly basis.

Delivering these surveys often sends a message to your employees: you place importance on what they have to say, and you go the extra mile to listen to them. Yet, currently, whereas 90% of organizations roll out traditional large-scale engagement surveys, only 19% use informal pulse surveys throughout the year.

Tenure is a particularly delicate subject for those businesses employing younger talent, as there seems to be a correlation between youth and the number of years spent with one company. 

Thus, for the more dynamic and agile companies out there, such as the typical Silicon Valley tech businesses, it seems to be particularly relevant to make sure that their employees are satisfied.

If you don’t believe that devoting attention to your staff matters, just think that 53% of more than 2,000 surveyed U.S. adults reported that they’d remain with their current employers for a longer time if they felt like they were more appreciated by their bosses.

The Pulse Survey’s weekly frequency is crucial to our process. One big survey per quarter or even per year won’t cut it, as it won’t give the employer any time to make the necessary changes to ensure a positive Employee Experience. Sending out forms often, lets the managers address potential issues before the situation takes a dramatic turn.

This does not mean that you should use the Weekly Pulse Survey instead of your traditional annual survey. It’s an additional element in your feedback gathering that gives a certain consistency to the process. This way, your quarterly or bi-yearly Engagement Survey won’t come as a surprise to your talent. 

Sending out Pulse Surveys so frequently can also help you save costs. There are hidden financial benefits to this. It takes a few minutes for your employees to fill in a survey, and that’s not that expensive for your business. Now, compare this cost to the time and money you’d have to devote to putting out metaphorical fires, in case there was a big problem and you only realized it too late!

What easier way for a CEO of taking the temperature of their organization? 

The segmentation of the Weekly Pulse Survey results lets you drill down on the most affected departments and take the appropriate actions to mend what’s broken. 

The data we get from these surveys is precious information to be shared during the Weekly CEO Update – another initiative that here at Starred we warmly recommend for you to apply. Afterward, address those problems directly through tailored initiatives. 

Such outreach shows your employees that you devote your attention to their happiness and you have the willingness it takes to do something to address the issues they encountered.
Sadly, at the moment, 27% of managers never review survey results, and 52% of them do but then take no action whatsoever.

The message that the Weekly Pulse Survey implicitly sends is one that promotes open communication. Your employees’  freedom of- and comfort in expressing their thoughts, concerns, and motivations is important for your business.

This means that the survey’s anonymity is fundamental to help your employees feel comfortable in sharing their concerns with the current management, or their role in the organization. It’s your only way of making sure that the comments you receive are brutally honest. 

To reassure your employees that their answers won’t be connected to their name, you can utilize a third-party tool.

Furthermore, remember that if a culture of open communication is established, your talent’s morale will benefit from it accompanied by a boost in engagement.

Why Do We Cherish Our Weekly Pulse Survey So Much?

The absence of non-verbal communication is mostly missing, these days, and it can hardly be replaced by video messaging or conferencing. It’s harder to feel if people are still happy and engaged without asking them directly, and these stressful days make it even more important for your employees to feel heard.

Pulse surveys are a great tool for evaluating reactions to the changes that have been implemented inside an organization. Most companies are probably fine-tuning their processes, these days, and they’d benefit from checking their employees’ reactions to them.

The Weekly Pulse Survey can monitor if the engagement and happiness of your workforce are still at the same level. In case of sudden drops, it’s time for your managers to take action and change the current way of working.

How Does the Weekly Pulse Survey Help You Improve Your Employee Experience?

Below we’ll list some things you can do to take full advantage of your new Weekly Pulse Survey:

  1. Make sure it comes at the exact same time – at Starred, we do it every Friday afternoon at 14:00. In order to maintain this timely consistency, automation is key.
  2. Make the filling of the survey feel effortless for your employees. Once they open the email, one click should be sufficient for them to complete it – and will only cost them around 3 seconds of their time. 
  3. If your people had a bad week, ask them to provide a comment for context. Of course, the survey is anonymous and the comments don’t have to be indicative of who they are, but their specificity can help you unveil issues. 
  4. Take actions on the Weekly Pulse Survey every week by bundling the comments in a couple of clusters and communicating the insights you gained from their content to the team,  and then by crafting tailored responses and checking your talent’s reaction to the latter in the following cycle.

TL;DR

Trying to maintain your staff happy and engaged is even harder than usual when at a distance.
We keep the situation under control through our Weekly Pulse Survey. 

A pulse survey is an informal and short survey, with usually less than 5 questions, that gets sent with a higher frequency than you would for your annual, bi-annual or quarterly feedback forms. The Weekly Pulse Survey that we use at Starred, gets sent to the staff every Friday at 2 PM and includes just one question in the form of a query concerning their satisfaction in the workplace, graded from 1 to 10, offering them to write down comments if they feel like it. 

This, first of all, makes our staff feel heard, which increases their happiness and engagement. It also helps us reduce some costs: we spot problems early on and can address them before we need to put out any fires. 

The weekly frequency adds consistency to your feedback process. The employees will share the issues they noticed during the previous week, and they will have the opportunity to go in-depth in their comments. The anonymity of our feedback forms encourages them to share their concerns, thus promoting a culture of open communication and constructive feedback.

Once we collect the data, we then share the insights in our weekly CEO update. This shows the talent that their results are looked at and actually taken into consideration. We then follow up with action plans to address and resolve those issues and test the employees’ reactions to such plans in the following cycle. 

As you can’t rely on face-to-face interactions, these days, what better way to make sure that your employees are doing alright than to ask them through a Weekly Pulse Survey? 

Let your employees’ voices be heard! 

Good Candidate Experience Practices While Remote Hiring

Good Candidate Experience Practices While Remote Hiring

Good Candidate Experience shouldn’t be sacrificed in a digital environment. Remote hiring is becoming standard practice in modern businesses, and with the relevance of Candidate Experience in mind, it’s time to polish your digital etiquette. We collected a series of best practices for you to implement. 

If we imagine a hiring process uniquely developed in an online space, we need to start by mapping out the Candidate Journey Funnel. The phases that compose it involve both active and, even more importantly, passive candidates. 


Candidate Journey Funnel
The Candidate Journey Funnel

Your Candidate Journey Funnel

Your Candidate Journey Funnel starts with awareness, the phase in which the potential candidates find out about your vacancy. 

Once they become aware of your company and job opening, they enter the phase of consideration, and they will do some research on you.

After that, your potential job applicants reach the interest phase. They will compare you to a few other potential employers and dig deeper into your employer branding.

These first steps usually occur in the displayed order for active candidates, but passive candidates enter the equation from the next phase onward.

And so, the much-anticipated application process begins. This is the first time that the candidate shares information with your business. Afterward, you start communicating – you can, and should, reach out to the applicants to confirm you received their applications, and to potentially share information concerning the structure and length of the hiring process. 

The selection phase follows, and you’ll assess and interview your candidates. They might have to take part in business cases or simulations of job-specific problems that they may face in the workplace. Finally, you’ll hire the talent you prefer. Once they sign the contract, the on-boarding process starts and the new employees are introduced to their team and role.

The 5 Dimensions of Candidate Experience

Now that we’ve quickly reviewed the funnel, let’s look into what you mustn’t forget in order to provide your applicants with good Candidate Experience in your remote hiring process. 

During our interview with the Candidate Experience expert Gerry Crispin, he told us about the 5 main elements impacting the candidates’ perception of your hiring process.

He was referring to closure, setting expectations, fairness, listening, and accountability. “These 5 practices are weighted differently by culture and by level and by a variety of other dimensions,” Gerry said, “but they are a foundation for how the candidates are driven to share that their experience was good, bad, or somewhere in between.”

