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

Recruitment Technology: All the Tools You Need

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 CX has excellent ROI. With poor CX you won’t be earning precious candidate referrals, and you can expect to be spending a disproportionate amount of your time putting out...

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.

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...

Recruitment Technology: All the Tools You Need

Recruitment Technology: All the Tools You Need

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 CX has excellent ROI. With poor CX you won’t be earning precious candidate referrals, and you can expect to be spending a disproportionate amount of your time putting out...

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...

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...

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...

Recruitment Technology: All the Tools You Need

Recruitment Technology: All the Tools You Need

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 CX has excellent ROI. With poor CX you won’t be earning precious candidate referrals, and you can expect to be spending a disproportionate amount of your time putting out...

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.

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.

Recruitment Technology: All the Tools You Need

Recruitment Technology: All the Tools You Need

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 CX has excellent ROI. With poor CX you won’t be earning precious candidate referrals, and you can expect to be spending a disproportionate amount of your time putting out...

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.

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...

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.

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

Recruitment Technology: All the Tools You Need

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!

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 the respondent’s input ultimately provides a preview of how the experience or service can be refined, leveraged, maintained, or monitored. 

A single response does not give an idea of the whole picture. However, once you weave together all the data, you can start seeing a story, a story that will be brought to life in our Insights Gallery, which we’re proud to launch in Beta today. 

Data is a wonderful thing, but to fully see its value, it needs to be organized, segmented, and put through real-world filters, so that the picture becomes clearer.
Feedback is multi-faceted information: if it comes from a candidate applying to a job, a customer, a client, or an employee, feedback always has a different use-case.
When we set out to build the Insights Gallery, we did so with the goal of normalizing some use-cases for Candidate Experience. This is because the process is standardized, as in it’s always pertaining the application phase, up until the interview phase, and the participants are standardized, too: in fact, they are either Agencies or Corporate Recruiters.
With the Candidate Experience vertical in mind, we developed insight cards that provide you with a particular story. 

For example, the Recruiter Performance Matrix ties together the cNPS of Recruiters, based on the feedback collected at various stages of the recruitment pipeline. Tying these feedback points together and applying them to a segment, shows us which recruiters are providing a great customer experience. In addition, it gives us a clear idea of which parts of the process can be improved. It’s measurable, clear, and provides actionable intent.

To be very clear about the use cases and impact of these reporting insights, each report will display a page that gives you an overview of the insight details, and the cost, so that you will have a clear idea of the value you will receive.

For those of you in the Customer Feedback and Employee Engagement spaces, a custom reporting request can be submitted. It will see our team work with you to come up with the report that fits your specific use-case.

So, why are we launching this in Beta? The answer is simple: we want to get this to you, our customers, as soon as possible, because we already see the value that these insights can provide. 

Moreover, we are working on the technical implementation, to make these reports simple to purchase and use. 

During this Beta period, all reporting requests will be created by our BI Analyst, and we will share access to the reporting platform with you.
In the next few months, any report that is added to an account can be accessed in real-time, directly in the Starred application. 

This Beta phase will let us learn from each other. We will understand the various use cases and reporting needs you have, and these learnings will develop new reports into the Insights Gallery.We hope that, by combining your respondent data with advanced business intelligence, our Insights Gallery can be the start of something great.
In the end, we hope the insights provided by these reports lead to better candidate experience, satisfied customers, and engaged employees. As a feedback company, we will continue to listen to your needs for data insights and continually refine the reporting capabilities of our product to meet your needs. If there are insights that you think would be an interesting addition to our gallery, I would love to hear from you!

Feel free to send me comments or requests for new additions via email

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 understandable, think of  LEGO bricks.

There are more than 915 million possible combinations for six 2 x 4 LEGO bricks of the same color. 

A LEGO set contains bricks, plates, studs, tiles, and tiny human figurines. And you can re-use LEGO sets to build an unlimited variety of things. 

