Candidate Responses in One Place

Activate the NPS settings in the Settings - Company - NPS section and ask your candidates a specific question that interests you for individual phases of the recruitment process. When the candidate reaches the final phase of the recruitment process, the system will automatically send them an email with satisfaction measurement after two days.

Recruitis not only automatically sends the email and records feedback from the candidate, but also calculates NPS statistics for a specific position or for the entire company, the value of which represents the candidate willingness to recommend the employer brand to their close circle. The metric can reach values from -100 to 100 and the higher the number, the more satisfied the candidates were with the selection process.

You can find an overview of collected feedback in the Selections - NPS statistics section on a separate page, including the option to filter by a certain time period or colleagues. You can download the data itself to Excel, or monitor the development over time through graphs.

HR professionals, are you already using a tool that allows you to manage responses from multiple sources in one place?

For HR professionals to get the best candidates for different types of positions in different industries and different regions, they must use different types of sources that bring them candidates (e.g., recruitment agencies, online job portals, online advertising, career pages, recommending positions by their own employees for a reward, print advertising, or radio campaigns).

There is no single source that works always and under all conditions. If anyone promotes or claims otherwise, they either do not understand the issue or are motivated by the desire to make only a one-time sale regardless of the consequences.

However, diversification must also occur within one type of source - for example, it is necessary to use multiple job portals because each of them may achieve better or worse results depending on the type of position or region.

In today's times, when the labor market is "overheated" and demand clearly exceeds supply, this applies more than ever. This naturally places greater demands on the HR professional and creates a need for effective management of responses from various sources and evaluation of their performance. Of course, service and product providers in these areas are aware of this fact. However, these providers primarily focus on business models that prefer their own products and services and de facto make it impossible for HR professionals to work effectively with multiple sources. That is, unless we overlook the options to pay extra for removing obstacles that have been artificially placed in their way by the business models of these providers.

Because, as an HR professional, I do not want to choose between an unnecessary extra payment or the need to spend my time rewriting information from one source to another, and I also do not want to spend money on sources that do not bring results (whether in terms of the number of responses or do not bring quality candidates who can be hired), I welcomed with joy the information that there is a Recruitis system that, as the first on the Czech market, allows merging responses from multiple sources (e.g., jobs.cz, prace.cz, profesia.cz, dobraprace.cz, etc.) in one place and their tracking and evaluation without unnecessary surcharge or functional barriers. Moreover, the system providers are open to further expansion according to individual customer needs. This means that if you are customers using the Recruitis system and use a portal that is not automatically supported at this moment, or if you have responses stored locally in another format, you can request the addition of the given source. Again without surcharge - exactly in the spirit of the policy of removing barriers.

However, to evaluate the quality of any system or tool, I must first define what properties I expect from such a solution.

Ideally, it should be a tool that:

• Does not discriminate candidate sources - as I wrote above, I want to decide based on the performance of individual response sources, not based on price or technical barriers of the solution. If, for example, the system provider allows uploading responses from their own job board for free and charges amounts in the order of tens of thousands of crowns for uploading from other sources, most HR professionals will be forced to choose the first, i.e., discriminatory option. The same naturally applies if the system does not technically allow uploading responses from external sources at all. The Recruitis system completely eliminates this and allows integrating responses in electronic form from any source. I, as an HR professional, can then focus on finding the optimal source for my needs - for my industry, for my positions, for my region, etc.
• Eliminates unnecessary administration - the ability to work with responses from various sources in a single system is certainly attractive, but equally important is how the system facilitates the administration associated with it. If we say it with exaggeration, I can "manually" integrate responses from various sources in any system - if I simply rewrite the information. This is of course not the type of "integration" I would want to have available.