In what way can you make sure to meet your applicants’ expectations throughout your remote hiring process? We’ll provide you with a step-by-step analysis inclusive of mistakes to avoid, applicable advice, and tool recommendations.

Best Practices, Step by step

Let’s start with the active candidates. To make sure they’ll find your job posting, you can utilize job boards and social media.
The latter has the potential to let you showcase your company culture, which is an important element for candidates to consider, when deciding whether to work for you. Perhaps it’s time to build your own strategy for these channels.
In order to entice potential candidates to apply, remember that video is a powerful tool. As a matter of fact, the candidate application rate increases by 34% when a video message is included in your job posting. During this phase, make sure you offer clear, respectful, and insightful information – this can help you set expectations. Pay particular attention to your communication not being biased and discriminatory against any minority. There are a variety of tools that can help you in the process, with various degrees of complexity. To start, the Gender Decoder for Job Ads is a basic tool that you can easily implement. Fairness is, as previously mentioned, one of the 5 dimensions of good Candidate Experience, so don’t let any applicant feel left out.

“You don’t need “solid” performers. You need “star” performers.” These are the words of Atta Tarki in his book Evidence-Based Recruiting. He also mentions how, possibly, top talent is barely ever unemployed, even during economic downturns. How to attract them, since job boards don’t cut it? Luckily there are some very good tools like Personio, Hunter, or Hiretual out there to help you in the process. Once you figure out how to reach out to your new potential candidates, remember not to be intimidating or disrespectful in your outbound messages. This is the first interaction with someone you might soon want on your team.

Now, onto your application process. What can be done there? 
This phase needs to be as sleek and user-friendly as possible. This is why it’s crucial for the tools thate candidates can use to apply to your vacancy to be mobile-friendly. 90% of modern-day job seekers look for their dream job via their phone – lagging behind is no longer an option.
If you don’t yet understand the importance of keeping the application process simple, know that a CareerBuilder research quotes that 60% of candidates drop an application halfway through because of its complexity. If you’re looking for some advice on how to tackle this, don’t ask them to input the same information more than once, simplify the document upload process, and minimize the number of steps needed.
On top of that, do your best to make your career page impressive. It can truly impact the candidates’ perception of your business to see you’ve put in effort to create an unique space that lets them comfortably browse your vacancies while learning more about your company. The Netflix Jobs page is a good example of what a high-quality career page looks like.
If you work for a big company, it’s probable that you’re receiving hundreds of Curriculum Vitae, so an ATS and a good resume parser go a long way. They let you easily store your applicants’ information and skim through to take out of your pool those candidates whose profiles are incompatible with your expectations. This will help you be quicker, other than better organized, and in the digital world, speed is key. As much as the lack of bias is relevant throughout the hiring process, this is particularly true for the application stage. Several tools have been developed for this purpose.

There will be very little human interaction with your candidates, so it’s crucial that you take communication seriously. You should be promptly informing them after every relevant step, starting from their application and including the interview and assessment phase. It’s vital that they have a clear understanding of the steps in your hiring process, of how they’re timed, and of what is expected of them. You should also maintain your potential and current applicants informed of which vacancies have closed, removing old job postings and reaching out to let them know if another candidate has been selected. This helps you set expectations.
Clarity and speed are important elements at play, so don’t have your candidates wait for days for an update. But if letting too much time go by is a costly mistake, taking too little time before rejecting your candidates at any stage, be it after receiving their CV or after an interview or assessment, could make them feel dehumanized and unfairly dismissed. Do you know what’s worse than reaching out too soon or too late? Not reaching out at all. Keep in mind that your job applicants deserve closure.
Friendliness is another important ingredient to acing your communication. We encourage you to treat your candidates like “human beings with feelings”, as Greg Savage wrote in his book The Savage Truth. Build rapport. This means putting your candidates at ease in a digital context that might otherwise feel cold. For the same reason, it’s recommended to give a short call to the candidates whose applications you just received – this will let you break the ice, other than probe a little. A call is warmer than an email, and videos feel even more personal. 
Remember what the candidates share with you. An ATS can help you with this. If they feel like you don’t know who they are after already having sent over their information and perhaps even interacted with you, they won’t feel heard, and they’ll think they’re but a number to you.
Communication isn’t a one-way street, which is why you must remember to be reachable too. After all, accountability is one of the crucial dimensions of Candidate Experience.
Finally, make sure to provide your rejected candidates with feedback whenever needed: that is, after relevant touchpoints, and especially once rejected. In this specific case, this could occasionally lead to awkward conversations. Don’t forget to be human. If the content of your feedback could feel embarrassing or personal, warn your rejected candidate about it. If they still want to know why they didn’t make it through the hiring process, then politely tell them the reason behind their dismissal. Sharing the logic behind their rejection with your candidates will help them see the fairness in your selection process.

We mentioned that video communication is important. Let’s read why, in the words of Tamara Grigg, Head of Marketing at VideoMyJob.

Tamara Grigg on Video Communication for Remote Hiring

As we previously mentioned, the selection phase can include an assessment of the applicant. There are two main kinds of assessments, and both can be tested online. A tool like eSkill can help you lead a comprehensive cognitive analysis of your candidates. 
Since you won’t be meeting your candidate face-to-face, adding a psychometric assessment could be useful, especially for those roles with a higher level of complexity, where a more articulated selection process isn’t detrimental to your Candidate Experience. For this purpose, you can utilize a plethora of tests, including Myers-Briggs Type Indicator or the Caliper Profile, just to mention a couple. None of these steps should come as a surprise to your candidates, if you maintain a frequent, clear, and honest communication with them. 
The selection phase involves at least one interview, too. It’s vital to provide your applicants with all the needed information in their interview invitation. This includes date and time, link, tool you’ll use, structure of the interview, or any software they might need to install for it beforehand,.
Onto interview etiquette. Here’s some applicable advice. Make sure, first of all, that there’s a plan B, in case the connection gets cut unexpectedly. It’s also important to set up the interview in a quiet space where you won’t be interrupted, and to double-check your tools to make sure they work before starting the call. This involves both the hardware, such as your headphones and microphone, and the software. Make sure that your surroundings are proper, just like your attire. You and the space you call from must look polished and professional.
Interviews are a particularly tense step for all job applicants, therefore do all you can to make that sure everything is in order and be friendly and polite. Be the first one to show up. No one likes to be stood up. If you know you’ll be late, make sure to give the candidate notice – don’t disrespect them by wasting their time. Don’t forget to review their profile in your ATS, either. You don’t want them to feel like you have no idea who they are.
Ease into the interview with some chit-chat. Ask them how they’re doing and some more non-work related, yet respectful questions. This will warm up the conversation.
Address potentially undisclosed information on your end by asking the candidates if there’s anything else they’d like to know about your business or the job. Remember that it isn’t only the candidate that needs to be approved by your business, but your business needs to be approved by the candidate, too. Asking questions like this one will remove ambiguities and make your applicants feel heard.
Some businesses, instead of conducting one-on-one remote interviews, prefer to choose collaborative hiring interviews. What it entails is that a group of employees interact with the candidate at the same time. It can be useful in case you don’t want to miss out on possible information during your interaction with the aim of making better decisions, but as it can be even more stressful for the candidate to face more than one interviewer, make sure to put the applicant at ease. If this is the path you decide to take, try to have all the members of the hiring team make up their mind separately before they share their opinions, so to avoid groupthink.
Since the candidate won’t be able to physically visit the office and meet the rest of the employees, you can share images or videos of the space they might end up working in, and perhaps put them in touch with someone from the team, so they can probe on more personal matters and get a better feel of your company culture.
As a potential final step, there are reference-checks. Tools like XREF and SkillSurvey can facilitate things if, for instance, you handle large volumes of candidates at a time. Be tactful in your request for their former employers’ contacts and during your conversation with them.