At Starred, we did precisely the same thing you’d do when playing with LEGO sets, but with our design system: we created our own bricks, that we could re-use for different projects. These bricks generate a variety of structures that look like they’re part of the same family.  We called this family Polestar. 

Logo of Starred Polestar Design System

Why Did We Build Our Own Design System?

We started working on our design system mainly because of four reasons:

  1. We are scaling up
  2. We needed consistency
  3. We needed to improve our teamwork
  4. Efficiency

We are scaling up

We want to continue growing as an organization and deliver a better product to more clients. One of the success factors for this is to have an effective design patterns’ repository: something that our co-workers from other locations can easily access, comment on, modify, and use. Our design system provides all necessary information for our new team members, too, so to make their onboarding easier and more efficient. 

We Needed Consistency

Consistency is a big issue when working on a large-scale product.
We want to improve the user experience with every new iteration. We continuously test new solutions and usage of patterns. As a result, there are always some pages with a legacy design on the platform. With the Polestar design system, we can minimize them because if we update one component, all of its copies automatically change.  The parts can be UI assets, behavioral patterns, or voice and tone snippets. Thanks to Polestar, we can now deliver cohesive, consistent user experiences, and our users started to learn and master the product faster.

We Needed to Improve Our Teamwork

Building a design system empowered our team to focus on people — not pixels.
The design team prepares the documentation that’s understandable and exhaustive for our developers. The documentation is also aligned with other departments. Our development team makes the components “in code”, which then become an integral part of the Polestar design system. 

QA tests are easier to perform because of the repetitive and more predictable patterns. We talk to each other much more often and give each other constructive feedback.  As a result, the whole process is more straightforward and meaningful for every participant.  

Efficiency

Our ambition is always to work more efficiently so that we can test more design solutions and deliver updates more often to our clients.  But efficiency doesn’t mean giving up on quality. Polestar allows us to prepare more iterations much faster, without the initial “carte blanche dilemma”: instead of trying to reinvent the wheel every time, we can re-use pre-existing design components. Every component you see on our platform is a copy of a “master component”. If, for example, we were to change the size of the font everywhere, we could adjust the master component, and everything would magically be aligned. 

The relation between time and effort in traditional design to development process vs. using the design system

Setting Up the Foundations

During one of the first meetings, we decided that we wanted to start building our design system organically, focusing on the low-hanging fruits, and developing it further when necessary. Before we started working on new components, we had investigated what we already had on our platform. We made a UI survey, and we mapped all the different components used at Starred. We made hundreds of screenshots in order to capture all elements, from buttons and text styles to various iterations of headings, blocks, or warning messages.

UI Survey. We mapped all the UI elements used on our platform to catch inconsistencies and duplicates. On this example, you can see all the different styles of icons we used to have.

With this exercise, we learned which elements we used the most and which ones were the most inconsistent. We noticed that the most important thing for us was to establish some principles on user experience patterns, set up the guidelines, and start building our own UI kit.

Grid

We wanted to utilize all possible screen sizes, since 60% of our feedback forms are opened on mobile devices, and that’s why we adopted the standard Bootstrap grid and adjusted it to our needs. 

We provide different grid types for different device categories to utilize the whole screen.

Colors

One of our ambitions was to introduce color consistency. Instead of reinventing every color ad-hoc, we came up with the idea of having a matrix of colors based on dominant shades. We then diluted the colors into ten separate tones for more design flexibility.

These are the colors we use at Starred. Instead of naming each color individually, we gathered them in groups that can be associated with different user activities: ink colors are used to display text, primary colors are used as dominant colors in our platform, and our greens, oranges, and reds are used for error and information messages. 

Paddings

We use consistent paddings and spacing throughout the platform, based on the multiplication of 8px. It’s easier to design similar patterns for the users by keeping everything always in the same ratio. Moreover, they look well, both on a high-pixel-density and standard displays.

