SmartRecruitersSurvale Candidate Feedback Platform gives the curious hiring manager all the data he needs regarding candidate experience. What do candidates actually think about your brand?
Meet the companies vying for the title of Recruiting Startup Of The Year (RSOTY) at Hiring Success 18, in San Francisco, March 12-14. Your vote determines which six are flying to California to pitch their ideas to 1000+ Talent Acquisition leaders and puts them in the running for the grand prize.
One of these six will be selected by a group of C-Suite experts and industry analysts for the ultimate prize of a Gold Sponsorship to Hiring Success 19, worth $10,000, which includes a branded booth and dedicated demo-room for potential customers to interact with their product.
Survale CEO and Co-Founder Jason Moreau has been in the HR technology business long enough to know candidate experience is central to a successful recruitment instrument. So, after founding a successful job board and applicant tracking system, he decided to branch out and create a specialized platform designed to track candidate experience, finally allowing hiring managers and recruitments easy data concerning their efforts. As a nominee in SmartRecruiters Recruitment Startup of the Year, Jason took some time to answer our questions and flesh out Survale further.
What’s your company’s elevator pitch?
Survale’s Candidate Feedback Platform provides an “Always On” solution for automatically gathering and analyzing engagement data from candidates throughout the hiring process. From careersite to interviews to onboarding to quality of hire data, Survale optimizes recruiting throughout the talent lifecycle.
What gave you the idea for your startup?
At Cytiva Software we focused on custom candidate experience and Survale’s co-founder, Ian Alexander (then CMO for Cytiva) posed the question “What if we could measure candidate experience?” Survale was born.
Is there a particular experience you could point to?
We kept hearing certain ATS platforms were deterring candidates. Candidates would refrain from applying simply because they saw a specific ATS in the background. We saw this as a potential opportunity to show clients what’s happening to their employer brand.
Of all industries to tackle, why recruiting?
Our team has been in HR technology for dozens of years, it’s our foundation.
How do you envision your idea changing the talent acquisition landscape?
Well first, we want employers to understand their candidate experience and their brand metrics. From there, they can begin positive changes. You cannot make changes without know what is wrong. We want candidates to be treated as if they are customers of your brand and you will only understand this point by measuring data.
What does ‘hiring success’ mean to you?
Hiring Success means being a proactive employer focused on attracting the best candidates for your organization. It doesn’t stop there. Hiring success is about understanding your market and extending competitive offers and benefits that act as incentives and offer work/life balance to those candidates. It’s providing exceptional onboarding and continued support to that new hire. It’s giving that new employee an experience so awesome that they tell their network about your organization/brand.
What is your favorite interview question and why?
I am looking for how competitive the person is and if they need to win.
What’s the role of technology in hiring?
The role is making the process efficient for the organization and as good of an experience as possible for the candidate. Employers need to be proactive and use technology to help attract candidates and simplify the hiring process for them.
Lee Ann Prescott
Augusta Henning