Communication, once more, is crucial. This is why after your assessment and interviews you should take the time to reach out in the most personal way possible to inform the candidates about their progress and manage their expectations.
As we mentioned rapport, and since this entire recruiting process is taking place in a digital environment, it could be nice to send the hired candidates a branded kit, with mugs, t-shirts or other trinkets that make them feel that they’re part of the team.

Remembering the 5 Dimensions of Candidate Experience

How can you make your candidates happy, then, according to Gerry Crispin’s 5 dimensions of Candidate Experience?

  • Closure. Don’t leave your candidates hanging. Inform them of their position in the hiring process, and make sure to reject them tactfully and at the right time. Always make them feel respected.
  • Setting Expectations. Lying to your candidates about the time it’ll take for you to reach out or about the easiness of your hiring process, is a poorly played move. Make sure that your applicants are aware of what’s ahead of them.
  • Fairness. Your candidates shouldn’t feel discriminated against or rushedly judged. For the same reason, it’s wise to implement debiasing solutions and you mustn’t reject them immediately after one of the steps, or else they’ll feel like they never had a chance to begin with. Sharing your feedback when you reject them will also help them see your process is fair.
  • Listening. Keeping a line of communication and building a rapport with your applicants is crucial. Do your best to remember what they share with you. They must feel comfortable and heard.
  • Accountability. Do what you promised, respect the announced timeline and follow the criteria you said you would. Be reachable, and be sure to take responsibility if a mistake is made.

Remote recruiting can be complex to handle, especially if you’re new to it. To make sure that your Candidate Experience isn’t negatively impacted by it, try and implement feedback collection. The data you gather will let you know what your areas of improvement are before they heavily affect your business.

Mentoring and Coaching: the Secret to Good People Experience

Mentoring and Coaching: the Secret to Good People Experience

Mentoring and coaching go way back, and they could really improve your People Experience.

The concept of mentoring has existed since the dawn of civilization – its existence is biblical, or even older. In fact, it originated with Homer’s Odyssey in the 8th century B.C., where the character of Mentor nurtures and supports Odysseus’ son, Telemachus.
Mentoring became common practice in the Middle Ages, culminating in its recognition as a vital tool in the development of business executives in the 1970s. Its pervasiveness only increased over time, and it is now perceived as a relevant way to help with the growth not only of decision-makers but junior staff members, too. 

Bible quote about mentoring

The process of mentoring has been embodied by several historical figures in different fields over time, starting in ancient days with Socrates and Plato, and leading to the more recent Mark Markkula and Steve Jobs. Mentors have also been represented in pop-culture. You’ll probably remember the Yoda and Luke Skywalker duo, who surely left a mark on our imagination!

Coaching, despite being more recent, has also stood the test of time. Much has happened since the term was coined in the 1830s as Oxford University slang, to indicate tutors carrying students through exams. Coaching gradually grew over time, with its introduction in the business world by IBM and the birth of the GROW model

We’re familiar with coaching and mentoring in our daily lives, but some still treat the two terms as interchangeable, and that is an incorrect assumption. So, what do mentoring and coaching truly entail? And how do they differentiate one from another?

A mentor is usually a successful individual with a reactive capacity, sharing their wisdom to provide insight and guidance, as their mentee encounters challenges along their journey. They don’t always have expertise in their mentee’s field but must have an understanding of how to navigate the business in general.
During a conversation with my colleague Mo, he shared memories from his mentee days. “A good mentor is someone who can guide you, who uplifts you, and you can make mistakes in front of while not being embarrassed,” he told me.

What do coaches do, then? Theyre often experts in the field they help their coachees in, which is perfect for employees and entrepreneurs with specific needs. They’re often trained and certified as coaches and possess strong process-management skills.
Whereas the relationship between mentor and mentee can go on for a long span of time, usually coaching programs have a preset deadline.

The fact is, both mentors and coaches can play a vital role in your organization, and they’re not mutually exclusive. If anything, they’re complementary. 

During our interview with Gerry Crispin, the Candidate Experience specialist discussed the rising trends in Talent Acquisition. Every year, the expert conducts a panel discussion in which he interviews brilliant, young professionals. 

Crispin came to the realization that there’s a growing need for both mentors and coaches to accompany the new star talent on their path: a mentor can convince them that they’ve chosen the right organization to work for, and a coach can make them stay in the long run. Both are important figures whose relevance is connected to the career stage the employee or entrepreneur is facing. 

Therefore we can state that an important difference between mentorship and coaching is related to the stage of the workers’ career lifecycle they touch: in one’s early stage, there’s the need for a seasoned mentor to respond to basic concerns and challenges – someone who can offer broader advice and connections for the mentee to grow. It’s at a more mature stage that the employee or entrepreneur faces more granular and nuanced issues.

Insight from Gerry Crispin interview

When Gerry Crispin asked them about what excites them about their current position, the young professionals involved in his panel discussion mentioned a mentor: the one figure who can help them navigate the job, as well as the company culture. The mentee can benefit from the relationship by understanding how influence takes place, and how decisions are made, among other things.

This increasing desire to have mentor springs from a “recognition on the part of bright, young people coming into the workforce that they haven’t had all the kinds of experiences they need in order to succeed in a certain job,” says Crispin. This tells us that companies need to start curating the kind of information that allows people to understand clearly what is expected in order to be successful within the organization.  

During his panel discussion, Gerry Crispin also asked the five young professionals involved what their current company would have to do to keep them working for them in two years’ time. The answer was unanimous. If they don’t have a coach by then, it’s time to leave.

If at the beginning of their career they want someone to help them succeed where they are, in the present, a coach helps the brilliant, young workforce better understand where they want to be in the future, and what their path could look like.

“You’re going to have to chop down some trees in the woods to figure out what your path is going to be in a world that is changing this rapidly.”, says Gerry Crispin. And this desire on the part of the new workforce is a sign that employers need to focus on internal mobility. 

“Career success is more than an individual thing – a collective of people who care about each other and are helping each other be successful. Most companies do not describe themselves as a community. They’re going to have to think about that.”

In “Why Mentoring Matters in a Hypercompetitive World“, we read how Professional Service Firms (PSFs) lacking the collegiality and the sense of partnership that they had in their early days will struggle to recruit – let alone retain – the talent that they need to survive. “Young professionals are still looking for mentors who can give them advice, encouragement, and space to grow.”
When looking at Professional Service Firms, the relationships between more senior and junior employees, which was once based on solemn agreements, now shifted to having a contractual nature. The reason for this change is the strain put on corporations by the global market, which caused investments in mentoring programs to atrophy. When the competition got fierce, something had to give, resulting in either lower quality or total absence of mentoring programs. The issue is that the younger generations of employees aren’t as loyal as their predecessors, and will only stay until a better offer comes along.

A Harvard Business Review- and Oxford Economics study confirms the need for coaching. “1,400 Millennials told us they want more feedback from their managers”, says Karie Willyerd in Millennials Want to Be Coached at Work. “Their number one source of development is their manager, but only 46% agreed that their managers delivered on their expectation for feedback.” One of them said “I would like to move ahead in my career. And to do that, it’s very important to be in touch with my manager, constantly getting coaching and feedback from him so that I can be more efficient and proficient.” 