Every component in the Polestar design system comes with construction principles, such as distances and alignments. 

Building the Components

Building the components was one of the most time-consuming and challenging feats we faced during the creation of the design system.

In fact, the beginning of such a process is always the easiest, because you simply replicate the components you already have, and know when and how to use them, but the tricky part comes when you have to design something new and put it into the design system. We start with the research and check if the pattern we want to develop is promising. Does it remove difficulties on the way of users to their goals?

Starred Design to Development process loop

We always put the design prototype to the test in its early phase and ask for real feedback from the clients. When they give us satisfactory results, we start working on the design.

This heatmap was the result of our initial tests, during which we wanted to check if our new card component drew our users’ attention to the right areas.

In our design documentation, we try to be precise and cover the edge cases upfront.  We also align with the front end developers to decide on the names of the components.  

The design documentation of searchable dropdown with the results displayed in the categories. 
The design is not just how something looks like, but also how it works. That’s why we include the behavioral description in our documentation.
… And animation when it’s necessary!

After that phase, the design is aligned internally with the relevant teams and pass to front end engineer to be coded and save in the design system. 

Design of a primary button and its representation in code
Polestar quickly became quite a project at Starred.

The New Visual Direction

The first part of the platform that we changed into the Polestar design was Template Gallery.  We received a lot of positive feedback from our users, and we noticed that they started to use the page much more often. Right now, we are busy with the implementation of Polestar principles to Starred Connect: our integrations’ hub, where users can connect Starred to external applications. 

The old design of the Template Gallery vs. Polestar Design
100% of the interviewed users saw the value of introducing the Polestar design system. 

The Values of “Work Smarter” & “Building Together”

Our values. Polestar is a significant improvement in working smarter and building together.

Before Polestar, our team didn’t have one repository of design objects to use. Our designers didn’t know which components already existed, and where to find them if they wanted to use them for their work. We tried to use the best practices and patterns to provide the best output, but it was challenging. We always used the working product as a reference, but it was inconsistent. Polestar changed all that.

If someone asked me to compare how I was working one year ago with my current routine, I would answer that I spend less time on unnecessary tasks and I’m much more productive. With the design system, we are at last able to work in a quicker way and deliver value to the clients faster and more often.  All the details have already been decided upon, and they are saved in Polestar. The product development team is finally focused on solving real client problems, rather than shifting pixels.

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 with confidence about your customers, your employees, your clients, your candidates – whoever you’re getting feedback from. So you need a decent response rate.

To get there, you need to be thinking of optimizing your conversions at two key points: click-through rate of your feedback invitation, and survey completion rate.

In this quick article, I’ll dive into both stages of the process and run through ways of optimizing for click-throughs and completions.

Let’s get to it.

Optimizing invitation click-through rate

Unless you’ve developed telepathy and have direct access to the mind of your customer, to get their feedback you first need to invite them to a survey. In-app feedback is unreliable and is more often than not called upon by unhappy users to offload their immediate complaints. For in-depth feedback – the kind you’re thinking about for response rates – email remains the most viable channels for engaging your audience.

Problem #1 with email – ‘survey fatigue’. No matter who you’re asking for feedback, everyone’s a consumer and their mailbox is already stuffed with other invites for this, that and the third. The first step to overcoming survey fatigue is making sure your feedback invite stands out and engages your respondent. Making the experience personal goes a long way.

Here’s some quick advice on personalizing invites and making sure you’ve got the right workflows set up.

