Page 1 Page 2 Page 3 Page 4 Page 5 Page 6 Page 7 Page 8 Page 9 Page 10 Web Site Individual training needs analysis questionnaire Please answer all relevant questions. Completing the questionnaire should take no more than 10 minutes in total. All responses will be treated in the strictest confidence. About you Please fill in a few initial details about yourself. Your first name Your surname Your email address Which type of people do you recruit? Permanent Contract Temporary Tick all that apply Which recruitment model(s) do you work to? Contingency Retained RPO / MSP Tick all that apply Industry sector you work in Your company's name Your manager's name Please indicate the approximate number of good candidates that you pro-actively source each week for each of the following. From clients Via headhunting Job boards Other advertising By re-generating candidates that FOJ (found their own job) without our company's help Whilst interviewing Via candidate telephone conversations (e.g. referrals from those conversations) By networking Please indicate your level of skill in each area Proactively securing candidate referrals for live jobs Very poor Poor Average Good Very Good Questioning techniques when interviewing that lead to more candidates Very poor Poor Average Good Very Good Sourcing candidates via clients Very poor Poor Average Good Very Good Headhunting Very poor Poor Average Good Very Good Candidate re-generation Very poor Poor Average Good Very Good Networking Very poor Poor Average Good Very Good Writing creative job ads Very poor Poor Average Good Very Good Please indicate approximately what percentage of your new business comes from the following: Cold calling from the database 1% Verbal referencing 1% Sourcing pro-active client referrals from other clients 1% Re-introducing candidates to companies that they know or have worked in the past 1% Interview leads 1% Tele-marketing high-demand candidates 1% Networking 1% Socialising with clients 1% E-marketing high-demand candidates 1% Arranging business development meetings and closing the prospect client to call exclusively when they next recruit 1% Please indicate your level of skill in each area Benefit selling high-demand candidates to clients Very Poor Poor Average Good Very Good Verbal referencing to win new business Very Poor Poor Average Good Very Good Sourcing pro-active referrals from other clients Very Poor Poor Average Good Very Good Arranging business development meetings Very Poor Poor Average Good Very Good Closing for commitment at business development meetings Very Poor Poor Average Good Very Good Networking and/or socialising with clients Very Poor Poor Average Good Very Good Sourcing information that leads to new business Very Poor Poor Average Good Very Good Please give a rating (1-10) on the following questions (1 being lowest) When a clients says “send me a CV” approximately how many times out of ten do you close them to see the person you recommend (or hire the candidate immediately if you’re selling temps) before sending the CV? 1 Out of ten, approximately how many of the vacancies, contracts or temp bookings you take are exclusive? 1 Out of every ten, approximately how many of the interviews you arrange are achieved by gaining verbal commitment from a client to see the person you’ve recommended (i.e. before sending the CV)? 1 When you have to send a CV to secure an interview, how many interviews do you arrange out of every ten CVs sent? 1 Out of ten, how often do you NOT use a pro-forma job specification when taking a vacancy, contact or temp booking? 1 What percentage of live roles are not filled due a lack of suitable candidates? (1 = 10%, 2 = 20% etc) 1 What percentage of live roles are filled by another agency, even though you may have sent good candidates also? (1 = 10%, 2 = 20% etc) 1 What percentage of live roles are not filled due to clients changing or withdrawing their requirement? (1 = 10%, 2 = 20% etc) 1 Approximately how often per week do you call candidates with a position but find that they are not interested in the role? 1 When working on either contract or perm positions - Out of every ten first interviews you arrange, how many placements do you typically secure? 1 Out of every ten candidates, how many candidates are thoroughly prepared for interview? 1 Out of every ten vacancies/bookings, how often do you secure full fee or the full margin you quote? 1 Please indicate your level of skill in each area Opening up client job specifications by asking a series of structured questions to make them easier to fill. Very Poor Poor Average Good Very Good Prioritising vacancies in order to focus the most effort where it is most merited Very Poor Poor Average Good Very Good Closing clients to see the people you recommend rather than only relying on CVs Very Poor Poor Average Good Very Good Closing for job exclusivity where appropriate Very Poor Poor Average Good Very Good Selecting the right candidates for interview Very Poor Poor Average Good Very Good Selling the opportunity to candidates Very Poor Poor Average Good Very Good Improving interview to placement ratio via more effective interview preparation Very Poor Poor Average Good Very Good Rate negotiation Very Poor Poor Average Good Very Good Out of ten, how effective are you at overcoming the following objections? (10 being the highest) We're not recruiting 1 I haven't got time to answer your questions about the vacancy - let me email the specification to you 1 Send me your details 1 All our recruitment goes through HR 1 I'm happy with my current suppliers 1 We have a PSL (or managed agent or similar) 1 I'm too busy to meet you 1 Send me a CV 1 I'm not interested in seeing him/her 1 I don't give exclusivity 1 Please indicate your level of aptitude in each area Self motivation Very Poor Poor Average Good Very Good Meeting targets Very Poor Poor Average Good Very Good Organising your day Very Poor Poor Average Good Very Good Staying focused Very Poor Poor Average Good Very Good Working under pressure Very Poor Poor Average Good Very Good Creative thinking Very Poor Poor Average Good Very Good Coping with change Very Poor Poor Average Good Very Good Forecasting and monitoring sales budgets Very Poor Poor Average Good Very Good Setting and reviewing sales targets Very Poor Poor Average Good Very Good Monitoring sales activity Very Poor Poor Average Good Very Good Overseeing key accounts Very Poor Poor Average Good Very Good And finally... Please select any of the following topics that you feel you would benefit from in the future Added value services Advanced business development Advanced communication Advanced sales techniques Candidate control and management Candidate / client objection handling Client meetings Coaching and mentoring Creative advertising Dealing with dealbreakers Emotional intelligence for recruiters Improving business relationships Improving client control and management Key account development Management and leadership Networking NLP in selling Performing client service checks Relationship building Social media, headhunting Time management Using referencing as a way to develop new business Please tick all that are of interest In order for us to process and retain your personal data you must accept our Privacy Policy * I accept the Privacy Policy You can view our Privacy Policy HERE.