Now, onto the benefits. Why are mentoring- and coaching programs truly worth the investment, you ask?

The article “The ROI of Mentoring Young Talent” says that mentions of ROI can cloud conversations on mentoring, but instilling legacy knowledge in another team member cannot easily be quantified. On top of that, the mentor-mentee relationship can be a two-way street. The mentor could, for instance, benefit from it by developing their own leadership and managerial skills, gaining recognition, reinforcing their knowledge of the matter at hand, and enhancing their CV, just to mention a few perks.

What is undeniable is that the impact of both mentoring and coaching the overall company can be profound, with a humbling and inspiring effect. A study found that leadership coaching can deliver an ROI of 5.7 times the cost.

Another research had thirty-one managers undergo a managerial training program followed by one-on-one executive coaching. The training increased productivity by 22.4%, and the coaching improved it by 88%!

The International Coach Federation also gathered interesting data: the executives and entrepreneurs using a business coach can increase their net income by 46% on average. 62.4% of the sample developed a more intelligent goal-setting, 57.1% experienced lowered anxiety levels, 52.4% saw their self-confidence increase, and 43.3% saw improvement in their personal satisfaction.

An example of mentoring success can, instead, be found in the University of California’s study: their mentoring program for new teachers returned $1.5 dollars per $1 spent. 

“Mentoring and coaching should be considered a perk of any job,” writes Jennifer Zeidler. “While free lunches and gym memberships are certainly good for recruitment and company culture, younger professionals actually prefer coaching over any other benefit.”

Yet, although seeing a dramatic increase in the overall number of business coaches, making up for an industry worth $2.4B in the U.S. alone, over 40% of organizations haven’t yet adopted coaching as part of their process.

And coaching programs aren’t the only ones being underutilized.

Around 70% of Fortune 500 companies already do have a mentoring program, but not everyone is doing it properly. Some of these mentoring programs are based on old ideas of how jobs and careers work. Some only include the top 20% of their younger hires, whereas all the professionals in your company need mentoring that’s customized to their individual needs. Regardless of what the issue is, poor mentoring programs lead to strong emotional and behavioral responses in your workforce.

During an interview, Amy Zimmerman, Head of People Operations at Kabbage, said: “Businesses have a great opportunity to provide everyone in their company the benefit of mentorship — from the founders to the interns. The data shows such mentorship can be critical for success. We offer this perk at Kabbage and have seen great success with it. It’s also an affordable benefit that businesses can easily leverage.”
Especially in smaller firms, a commitment to training and development can be a differentiator in markets in which usually the higher salary got the better candidate: it can help you attract the top talent you need. The same talent you’ll want to retain, especially when considering how expensive employee turnover truly is, with total costs ranging from 90% to 200% of your employee’s annual salary.

In his book Evidence-Based Recruiting, Atta Tarki claims from the very foreword that the key to maintaining a sustainable advantage in today’s economy is talent. Not even average talent, but star talent. You want the top performers to work for your organization! It’s vital to know how to attract star performers like the ones that Atta Tarki refers to. You do so by offering them attractive positions for their needs to be met. But that alone won’t cut it. You must also welcome the talent in your organization with top-notch Candidate Experience, and learn how to retain them! Only this way, you’ll take care of your People Experience from hire to retire, securing their valuable presence at your company.

Star performers’ desire for mentoring and coaching is on the rise, and the benefits of investing in both are clear. So, what are you waiting for? It’s your time to lead the way. 

We’ve Partnered with Salesforce and Connexys

We’ve Partnered with Salesforce and Connexys

At Starred, we strongly believe in the importance of feedback. Our tool lets you improve on your People Experience, from hire to retire – integrating with your Salesforce CRM and Bullhorn Connexys ATS will certainly help you get better results in terms of Employee Engagement and Candidate Experience. 

It is then with excitement that we announce our partnership with Salesforce, the world’s #1 CRM solution, and Connexys.

You access Starred’s AppExchange listing here

Starred’s AppExchange listing

Here are some of the ways you can use Starred Salesforce integration:

Service Cloud

If you use Salesforce Service Cloud, you can integrate with Starred to automatically send out feedback invites once a Salesforce Case has been resolved. 

Sales Cloud

If you are using Salesforce Sales Cloud, you can integrate with Starred to automatically send out feedback invites once a Salesforce Account is updated.

Bullhorn Connexys

Our AppExchange listing isn’t just good news for the Salesforce CRM users.
Bullhorn Connexys users can equally rejoice. They can now use the Starred integration to automate their Candidate Experience feedback process.
The benefits? You can set up workflows to automatically send feedback invites to candidates and hiring managers at all the relevant key touchpoints of the Candidate Journey.

How to Get Started?

You can easily integrate with Salesforce CRM or Bullhorn Connexys by accessing Starred Connect from your Starred account. Both Salesforce and Bullhorn Connexys integrations use OAuth as an authentication method which offers an easy integration process. 

What is Salesforce?

Salesforce is a customer relationship management solution that brings companies and customers together. It’s one integrated CRM platform that gives all your departments — including marketing, sales, commerce, and service — a single, shared view of every customer.

What is Bullhorn Connexys?

Bullhorn Connexys ATS is built on the Salesforce Platform which has robust and secure architecture trusted by companies around the world, including those in the most heavily regulated industries.


What are you waiting for? Request a demo and try us out! 
To visit the Salesforce integration page click here, whereas you can find the Connexys integration page at this link.
In case you have any questions, feel free to reach out to support@starred.com.

Are You Ready for Our Starred-Speakap Integration?

Are You Ready for Our Starred-Speakap Integration?

What is Speakap?

Most organizations cannot reach and engage with their key frontline employees – those who lack a business PC, business phone, or business email address. The desk-less employees, so to say. Speakap saves the day: their app makes your internal communications effortless.

Our Integration

We have recently integrated with their software, to allow you to take your Employee Engagement to the next level!
Our feedback forms are automatically triggered. They allow you to measure the level of satisfaction of your workforce on a daily, weekly, monthly basis, or, really, any time you want! 

 

You have complete control over when and how to measure your Employee Engagement. We don’t stop at NPS – we go beyond, to help you understand the drivers of potential workforce dissatisfaction. Thus, we offer several types of questions, multiple templates that have been tested for a maximum response rate, and several visualization modalities. Do you want all the questions on the same page, or displayed separately? We will advise you based on the form you’re sending, and let you free to experiment and decide. Your forms will be branded and customized. You can insert your logo, and upload your background image of choice, too.

As our integration plugs right into Speakap, you won’t have to bother with any extra admin, and once the surveys have been created, perhaps using one of the many benchmarked templates we offer, you will be able to sit back and watch the data stream in. 

But what good does it do to measure something, if you don’t know what to do with the numbers? Let us help you with that. 

You will be able to identify relevant information in the glimpse of an eye thanks to our reporting. Our priority matrix will rank your actionable insights based on their impact to leave little to the imagination.

G-Star RAW is using our Speakap-Starred integration. Their thoughts?

At G-Star RAW, they use the Speakap integration to reach employees in 15 countries around the world, measuring their engagement in both retail stores and head offices.

What are you waiting for? Request a demo and try us out!
To visit the integration page, click here.
In case you have any questions, feel free to reach out to support@starred.com.