  • Experiment with email invitation subject lines, like any intro-to-marketing guide would tell you. You’re going for high open- and response rates. A/B test your subject lines and templates.
  • Is your first question there in the email? No one likes those horrible “click here to start the survey” buttons!
    Besides being an eyesore, they harm your click-through rate. Get your first question in the email – and make it something direct and impactful like Net Promoter Score. Would you recommend us? Give them the 0-10 scale and make it clickable – have it lead through to the questions in your survey. Process this first score. Easy!
  • Put customer information to work – you’ve asked them for it for a reason, right? Personalize! No one likes reading ‘Dear Customer’. Include someone’s name and relevant purchase or account information so they know their feedback is directed at something. Work smarter at scale, and employ the use of automated tags to pull this information through to your invites.
  • Make your invites short, clear, relevant and visually appealing. Think in terms of User Experience (UX) – does your respondent have to scroll through your email to find your Call-to-Action (CTA)? Making sure your CTA is above the fold and directly in their line of site will get you more click-throughs. Makes sense right? Keep it simple.
  • Avoid “noreply@” email addresses. Especially if you’ve done the right thing and added a face and name to you invite to personalize it. This is almost worse than just sending a bland, generic invite.
  • Be upfront about how long the survey is. Too many companies – or more likely the agencies they outsource their feedback project to – are dishonest here. You can have your respondent get a head start by including the first question in the email. It gets them thinking and they’re more likely to convert to click-through.
  • You’re competing with a billion other emails to get their attention. Don’t get flagged as spam – avoid attachments and too many images. The words “feedback” and “survey” already have bad reps in spam filters, so you’ve got your work cut out for you.

Getting a lot of click-throughs is about keeping your invite short, simple, and relatable.

Optimizing Survey Completion Rate

So you’ve cleared the first major hurdle – folks have clicked the CTA in your email and they’ve landed in your survey. Now, what do they see?

If your survey is a ‘black box’ you’re going to have people dropping off left, right and center. Respondents genuinely click through surveys which aren’t transparent in their length, just to see how long they are. Besides screwing up your completion rate, this may lead to gibberish results. Here’s what to keep in mind as you lead respondents to the end of your survey.

  • Design surveys around key touchpoints: post-purchase if they’re a customer, for example. If they’re a client with an ongoing license – get their feedback as they approach renewal. Get employee feedback when new team members come on board. You get the idea – feedback should be highly specific to a particular experience.
  • Stop thinking in terms of that big, yearly survey. Something else which needs to disappear from feedback forever: the promise of an Amazon voucher for the brave few who reach the end of a never-ending survey.
  • Cater to individual experience with your survey questions. It’s about their experience, not yours.
  • Understand the distinction between market research, reviews, and feedback. Combining too many of these elements in a survey leads to survey fatigue – and you guess it: dropoffs. For your respondent to easily reach the end of your survey, you need to make it clear to them why they’re there. Keep them on task and focused by making your questions clear. Neutral phrasing and consistent verbiage are key here. Double negatives and tricky phrasing aren’t going to help your completion rate. Steve Krug wrote an excellent book on web usability entitled Don’t make me think – quite appropriate here: don’t make your respondent think too much. People have increasingly short attention spans.
  • The golden rule of feedback: put yourself in your respondent’s shoes. What’s the experience like for them? If you could imagine yourself filling out your own survey (!) then you should be well on your way to high response rates from your respondents.

Jumpstart your Candidate Experience with the Template Gallery

Jumpstart your Candidate Experience with the Template Gallery

As you might know, Candidate Experience (CandE) represents the likelihood that your candidates will recommend you to their network.

It has become one of the most talked-about topics in the HR space, for which you’ll be able to find some interesting information in the article Candidate Experience: All the Stats, Facts, and Data You’ll Ever Need to Know. Working with over 500 agencies and in-house recruiters in the last year alone has shown us that there is a severe need for a Candidate Experience solution in the marketplace.

The benefits of a great CandE have been researched and evaluated; some highlights include:

  • Understanding if the application process is streamlined to ensure that you don’t lose valuable candidates.
  • Deriving insight from your candidates’ feedback on how to continuously improve the interview process.
  • Understanding if the agencies and recruiters you’ve hired to represent your company are meeting your standards.
  • Ensuring that your brand and values are well-represented throughout the recruitment process. Because your candidate might also be your customer, and a bad CX can have a direct impact on your revenue.

