We were established in 2009. We have approximately 380 employees, and are probably adding 100-120.
Yes, but not in a manner that was as thorough or consistent as I would have liked. They were done by either recruiters or hiring managers. We find them important to learn more about a candidate from someone who had worked with them, to get additional insights and to help set a candidate up for success as a new hire.
Typically in a later stage (like at offer stage, with an offer contingent on references). In theory, yes to all levels. In practice, less so at junior levels. Probably 2-3.
A few – time to get them done (back and forth to schedule, etc.), depth of questions (vs. people just trying to get it done), consistency of questions asked, consistency of format for feedback, having something to refer back to.
It’s more useful for us in knowing what we’re getting and being thoughtful about how to set a candidate up for success (than in a hiring decision). Saving a bunch of time. And not having to fight with my team to get them to do it.
At the moment, I send the reports to both recruiters and hiring managers. I get a lot of positive feedback about the reports. I want to change the workflow to make it more on the individual recruiters to send.
Not at the moment, but it’s something we’ve thought/talked about.
Really like the tool, find it easy and like the data. Get good feedback from my teams and managers. Your support team is helpful and responsive.