Hiring Success Victory: the Road to the First Place

Hiring Success Victory: the Road to the First Place

The Hackathon

The Schedule

On the 28th of August, at 9 in the morning, 14 people from our Amsterdam office sat down at the breakfast table and enjoyed croissants and fresh juice while chatting about this and that. Shortly after, they’d be introduced to their next feat. The 2nd Starred hackathon was about to start. During the following 2 days, the participants would split into teams of four-to-five people and build an innovative integration with SmartRecruiters. We would show the fruits of our labor at the Hiring Success event in the form of a demo.

The Teams

Us employees could pick which team we wanted to be part of: the only pre-determined things were the tracks, track owners, and goals. 

The first track was: Build. Its goals were to develop the MVP for the SmartRecruiters Candidate Experience integration and take care of the whole integration planning.

The second team was: Acquire. This team was to define the value proposition, build a landing page for the integration, signal the presence of the latter on Starred’s website, generate ad creatives, other than merch and branding for the event. 

Finally, the third track: Retain. This team was going to manage customer on-boarding, long-term strategy, and research marketplace, profile the competition and identify the customer persona. 

Showing Our True Colors: Our Values, their Application, and the Element of Fun

If you’re familiar with our company, you’re well-aware of how we care about our 5 core principles. Which ones are they?

Starred’s 5 Core Values


We took this challenging event as an opportunity to grow professionally and have fun. This led to people taking on roles they don’t usually cover, which, alongside our values, resulted in an incredible output.

An example of this was well-represented by Arthur’s contribution. Arthur is our Senior Back-End Developer, who decided to join the Acquire (Marketing) team. His creative approach paved the way for easier identification of our targets for sponsored campaigns. This all happened thanks to knowledge outside the marketing sphere. The results? Arthur did the work that would’ve taken a sales employee three months in a little over 45 minutes.

Not only the temporary team change led to better results, but it also increased the morale and gave us all new bonding opportunities: we could get to know those colleagues we rarely work with a little more.

We also saw other behaviors that could’ve been attributed to our pillars. Arthur used “Take Ownership” by unburdening his team through unorthodox approaches and knowledge that was unbeknownst to the team. He also applied the value “Work Smarter” by automating repetitive tasks, which led to higher productivity.

Furthermore, the whole hackathon was based on the two values, “Embrace and Drive Change,” and “Building Together.” In fact, all the 14 participants embraced new opportunities, knowing that speed would’ve been a crucial element of the feat; they also had the courage to spark change and had the determination to develop their role through a team switch. Finally, since the effort was team-based, we took the opportunity to work with one another on the great ideas we had.

Winners and Results

We most certainly did not forget to have fun! The hackathon lasted for two days. We started on the 28th of August around 9 in the morning, and at 4 pm the following day, the three teams presented their achieved results.
At the end of the first day, as we usually do, we got some celebratory pizza on Starred to conclude the day with a smile and some chats. And at the end of the second, the Acquire team was elected as the winner, and we all celebrated with beers.
It was so inspiring and refreshing for the rest of the team to watch us at work, that we had several requests from other employees, asking to take part in the next hackathon. 

The Hackathon winning team: Acquire.
Andrea, Berta, Arthur, Ignacio, Elena, and Romina

The Outcome

What did we produce? Our project consisted of an integration that lets recruiters work on their Candidate Experience by simply automating feedback from their ATS, being, namely, SmartRecruiters.
As the solution is optimized for recruiters and HR professionals, it’s very user-friendly. Furthermore, it is an automated tool, and, therefore, requires minimal admin, all while avoiding human error.
It is customizable and scalable. And it also offers some peculiar perks. For instance, you can use custom URLs to redirect your respondents once they have filled in the form. Happy candidates? Redirect them to your Glassdoor page, where they can leave you a good review.

The Event: Hiring Success

On the 10th and 11th of September, SmartRecruiters held the event Hiring Success ‘19 EU in Amsterdam.
The 1500 attendants came from 31 countries, in order to “discuss the state of the recruitment industry and the shape of things to come.” They attended lectures by over 100 speeches by thought leaders and personalities with relevant positions in the industry.

The Event Schedule

The event was structured like so:
– Other than Starred, 18 other companies took part in the hackathon
– During the said hackathon, every company had to build a solution utilizing SmartRecruiters’ API
– The achieved solution was shared with the SmartRecruiters committee one week before the event took place
– Every company had a booth gave 2-minute-long demos to convince the attendants of the value of their solution
– The attendants were all attributed 1000 Wow-Points. The Wow-Points were the event’s play money, which the attendants used to invest in the competing company they liked the most

Mark, Marguerite, and Khizar representing the team at Hiring Success

The Most Interesting Remarks

Four people from our Amsterdam office represented us at the Hiring Success event. 

Precisely, our Founder/CEO Lars Van Wieren, Chief Revenue Officer Mark Berendsen, Customer Success Manager Marguerite Caycedo, and our Product Manager API & Integrations Khizar Naeem

Marguerite’s contribute was especially precious in interacting with the crowd and gaining as many Wow-Points as possible.
But most importantly, they allowed us to introduce ourselves to the crowd and listen to their needs.

Marguerite and Khizar ready for the demos


The questions we were asked, and the comments they directed at us were quite insightful:

Some of the most relevant comments and questions directed at us during the Hiring Success event

The Finale – Victories, and Learnings

Our answers must have been satisfying, as we were selected among the 3 companies who were invested in the most. We received the most Wow-Points, followed by Survale and Rhaegal.
Once on the stage, each company was allowed a 2-minute-long demo to present their solution in front of a jury.
The judges were: Geert-Jan Waasdorp – CEO at the Intelligence Group, Anna Brandt – Global Head of TA / Community OPS at Uber, and Hung Lee – Co-founder & CEO at Workshape.io.

When it came to Starred, our teammate Khizar showcased our results with a few seconds to spare, blowing the jury away.
The Starred integration was selected as the best competing solution for hiring success! 

Adriana, James, and Mo: the UK team watching the streaming of the final speech

After the happy announcement, the event was concluded by some feedback from Geert-Jan Waasdorp:

“This kind of tooling is a no-brainer for everyone in recruitment. It gives you instant feedback, and I loved the Glassdoor connection.”

Geert-Jan Waasdorp, CEO at the Intelligence Group



We’re very proud of these results, especially considering they’ve been achieved through our team-effort in less than two working days! 

Khizar holding our award

Other than for the clear victory at the Hiring Success event, the hackathon was an equal success. It was the second one we organized, and surely the second one of many more.
Our enthusiasm infected more and more of Starred’s employees and they asked to be able to join in during the next edition of the Starred hackathon. Our effort combined high productivity, bonding, and a generous pinch of great fun. What better ingredients for an explosive success?

Recruitment Technology: All the Tools You Need in 2020

Recruitment Technology: All the Tools You Need in 2020

Recruitment technology: what is it? By this term, we indicate a group of tools and platforms that can help recruiters and HR specialists in their pursuit of better results.

In this article, we will list some of the best tools and platforms on the market. Those that will shape the future of Talent Acquisition.
But first, let us explain why these instruments will be more and more important to your career.

The name Olivia Bland still brings a shudder to many in HR. This is the 22-year-old writer who, earlier this year, went viral on Twitter. She used the social to report her experience of a distressing interview for a job, where she had applied as a communications assistant. She pulled no punches in her description of the pressure the CEO of the company put her under. Her posts earned 39,000 re-tweets and 133,000 likes.

Social media had transformed marketing. Now, it put a rocket under the practice of recruitment. Candidates are no longer powerless, waiting to hear if you chose them for the role. The internet arms them with information and the opportunity to bring transparency to the recruitment process. The unsuspecting employer criticized by Olivia Bland discovered this to its cost.
To learn more about Candidate Experience and how to perfect it, we recommend you to read our Ultimate Guide to Candidate Experience Feedback.

