How Does Your Recruiting Agency's Reputation Stack Up?
Take our 4 minute assessment and see how you compare to the competition.
Why Take the Assessment?
The questions in this assessment are based on data and stories from the top staffing agencies in the industry. By the time you finish, you’ll see where you stand against the best of the best—and what you need to do to improve.
Better yet, it only takes four minutes. Four minutes to take your agency reputation to the next level. So let’s get started.
Why Take the Assessment?
The questions in this assessment are based on data and stories from the top staffing agencies in the industry. By the time you finish, you’ll see where you stand against the best of the best—and what you need to do to improve.
Better yet, it only takes four minutes. Four minutes to take your agency reputation to the next level. So let’s get started.
Want to learn more about
Great Recruiters?
We live in a reviews economy
Before you engage with a candidate, you can bet they’ve looked you up online. The question is: What do they see when they Google you?
More than that: Does your online reputation match the internal experiences people have with your agency?
You don’t want a disconnect between your internal experiences and external messaging.
But here’s the problem: so many recruiting agencies attack their external, online reputation first. They work to increase their Google Reviews and profiles on third-party review sites without addressing problems in their business processes and culture.
That’s basically the same as slapping on a band-aid while you’re bleeding out.
Don’t just focus on the external. Make sure you’re dealing with the internal too.
And that’s where we can help.
We’ve built a five-part framework to ensure you’re measuring and improving all aspects of your agency reputation.
Plus, we’ve created the above 4-minute assessment to see where you stand—trust us, it’ll be worth the time.
Read on to learn more about this framework, then take the assessment—and you’ll have taken your first step to grow your recruiting agency’s reputation.
Our 5- part framework for assessing your agency reputation
Agency reputation isn’t just about what people say about you externally. It’s about the experiences people have with you internally. If you’re going to measure your agency reputation, you need a framework that captures the entire candidate or client journey—from beginning to end.
Not only that, but you need to capture feedback from everyone you engage with, not just the people you place. After all, you probably place about 10% of the people you interact with. But the other 90% have a lot to say—and can help you find potential issues within your organization.
Finally, it’s not enough to just capture feedback. Remember: we’re closing the gap between internal and external experiences. So once you capture feedback, you need to do something with it.
We’ve built a framework to measure your success at building your recruiting agency reputation. And it involves asking five big questions:
- Are you capturing real-time feedback?
- Are you automating instant action in response to that feedback?
- Are you measuring results based on the feedback you capture?
- Are you promoting your positive feedback & reviews to build social proof?
- Are you recognizing and rewarding team members, and are you being recognized for your greatness?
1. Capture real-time feedback
Why it’s important: If you wait until the end of the year to receive feedback, it’s too late to do anything about it. You can’t fix problems or celebrate wins. The closer the feedback is to the action, the more meaningful it is.
Key best practices to follow:
- Don’t wait until the end of the year to ask for reviews
- Measure more than overall sentiment—ask detailed questions about experiences
- Ask for reviews at key points of the candidate or client journey
- Eliminate points of failure—build a system that automates review capture
2. Automate instant action
Why it’s important: If you’re going to put in the effort to capture reviews, you need to actually do something with them. Otherwise, it’s just a waste of resources. This involves not only automating real-time review capture, but automating action.
Key best practices to follow:
- Set up a system that automatically asks for reviews at key points in the candidate or client journey
- Make sure both the recruiter, manager, & other stakeholders receive real-time review notifications
- Create internal follow-up workflows to ensure nothing falls through the gaps
2. Automate instant action
Why it’s important: If you’re going to put in the effort to capture reviews, you need to actually do something with them. Otherwise, it’s just a waste of resources. This involves not only automating real-time review capture, but automating action.
Key best practices to follow:
- Set up a system that automatically asks for reviews at key points in the candidate or client journey
- Make sure both the recruiter, manager, & other stakeholders receive real-time review notifications
- Create internal follow-up workflows to ensure nothing falls through the gaps
3. Measure results
Why it’s important: You can’t manage what you don’t measure. If you want to make improvements to your internal processes & provide candidates, clients, and placed talent with a better experience, then you need to turn the feedback you receive into measurable insights.
Key best practices to follow:
- Capture both testimonial feedback and multiple-choice poll questions
- Aggregate data from the poll questions to track trends across your agency
- Measure long-term performance for both individual recruiters and the agency as a whole
Measure results
Why it’s important: You can’t manage what you don’t measure. If you want to make improvements to your internal processes & provide candidates, clients, and placed talent with a better experience, then you need to turn the feedback you receive into measurable insights.
Key best practices to follow:
- Capture both testimonial feedback and multiple-choice poll questions
- Aggregate data from the poll questions to track trends across your agency
- Measure long-term performance for both individual recruiters and the agency as a whole
4. Promote & build social proof
Why it’s important: If you aren’t actively driving your online reputation, your competition will do it for you—and they’re not going to say nice things. Instead of copying and pasting the same canned marketing language onto your website, use the reviews you capture to let your candidates and clients sing your praises.
Key best practices to follow:
- Use reviews as social media posts alongside your high quality content
- Embed reviews into your website—especially high-traffic pages
- Engage customers & prospects on social media
- Ensure all your online assets—including third-party review sites—reflect your brand values
4. Promote & build social proof
Why it’s important: If you aren’t actively driving your online reputation, your competition will do it for you—and they’re not going to say nice things. Instead of copying and pasting the same canned marketing language onto your website, use the reviews you capture to let your candidates and clients sing your praises.
Key best practices to follow:
- Use reviews as social media posts alongside your high quality content
- Embed reviews into your website—especially high-traffic pages
- Engage customers & prospects on social media
- Ensure all your online assets—including third-party review sites—reflect your brand values
5. Recognize & reward success
Why it’s important: When you recognize and reward your team for their successes, you build a culture and experience that keeps star recruiters & staff at your organization. Then when you promote your best reviews, you give others the chance to recognize and reward your agency.
Key best practices to follow:
- Use the real-time feedback to encourage your recruiters throughout the year—don’t wait until the end
- Encourage healthy competition by gamifying reviews & creating prizes for the highest rated recruiters
- Actively manage your presence on third-party review sites (like Great Recruiters) to qualify for industry awards
5. Recognize & reward success
Why it’s important: When you recognize and reward your team for their successes, you build a culture and experience that keeps star recruiters & staff at your organization. Then when you promote your best reviews, you give others the chance to recognize and reward your agency.
Key best practices to follow:
- Use the real-time feedback to encourage your recruiters throughout the year—don’t wait until the end
- Encourage healthy competition by gamifying reviews & creating prizes for the highest rated recruiters
- Actively manage your presence on third-party review sites (like Great Recruiters) to qualify for industry awards
Want to know the quality of your candidate experience & reputation?
This self-assessment covers all five categories mentioned above for a 360-degree perspective.