While everyone confirms that CandE is essential, not everyone has started measuring and improving it yet.

At Starred, we believe that feedback is a game-changer in providing great CandE. You can see why we think so by reading the article Why Feedback is the Gamechanger in Building a Great Candidate Journey. However, how can we make it more accessible? How do we remove that barrier that prevents some recruiters from getting started?

Our research led us to a complete redesign and update of our Template Gallery. As a first step, we broke down CandE into the crucial stages for agencies, in-house recruiters, and candidates:

  • Application
    • Acceptance
    • Rejection
  • Interview(s)
    • Acceptance
    • Rejection
  • Events
    • Placement
  • People
    • Agency Feedback
    • Manager Feedback
    • Candidate Feedback

Then, we looked at the industry’s best practices. How are our existing clients using Starred? We decided to create standardized templates to inspire them when implementing CandE.

Now the Template Gallery offers over 15 models for Candidate Experience – a curated list of surveys that provide a starting point towards creating a great CandE feedback process.

The new Template Gallery provides you with a seamless way to use Starred and get a pulse on your CandE, while also contributing an excellent user experience.

The template details pages align with our product focus to show value right away and provide an intuitive experience for the user. The details outline the best practices, the number of questions, and the average time to complete the survey.  

We believe that this data makes choosing a template much more straightforward! This is actionable data that makes it even easier to get a CandE feedback program off the ground.

Combined with Starred Connect, CandE can be fully automated to make sure that the right survey gets to the right candidate at the right time.

This process makes sure that you always have the pulse of the recruitment process.

At Starred, we know that feedback can revolutionize your approach to creating a fantastic Candidate Experience.

We hope the Template Gallery inspires you to start thinking about your own CandE.

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, that’s not all there is to it – in fact, Bullhorn also offers a built-in experience survey solution.
Starred, instead, is specialized in feedback. Unlike Bullhorn, since this area is our business focus, we rely much more on integrations and automation – you will need to work less, in order to get actionable insight. 

What are, then, the differences between our two offers? 
We will present the features of the two solutions below, for you to compare.

Bullhorn’s Feedback Solution:

  • Bullhorn offers what is purely an NPS solution. You get to ask one question, which stays identical whether it gets delivered to your candidates or your hiring managers.
  • You can change the question’s wording and the message, and the NPS always presents a comment section.
    You can also select a subject and pick a sender. For the latter, you can use your own name or pick a different sender. You are allowed to choose an email to which the respondents can reply.
  • In terms of graphics’ personalization, you can only add your logo. The rest of the visuals are pre-set.
  • Bullhorn’s surveys are relational: it’s up to you to establish when to send a survey to your recipients for the first time, then the same survey can be repeated over time at pre-set, regular intervals. 
  • You need to manually enroll every single contact you want to send the survey to, one by one.
  • If Bullhorn gathers enough historical data over time (opening rates, and so forth), it can define and select the perfect survey delivery time and day of the week per user. If it doesn’t yet have access to that information, then the message gets delivered the following morning at 10 (EST), wherever your recipient may be.
  • Bullhorn’s survey tool is offered as a free feature exclusive for premium licenses: enterprise and corporate segments.
  • Corporate users (lower-end segment for this feature) do not get any dashboarding: they visualize data in lists of responses, complete of scores and comments.
  • Enterprise users (higher-end segments for this feature) get some basic dashboarding: the dashboarding card.
  • Your scores read back to Bullhorn.