Just as it presents threats, the digital world can also aid Talent Acquisition (TA). And savvy employers know it. The market is getting extremely competitive. A whole new host of recruitment tech tools help companies compete for the best candidates in the market. The tech sector is the epitome of this problem. Imagine: there are something like five job openings for each available software developer.

There’s also an increasing drive towards automation in HR. This process offers the chance to save considerable amounts of time and resources. Talent Acquisition Directors are to focus on more value-added activities. The vast majority of the recruitment tech tools across the TA landscape are geared towards this. The increasing sophistication of AI and machine learning means we’re still scratching the surface. So what can automation do for recruitment?

Finally, as Olivia Bland’s experience demonstrated, the whole process of TA is becoming highly visible. Social media, including specialist sites like Glassdoor, allow for interviews and other assessment processes to become almost reality-TV fodder. Interviewers are in the spotlight like never before. So HR managers are being forced to invest in the quality of thecandidate experience. This is another area where new digital tools and platforms are offering potential.

The previous elements have combined to create an incredibly complex TA landscape. We will list the nine main types of recruitment tech tools and software every Talent Acquisition Director should have on their radar below.

Recruitment technology brand landscape
Our brand landscape helps you visualize the most relevant recruitment tech tools and platforms, ordered by size and divided per category

1. Are you out there?

TA isn’t something that only kicks in when you have a vacancy. Smart recruiters now understand. A plethora of recruitment tech platforms now allows HR executives to use a far more strategic approach to attracting the best people.

Applicant Tracking Software (ATS) tools like SmartRecruiters have emerged in recent years. They help organizations streamline and automate their recruitment marketing activities. This saves them huge amounts of time and resources previously spent on admin. The benefit is that TA teams can now focus their time on the ‘human’ jobs requiring judgment.

Then we have Candidate Relationship Marketing (CRM) platforms for recruiters. Some examples are Beamery, Recruitee, and Talemetry. They post job listings on the most relevant sites or social media platforms. They also track ad views, clicks, and applications received. These are a step beyond a more traditional ATS, only organizing current applicants. The latest incarnation is a more sophisticated system containing passive and active candidates. They also include anyone who has ever applied to the company.

TalentLyft specializes in building long-term relationships well before a specific role might exist. This allows recruiters to keep a watching brief on candidates that might be a good match in a few years.

Yello has an interesting specialism. It offers TA teams the ability to target specific candidate communities. These include those it describes as diverse, students and government workers.

2. Hunting high and low

HR has moved on from the days when you posted a job ad and hoped the right candidate would spot it. Competition for the best candidates means teams are employing a range of recruitment tech tools. The latter helps them proactively search and analyze a potential employee’s suitability for a role.

Digital tools can search thousands of databases, and millions of candidate profiles. The purpose is to find the right person and get in touch with them. The best candidate may well be someone who isn’t necessarily looking to switch jobs. But they could spot your opportunity on their Facebook feed and change their minds.

Woo has built its own database (called Helena) of more than 50,000 tech professionals. These people are passively looking for certain roles. This tool can then do the job of accurately matching them up with your vacancy, and delivering you a pre-screened shortlist. TalentBin is another useful resource for tracking down tech talent. It integrates all publicly available social content posted by potential tech candidates into one platform. This allows you to use this info to then analyze suitability for a role.

GoAvrio’s FitScore grades online candidate profiles on the extent to which they match a vacancy using AI technology.

3. Are you the one for me?

If you’ve faced that pile of CVs you know how it feels. Finding the perfect candidate in a sea of applicants is time-consuming and difficult. Digital tools nowadays take over the more rational part of the screening process. They also handle the admin associated with contacting, interviewing, and assessing.

Chatbots can cut traveling and interviewing time. Furthermore, they keep candidates engaged at each point of the recruitment process. They do so by offering information to the job applicants.

Candidate engagement tech company Meet & Engage offers a variety of services. Among them, the ability for candidates to hear from current employees via a live-chat. They integrate a chatbot into parts of the recruitment process as well. This increases its appeal to candidates.

Then there are other AI tools, like Recruiterbox and Cubiks. These analyze information including CVs and assessments. The purpose is to work out candidates’ suitability for a particular role. Ideal also tracks and analyses chatbot activity

4. Talk to me

A new generation of platforms and communication media are transforming interviews. These offer increased efficiency and better evaluation.

Rather than meeting each candidate face to face, companies could access Wepow or Spark Hire. Platforms like these set up video interviews. The potential employees can record their answers to interview questions. This gives them the freedom to complete this at a time and place of their choice.

Pre-recorded video interviewing also saves recruiters a lot of time. This allows them to see many more candidates than they’d otherwise be able to.

Finally, this offers extra evaluation potential. HireVue has an interesting tool. It analyzes body language and use of words, aiding the candidate screening process.

5. Checking you out

Reference-checking is a fundamental yet tedious part of the recruitment process. Luckily, it is now ripe for automating.

Companies including Zinc, Xref and Veriteq contact referees by email. They direct them to a website to anonymously answer questions about the candidate’s skills level and conduct. Specialist tools like Procius offer criminal-records-checking too. Some, as Checkster, go one step further. They integrate reference information with the later performance data for an employee. As a consequence, they offer the ability to learn from the accuracy of references.

These type of recruitment tech tools can save plenty of time and money. Yet, automating reference checking has potential limitations. You could miss the vagaries of tone the human ear can pick. These might prompt a follow-up question eliciting crucial information about a candidate.

6. How was it for you?

As detailed at the start of this paper, it is now easy for disgruntled candidates to share details of their recruitment process online. This presents a real danger to the company’s brand. It makes it much harder to recruit in the future and could also impact sales.

Recent years have seen TA professionals investing in measuring their candidates’ experience. How well did their potential employees perceive their recruitment process? Candidate NPS has emerged from the original Net Promoter Score (NPS) system. The new version simply asks candidates how likely they would be to recommend the company to a friend.

Tech help has also emerged in the form of candidate feedback tools. SurveyMonkey and Survale measure and assess the candidate experience. (And Survale also measures how employees feel). Companies can unveil their mistakes, and act upon it before they create a public problem. Great Recruiters measures candidate experience for recruitment agencies.

Starred has taken the measurement of candidate experience to the next level. Their platform can also track the experiences of customers and employees. Thus, it offers a 360-degree view of your brand reputation. This platform can then be integrated into any CRM system your company uses. It also promises ‘military-grade’ encryption to ensure all that data remains secure. 

7. Show me your worth

Recruiters use aptitude testing to derive more dynamic information on candidates than they say about themselves, and it is one of the simpler TA tasks to automate. Testportal and TestCandidates offer a range of different types of tests for recruiters to send their candidates. Hundred5 manages to pre-filter applicants by serving up tests before they have even sent in their application.

Equalture has an interesting twist on the testing format. They created games that also test candidates on a variety of metrics. This makes the assessment process much more engaging.

Tazio and Harver offer tests as part of more integrated platforms. They include video interviewing and candidate experience feedback. Harver’s tests range from language and personality to cultural fit and situational judgment.

8. Creating a corporate coat of many colors

The economic case for a diverse workforce is now well-acknowledged, if not universally acted-upon. Companies feel the scrutiny from employees, customers, and other stakeholders more and more. For this reason, they’ve sought ways to erase unconscious bias from recruitment practices.

Many recruitment tech tools employing AI are currently helping anonymizing applications as a basic. Without names, ages or pictures, recruiters can only judge on a candidate’s skills, knowledge, and experience.

