Hiring Health Check - Yaffle Hire

About your organisation

Approximately how many people work in your organisation?

Roughly how many people do you hire each year?

In general, how do you manage hiring today?

Email and spreadsheets The recruitment module in our HR system A standalone applicant tracking system (ATS) A mix of tools, with no single main system

A little more context, if you'd like to share it. Skip any of these: we'll use them to tailor your results.

If you're happy to share, which HR or payroll system do you use?

When might you next review your hiring tools?

For example, when your current contract is up for renewal.

What's your biggest hiring headache right now?

1 of 7 · Attraction and selection

Are you reaching the right people, and spotting the best ones quickly?

When a new role opens, where do you usually look first?

An agency, and it's a sizeable cost Job adverts, with agencies for the hard-to-fill roles Our own careers page, job boards and referrals, rarely agencies Our talent pool of past applicants, before we advertise anywhere

How do you decide what is required to fill a vacant role?

Job title, years of experience and qualifications We list the skills we want, but judge them mainly from CVs We assess candidates against the skills each role needs Every role is built from a shared set of skills we assess consistently

Applications are in. How do you get to a shortlist?

Someone reads every CV as it comes in, straight from an inbox CVs are in one place we can sort and tag, but we still go through them one by one Screening questions filter applicants, so we only read those who meet the must-haves Our system highlights who best meets the must-haves and shows why, then we decide

2 of 7 · Recruiter workload

How much of your team's time is spent on routine admin?

How do most candidate emails and updates get sent?

Written from scratch, from our own work or shared inbox Templates we copy and paste into emails ourselves Templated messages sent one at a time from our hiring system or HR module Sent automatically at each stage

If you're booking an interview, what usually happens?

Back-and-forth emails and calls until a time works We find a slot in diaries ourselves, then send the invite manually We find the slot, then our system sends the invite and confirmation Candidates pick a time from slots our system offers

How much of your hiring team's week goes on updating systems or spreadsheets, rather than talking to people?

Most of it A big chunk. There's always a list to get through Some, but it's manageable Very little. Our systems record activity as we work

3 of 7 · Speed and pipeline flow

Can you see what's happening, and spot delays before they cost you a hire?

Could you see, right now, where every candidate is for every open role?

Not without asking around Roughly, from a spreadsheet someone keeps updated Yes, in a pipeline view by stage Yes, and stalled candidates are flagged automatically

How do you spot delays between hiring stages?

When a hiring manager or candidate chases or complains In regular catch-ups or pipeline meetings Someone checks reports or dashboards manually, at least daily Our system flags it automatically

How consistent is your hiring process across roles and teams?

Every team does it differently We have a process on paper, but it's rarely followed Defined stages that are mostly followed The same stages every time, because our system guides people through them

4 of 7 · Hiring managers and approvals

How easy is it for managers to raise roles, review candidates and give feedback?

Who signs off a new role, and how?

Email chains or a quick word with the right person A request form, but approvals have to be chased An approval route in our system, but it's set up by hand each time Approvals go to the right people automatically

When a hiring manager reviews candidates, what does that look like?

CVs are emailed or printed for them, with feedback by email or in person They can log into a system, but most still ask for CVs to be sent to them They review candidates and leave feedback in the system They see just their own candidates, with everything in one place

What happens to interview feedback?

It's given verbally, or in informal notes It comes by email or free-text notes, often after chasing It goes into structured forms, though some still need chasing It's scored against agreed criteria, without chasing

5 of 7 · Candidate experience

What does applying feel like from the other side?

How do most people apply for your roles?

By emailing a CV An online form, but it's long or awkward on a phone A quick, simple online form on our careers page A mobile-friendly form that fills itself in from their CV

Once someone applies, how often do they hear from you?

Some never hear back It depends on the role or the recruiter An acknowledgement, then updates when someone has time An update at every stage, without anyone having to remember

How do offer letters get from draft to signed?

Written from scratch, then signed on paper or by scan From a standard template, then signed on paper or by scan Generated by our hiring system, but signed outside it Created and signed online, all in our hiring system

6 of 7 · Fairness and compliance

Are your hiring decisions fair, and is candidate data handled properly?

How do you handle candidate consent and data retention?

We're not sure what we hold, or for how long We have a policy, but consent and clear-outs are hit and miss We capture consent and clear old data manually Old data clears automatically on a set schedule

How do you keep shortlisting fair?

Nothing specific yet Guidance exists, but it's up to each hiring manager Structured criteria and scorecards for every role On top of that, names and personal details are hidden at shortlisting

What do you do with diversity data in hiring?

We don't collect it We collect it, but rarely look at it We report on it, but pulling it together is manual We review it regularly and act on what it shows

7 of 7 · Insight and reporting

Can you prove what's working, and use AI without losing control?

How do you report on hiring?

We don't, or only when someone asks Someone builds a spreadsheet, usually monthly Built-in dashboards in our hiring system Hiring data sits alongside the rest of our business reporting

Could you answer "which sources bring us our best hires?"

No With a lot of manual digging Roughly, from standard reports Yes, straight from our source and funnel reporting

Where does AI fit in your hiring today?

It doesn't, and we're not sure where it would Informally, with people using general AI tools Some is built into our hiring tools, e.g. drafting job adverts Across our hiring, under clear rules on what it can and can't do

Where should we send your results?

Your results appear on the next screen and we'll email you a copy. We'll also keep a copy so we can talk them through with you if you'd like.

First name

Work email

Organisation

Which best describes your role?

Would you like a free call to talk through your results? Yes, I'm happy for Yaffle Hire to contact me about my results Yes, I'm happy to be kept up to date on Yaffle news and developments

We'll only use your details to share your results and, if you ticked the box, to get in touch. If you don't opt in, we won't contact you once your results are shared. You can ask us to delete your details at any time. See our privacy policy.

How healthy is
your hiring?

About your organisation

Are you reaching the right people, and spotting the best ones quickly?

How much of your team's time is spent on routine admin?

Can you see what's happening, and spot delays before they cost you a hire?

How easy is it for managers to raise roles, review candidates and give feedback?

What does applying feel like from the other side?

Are your hiring decisions fair, and is candidate data handled properly?

Can you prove what's working, and use AI without losing control?

Where should we send your results?

What you'll get

Good to know

Do I need to use Yaffle Hire?

Will you call me?

What happens to my answers?

Is this a formal audit?

How healthy isyour hiring?

About your organisation

Are you reaching the right people, and spotting the best ones quickly?

How much of your team's time is spent on routine admin?

Can you see what's happening, and spot delays before they cost you a hire?

How easy is it for managers to raise roles, review candidates and give feedback?

What does applying feel like from the other side?

Are your hiring decisions fair, and is candidate data handled properly?

Can you prove what's working, and use AI without losing control?

Where should we send your results?

What you'll get

Good to know

Do I need to use Yaffle Hire?

Will you call me?

What happens to my answers?

Is this a formal audit?

How healthy is
your hiring?