Starred:

  • Starred has, first and foremost, the advantage of offering high flexibility and depth of insight. This means that, if Bullhorn’s integrated solution is solely focusing on NPS, Starred tries to explain your Net Promoter Score through its driving elements. Therefore, with Starred you can send NPS surveys and various other types, too.
  • Starred helps you set up your feedback process based on which touch-points interest you, which questions you want to ask your respondents, and which insights you desire.
  • You can personalize the wording of the feedback form, and the NPS question always has a comment section. We also allow you to write an invitation with a personalized subject, and in which you can add tags, both for company, and function names, other than customer fields. It is possible to use your own name or pick a different sender, and you can pick an email the respondents can reply to.
  • From a visual perspective, we allow personalization, including the choice of logo and background image. Furthermore, it is possible to change the sender’s image and decide whether to showcase one question per page or all questions on the same one.
  • Whereas we can send relational surveys, just like Bullhorn, our surveys can be transactional, too.
    When creating relational surveys, you decide when they are sent and to whom – the process is not automated the first time.
    When transactional, instead, the surveys you send your candidates and clients are activated by a relevant touch-point they encounter or action they take. These events that are recorded by Bullhorn or your other integrated ATS, trigger surveys that are therefore delivered within a clearer context. 
  • For example, you could send an automatic survey to all candidates who passed the first round of interviews, and it would be worded differently from the one triggered by not passing that same round. 
  • There are many ways to select your recipients manually. The recipients can be added one by one, by uploading a CSV or Excel file, or you can send the survey to yourself to test it.
  • However, preferably, you’ve integrated Starred with Bullhorn and invitations for feedback get sent out automatically when a status of someone (a candidate) changes in your ATS, like a placement.
  • As for the time of the delivery, Starred allows you to either activate the surveys based on the actions or touch-points the respondents face, which is transactional, or select a specific time and date for them to be delivered, which is relational.
  • It is possible for you to utilize our conditional “Thank you” pages.
    We allow you to prepare three different thank you pages: the respondent will get a different, personalized version, whether he is a detractor, passive or promoter.
    This has its perks. For example, if the respondent was a promoter, you could add a button asking him to leave you a review on Glassdoor.
  • Starred is available to any company that can reasonably afford us. We also offer a 14-day-long free trial. 
  • Starred showcases data through sensible dash-boarding. Other than the basics, you also have extra elements, such as the Recruitment Matrix, ranking your recruiters on the basis of their Candidate Net Promoter Score and pre-set metrics of your choice.
  • If you wish so, you can receive our Firefight Email alerts whenever you receive a low score for your NPS rating. This way, you will know in real time when someone is dissatisfied with your performance.
    If your form isn’t set on “anonymous”, you will be able to know who the disappointed respondent is, which will give you the chance to reach out.
  • Your scores read back to Bullhorn – in fact, they read back to whichever ATS or CRM you have integrated with our solution.

Conclusions

As we have seen, the two solutions have different approaches and different prices, too. Unlike Bullhorn’s feedback solution, Starred is not for free, yet provides more layers in its feedback gathering and analysis.
Starred focuses on NPS+: we don’t stop at Net Promoter Score, but analyze its drivers, too. Therefore, it shows correlations and actionable insight. It does so fast, too, and provides you with real-time analytics and clear, exhaustive dashboards. 
Furthermore, Starred feedback forms can be transactional, triggered by a status change in Bullhorn, or relational, issued at your will, and being sent again at a pre-set, fixed cadence – Bullhorn’s are exclusively relational.
If you’re looking for a complete feedback solution, Starred is your preferred option. However, were you a corporate or enterprise client of Bullhorn, wanting to approach feedback gathering and analysis by exploring and making first steps in measuring, Bullhorn’s feedback solution would be a good starting point. If feedback became a key part of your strategy and you desired more exhaustive tools, then you could always utilize Starred at a later stage – and it’s so easy, too, since Starred integrates with your Bullhorn ATS.

We hope you found this reading interesting and useful. If you have any questions or comments, do not hesitate to contact me at my email address – I will be glad to answer your messages.

External Sources

Exploring Bullhorn’s Enterprise Edition Features

Starred – Bullhorn Integration Page