Blendoor has built a database of diverse candidates that are then presented to recruiters anonymously. It also benchmarks the company’s diversity ‘rating’ against others. This gives you an idea of how well you are doing.

Gap Jumpers and Beapplied offer the facility to analyze companies’ recruitment practices. The purpose is to work out where the particular biases happen. One of the easiest targets is often to take a fresh look at the language used in job ads. Is it only appealing to one gender?

Roikoi bases its business around asking a company’s current employees who they know that they would like to work with. Afterwards, it evolves a recruitment system around this. By asking employees from the communities it is under-represented in, it can build diversity across the board.

9. You’re hooked

Research from Bright Network found 88% of graduates would reject an offer they have already accepted for a better one.

So it’s not surprising that recruiters now invest significant resources into ensuring they won’t get ghosted. Recruitment tech tools including Appical help companies to keep candidates engaged during the ‘pre-boarding’ phase. They do so by connecting them with current employees. This gives them an insight into how it feels to work at the company. Greenhouse also does this, as part of its more over-arching Applicant Tracking Software (ATS).

The ‘on-boarding’ phase is the process by which the new employee is actively introduced to their role. Digital platforms like Eloomi can now be a great help in planning training. They also manage introductions to key colleagues and tech support.

Not that it ends there. Platforms including Enboarder can manage communications with the new employee and beyond. They aid managers to keep eliciting and responding to feedback from them. This is where tech can really help improve relationships, raising retention rates.

Recruitment Technology: Looking ahead

It’s clear that no recruiter with a reasonable budget for technology now needs to be doing any of the admin.

The past few years have yielded plenty of useful recruitment tech tools for automating the more routine TA tasks. The many that use complex AI tech also help with decision-making.

Move forward a few years and the digital possibilities will multiply. The opportunities will benefit both recruiter and candidate. Let’s consider the case in which a candidate applied to multiple positions. AI could scan a CV, compare it to the available positions and suggest an even more suitable role. These new insights delivered from AI and Machine Learning will also change the nature of TA. It’s possible they’ll make the job much more strategic in its improvements to candidate experience.

It won’t all be plain sailing. The more information about candidates that is available online and accessed by TA teams raises the chances of overstepping the EU’s General Data Protection Regulations. Keeping an eye on how this regulation is applied and altered will be a key task for recruiters and their tech partners.

Finally, as TA teams add more and more tools to their armoury, the need to integrate them into one system will only grow. A key question for recruiters will be – are the companies behind these tools Application Programming Interface (API)-first? Put simply, have they been designed to talk to each other? This will let recruiters select a few different systems to use together. Some, including Bullhorn and Greenhouse, have already developed impressive Applicant Tracking Systems (ATS) that can act as a hub of TA tech activity.

The next few years may well see the emergence of a few ‘superbrands’ of recruiter tech. For now though, the market is busy with opportunities for those who want to explore new ways of improving their talent acquisition.

When a Party Means So Much More

When a Party Means So Much More

On the 18th of July at 1:50 pm, our founder reminded us of the location of our meeting.
“In ten minutes sharp, we will meet on the side of the canal opposite the office!”.
We were about to go on a boat ride. 

Our employees enjoyed a picnic on the boat while crisscrossing through numerous Amsterdam canals – final destination: Amstel park. 

We did not know what to expect for this year’s Summer Party; we just knew we were going to have a great time. 

Other than the beauty of the park, that we cheerfully admired during a mini-train ride, we enjoyed a few hours of mini-golf, split into teams. But the most important part was just before that: the Starred Values Awards. 

First of all, what are our values? If you’re familiar with us, you already know we have a set of 5 core values that we strongly identify with. They represent every single thing that is great about us, and everything we need to be able to grow and develop our performance, both singularly, and as a team. 

Starred’s Values Wall

Our key goals are the following: 

  1. Work Smarter, which means that we like to automate repetitive tasks, we focus on being highly productive, we feel a great sense of urgency, we respect our time and our colleagues’ too, and since the company is very flexible towards us, we like to reciprocate. 
  2. Building Together: we align our tasks with the team’s goals, share our work early and often, work with others on great ideas, seek what’s best for the company and truly feel like we’re part of a team.  
  3. Embrace and Drive Change, because we embrace new opportunities, we try and be fast, in our work, and as a company – we’re brave enough to change things when there are better options, we’re optimistic and always eager to learn.  
  4. Start with the Human, which means being caring, and being honest, both in our intention, actions, and words – we always try to be kind and take care of our workspace.
  5. Take Ownership: we own the job and take action when we see problems, we try and unburden our colleagues, we assemble teams when needed, and we always come with positive intent.

We are so proud of these values that we dedicated a whole wall to them. And underneath them, a Polaroid for each employee, taken on their first Friday at the company, during the small celebration we throw for them. 

Whenever someone does something impressive and reflecting the values, we leave a post-it note underneath their picture, either signed or anonymous. 

It’s very encouraging to feel recognized for one’s hard work, and it’s heart-warming to read the sometimes unexpected congratulations a colleague left there for us. 

We have our own of value-inspired custom-emojis for our group chat messages – when we do something representing the value, we’re recognized for it even on Slack. 

“But what if we could do more?”, thought our founder Lars Van Wieren.  

He’d predicted that with our growth, a deepening of the values would follow. And so, twice a year, we gather and spend a day altogether: Dutch and British team. 

We do some fun activities that allow us to bond, refresh us, and reminds us of the wonderful people we work with. But we also recognize each others’ value more, and in an official way. 

Since our previous Christmas Party, Lars Van Wieren organized the Starred Values Awards. It made the employees so happy, that it became a new tradition, and we repeated it during our Summer Party, too. This one will stick!

“It’s a great occasion for our employees to remember our values and how we live them,” said Lars Van Wieren, “and showcase great examples of how their colleagues embodied them throughout the previous 6 months. It also focuses on inclusion, which I think is crucial.”

“It’s fundamental for everyone who did a great work to be seen, and we tried to make this fun.”

The process works like this: before the party, our founder and an employee gather the complimenting post-its from the Values Wall, divided by name. The most relevant comments are then gathered – that is, those best-reflecting the Starred values.

Usually, two or three people get selected for each value, and they become candidates. 

“We try and make it so that there isn’t one person that is recognized for many awards so that each overachiever is awarded once. We do this because we think we should shine a light on every person that performed extraordinarily well.”

Then the ceremony proceeds like so: the founder gathers all the employees around, and our Business Analyst Phil stands next to him with his Applause-o-meter

The way we came up with it was easy – Lars V.W. thought it would only be fair that the winning candidates would be selected on the basis of the amount of noise the employees would make through clapping and cheering for them. We wanted the vote to be democratic, and fizzy too. 

The Applause-o-meter is simply a very precise Decibel meter. It allows us to measure noise the best we can. 

“When we awarded our employees for the first time”, says Lars V.W. with a smile on his face, “everyone was making so much noise through clapping and cheering on, that some colleagues from 3 floors below asked us to kindly be quieter!”. 

We also introduced a prize for Best Newcomer – in the last semester, we hired 3 people and wanted them to feel recognized for their great on-boarding. 

The winners for this Summer Party’s edition were:

Work SmarterDimitriy Remerov “for saving the day for our Customer Happiness Management (CHM) employees by creating a query that let them find the information they needed way faster.” 

Building TogetherRomina Gomez and Berta Anna Kormany “for creating our integrations pages at a very fast pace, for the smooth on-boarding of Berta and for seamlessly working side-by-side on the design takeover.”

Embrace & Drive ChangeGijs van Lammeren “for taking the lead in our platform transformation and helping us migrate to serverless.”

Start With the Human Niels van der Veen “for being the empathic and cool bridge between the Tech Department and CHM.”

Take OwnershipElena Galli “for taking over content and social media management quickly and with great results.” 

Best Newcomer Marcella Pama “for being such an A-Player since their very beginning at the company.”

To conclude, a couple of quotes from two of the winners. 

Marcella Pama: “It was so flattering to be nominated. The ceremony had nothing to do with winning, we’re not in competition against each other, but I definitely saw how everyone supported their colleagues, and it was really nice! I can see how it was a bonding experience. And if you win, you get to keep your award on your desk for a semester – which will for sure encourage you to work well.”

Romina Gomez: “The Summer Party was a very clear example of how our C-level management really cares about the culture, and about their employees. I was there for the Christmas Party too, so this was the second Starred Value Awards event. I must say, it’s so good to see how it motivates my colleagues and me, but it’s more about the ride than the destination. The prize is… just a prize, but it makes you remember the values, and no-one ever gets upset if they don’t win this round. But they’ll do their best to make it 6 months later!”

It was indeed a really good experience, on which we will build upon. Happy employees are engaged employees

And about the golfing, these are a few moments we do not want to forget.

Some of us realized we made a right career choice by not pursuing professional golf.

Some of us found creative ways to bring good scores home.

And some others found solace in alternative activities.

Cheers!

The Starred Team

Candidate Experience Metrics: Which Are the Most Relevant?

Candidate Experience Metrics: Which Are the Most Relevant?

Depending on your issue there will be many ways to gather insight. Let’s present some valuable Candidate Experience metrics for you to use.

But first of all, let’s divide them into 3 categories. Firstly, you have metrics you can gather without interacting with the candidates. Secondly, you have cNPS: you ask your candidates how likely they are to recommend you to their network. Thirdly, there are surveys activated by your candidates’ stage in the application or selection funnel.

The Quantitative Metrics

Onto the metrics you can calculate by yourself, I will provide you with a list. Many of these metrics are very well illustrated in the article “Complete Guide to Tracking the Right Recruitment Metrics“.

They are divided into three categories. That is to say: time-related, cost-related and quality-related. The two relevant categories for Candidate Experience are the time- and quality-related ones.

Time-Related Metrics

Candidate Experience Time-related Metrics

It is important to keep the application process short. A metric could thus be the application time. How long does it take for the candidate to apply? You can check it by trying to apply to a specific job vacancy.

Certainly, don’t ask the candidates questions that the CV you made them upload already answers to.

Time to hire. This is a very common metric among recruiters. How long does the process take, from the start until the signature of the contract.

While being crucial, it is also a bit too broad. You can segment it further. To do so, divide it into groups of candidates. There are existing employees, employee referrals, candidates who applied online, and headhunter candidates. Are your recruiters investing their energies in a different way per different category?

Time to accept tells us how long it takes for a candidate to accept an offer, either verbally or in written form. You calculate it from the moment in which the contract has been approved by the business.

Out of all the selected candidates, how many accept the offer with close to no hesitation?

Bring clarity to the candidates before offering a contract to reduce this value.

Time to inform. This metric is particularly relevant for candidate experience. How much time goes by from the most recent step in the recruitment process to when the candidate is given an offer or sent away?

Beware – being too quick in telling a candidate off can be counter-productive. For instance, that is when you do it immediately after their interview. On the other hand, it is necessary to be quick in communicating your decisions to them. If you leave candidates in the dark for too long, chances are that they will find new jobs.

How much time it takes a candidate to move to the next step of the recruitment process, on average? You can find out by calculating time per stage.

This metric lets you see potential insufficiencies in your process.

As much as time is relevant, compromising on quality can be costly. As a consequence, finding candidates can be harder. Or perhaps, the quality of your pool of options won’t match the vacancy.

Quality-Related Metrics

Candidate Experience Quality-related Metrics

To understand how popular the role is, you can look at the number of applicants per open position. This should give you a pulse of how interesting your vacancies are. If it’s really bad, perhaps it would be time to alter your marketing efforts.

To be more specific, you could check your page conversion rate. Out of all the job vacancy’s landing page visitors, how many applied for that position. It is easy to calculate and lets you understand how appealing your communication was. For a specific time frame, you apply the following formula.

Candidate Experience Metrics - Page conversion rate

A metric you could try and follow is the abandonment or completion rate. What is the percentage of candidates that started applying but didn’t go through with it? Or, how many candidates finished applying?

Your contact rate tells you, out of all the applicants, how many you reached. It is important to make your candidates aware of the stage of the process they’re in.

How engaged are your candidates, in your communication? To find out, you can calculate the candidate response rate. The formula is as follows:

Candidate Experience Metrics - Candidate Response Rate

Submission to acceptance rate helps us calculate the number of qualified candidates. This shows you how high is the quality of candidates attracted by your job posting. Out of all the candidates invited to an interview, how many were presented to the hiring manager? If the rate is low, you can make the vacancies more attractive to better-suited job-seekers.

How many candidates show up out of all the invited ones, in percentage? The present-to-interview metric lets you know how appealing your vacancy is.

To see how simple your process is, you can calculate the interview to hire ratio. A good benchmark would consist of 1-3 interviews per hired candidate.

Another useful metric can be the offer acceptance rate. If only a few people take the jobs when they’re offered a contract, there must be something wrong with your offer. It could be a lack of fit in terms of salary, role or even company.

Remember that the more human the process feels, the higher the odds that they’ll sign.

How many candidates work with you, after a certain amount of time? You can calculate retention to find out.

Is it too low? It could be due to poorly-selected candidates, bad onboarding or unsatisfactory working conditions. You can identify these reasons by gathering feedback. This can let you identify your Achilles’ heel. A great number of candidates leaving could be due to three issues. The first would be candidate selection. Then you have a poor onboarding, or bad work conditions quality.

The Candidate Net Promoter Score

cNPS or TPS let you gather crucial information about your candidates’ experience. This is an adaptation of the very well-known NPS. The acronyms stand for Candidate Net Promoter Score and Talent Promoter Score.

This metric poses one risk. The answers might be biased depending on when you gather the feedback. For one, if you were to ask before the selection, the candidate might shy out of being truthful.

cNPS, thoroughly analyzed in the article What is Net Promoter?“, is a management tool. It allows you to know how loyal your candidates. As a matter of fact, you would be asking them how likely they are to apply to your company or through your agency again.

In case you work for a talent acquisition team, there is an additional question you can ask. How likely are your rejected candidates to buy your company’s products again?

The Survey Questions

These are the questions you can ask to measure the quality of your candidates’ experience. We mentioned them in the 6th section of this article: “How do I gather Candidate Experience feedback in my recruitment processes?“.

You can send a first survey right after the candidates applied. You could use it to ask them about their application experience. Then you could get a full-funnel view after the selection process.

After you communicate the rejection, you might want to wait 30 days. This would help you reduce your respondents’ bias. In fact, their resentment for not having been offered the job might impact your results.

Conclusions

Now we’ve seen the 3 categories of CandE metrics. We’ve presented you with the fundamental ones for you to use. You now know how which tools to use to improve your Candidate Experience.

As you’ve seen, when you’re measuring candidate experience, there isn’t one metric that satisfies all your questions. You need to use a combination, instead.

In case you wanted to do a deeper study on the matter, we recommend you to read “What Kind of Metrics Should You Use to Improve Your Candidates’ Experience?“.

If you have any questions or comments, feel free to reach out to me via email!