Talent Acquisition AI Readiness Survey
After taking this survey, you'll receive an AI readiness report within 3 days.
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Company Name
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1. How would you describe technology infrastructure of your organization's Applicant Tracking System (ATS)?
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Legacy ATS, poor data hygiene, non-existent integration readiness. (e.g., Manual data entry, isolated systems)
Modern ATS with basic AI features, average data hygiene, basic integration capabilities. (e.g., ATS with automated data entry, occasional data cleansing)
Modern ATS with enhanced AI features, good data hygiene, moderate integration capabilities. (e.g., ATS with AI-enabled sourcing tools, regular data hygiene practices)
AI-Enabled ATS, excellent data hygiene, advanced integration capabilities. (e.g., ATS with predictive analytics for candidate pipeline, real-time data hygiene)
Not Applicable
Comments
2. How would you describe your organization's recruitment workflow?
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Manual recruitment workflow, no AI utilization, missing process documentation. (e.g., Manual resume screening, no predictive hiring)
Partial workflow automation, ad hoc AI utilization, incomplete process documentation. (e.g., Automated resume screening, sporadic use of AI in hiring)
High degree of workflow automation, systematic AI utilization, comprehensive process documentation. (e.g., AI-enabled candidate matching, AI integrated in various stages of hiring)
Full workflow automation, AI deeply integrated into all processes, continuously updated process documentation. (e.g., AI for customized job descriptions, AI in every stage of hiring)
Not Applicable
Comments
3. How would you describe your organization's current stance toward AI adoption and innovation?
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Resistant leadership, employee resistance to AI, low innovation emphasis. (e.g., Resistance to digital transformation)
Neutral leadership buy-in, curious employee stance on AI, moderate innovation emphasis. (e.g., AI education sessions)
Supportive leadership, enthusiastic employee engagement with AI, high innovation emphasis. (e.g., Leadership backing for AI projects, Employee involvement in AI initiatives)
Championing leadership, highly enthusiastic employee engagement, very high innovation emphasis. (e.g., Leadership driving AI projects, employees as active participants in AI evolution)
Not Applicable
Comments
4. How would you rate your HR department's current expertise and readiness to integrate AI solutions?
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Novice HR AI expertise, unavailable training programs, unaware of AI vendors. (e.g., Limited understanding of AI potential in HR)
Intermediate HR AI expertise, training programs in development, aware of some AI vendors. (e.g., In-house training on AI basics)
Advanced HR AI expertise, established training programs, well-informed about AI vendors. (e.g., HR professionals trained on advanced AI tools)
Expert HR AI expertise, continuous learning programs, deep knowledge of AI vendors and products. (e.g., HR professionals as AI experts in the organization)
Not Applicable
Comments
5. How well does your organization's talent strategy align with its business goals and leverage AI for competitive advantage?
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Misaligned with business goals, isolated talent strategy, unrecognized competitive advantage. (e.g., HR and business objectives in silos)
Partially aligned with business goals, considered talent strategy, recognized competitive advantage. (e.g., HR strategy influenced by business objectives)
Aligned with business goals, integrated talent strategy, actively leveraging competitive advantage. (e.g., HR strategy directly linked with business strategy)
Fully aligned with business goals, talent strategy is a core component of business strategy, maximizing competitive advantage through AI. (e.g., HR strategy as a business driver)
Not Applicable
Comments
6. What best describes your organization's current approach to interviewing?
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Traditional, manual interviewing without AI support.
Use of pre-recorded video interviews, beginning to explore AI analysis.
Live AI-assisted video interviewing, with real-time feedback and analysis.
AI-driven interviewing with real-time insights and analysis, such as sentiment analysis and speech recognition.
Not Applicable
Comments
7. How would you describe your organization's current use of automation in HR processes?
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Basic task automation (e.g., email responses).
Automation of simple tasks (e.g., resume screening).
Extensive task automation (e.g., candidate sourcing, screening).
Full automation of repetitive tasks with AI learning and optimization.
Not Applicable
Comments
8. What best describes your organization's approach to scheduling interviews and managing candidate interactions?
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Manual scheduling by HR staff, without AI assistance.
Basic scheduling tools like Calendly with limited AI features.
Advanced scheduling tools with AI optimization, such as automated interview coordination.
Dynamic scheduling powered by AI, considering factors like candidate preferences and interviewer availability.
Not Applicable
Comments
9. How would you describe your organization's efforts to reduce bias in recruitment processes?
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Minimal efforts to reduce bias, lacking AI-driven analysis.
Use of AI to identify and reduce some biases in job postings.
Advanced AI tools actively reducing bias, such as blind resume reviews.
Bias is systematically identified and reduced through advanced AI algorithms, such as fairness audits.
Not Applicable
Comments
10. How does your organization currently assess candidates during the recruitment process?
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Manual candidate assessment, no AI for skills or personality evaluation.
Introduction of AI for resume screening, using tools like Ideal for ranking.
AI-driven skills and personality assessments, such as gamified evaluations.
Comprehensive AI assessments, including video interviews and gamification, such as Pymetrics' cognitive games.
Not Applicable
Comments
11. How does your organization manage communication and engagement with candidates during the recruitment process?
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Standard communication without AI-driven engagement tools.
Some AI-driven communication and engagement, such as automated follow-ups.
Personalized candidate experiences powered by AI, such as virtual assistant interactions.
Exceptional candidate engagement with chatbots and AI-driven insights, such as personalized job alerts.
Not Applicable
Comments
12. How would you describe your organization's candidate application process?
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Standard application process without AI-driven personalization.
Improved application process with some AI interactions, such as automated emails.
Personalized candidate experiences powered by AI, such as personalized job recommendations.
Exceptional candidate experience with high personalization and engagement, such as AI-driven career site interactions.
Not Applicable
Comments
13. How would you describe the impact of AI on your organization's recruitment costs?
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High recruitment costs due to lack of AI-driven efficiencies.
Moderate cost reduction efforts through initial AI task automation.
Significant cost reductions achieved through AI-driven process optimization.
Maximum cost efficiency achieved through AI optimizations, such as programmatic job advertising.
Not Applicable
Comments
14. How would you describe your organization's data infrastructure and analytics in recruitment?
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Limited data collection, poor integration, not AI-ready.
Developing data infrastructure with some analytics capabilities, AI pilot projects.
Robust data infrastructure and advanced analytics, such as candidate success prediction.
Integrated data ecosystem with predictive analytics, such as real-time labor market analysis.
Not Applicable
Comments
15. How would you describe your organization's decisions making process in HR?
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Decisions based on intuition or limited data, not leveraging AI insights.
Beginning to use data for some hiring decisions, with basic AI analytics.
Data-driven decisions are common practice, with AI providing predictive analytics.
Strategic decisions driven by robust data analytics, such as workforce planning using AI forecasts.
Not Applicable
Comments
16. How would you describe your organization's use of AI in promoting diversity and inclusion during recruitment?
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Minimal efforts to increase diversity, not using AI for unbiased sourcing.
Use of AI to identify diverse talent pools, starting to analyze diversity data.
Strategic use of AI to promote diversity and inclusion, such as bias-free algorithms.
AI deeply integrated into diversity and inclusion initiatives, such as AI-driven diversity dashboards.
Not Applicable
Comments
17. How would you describe the role of AI in your organization's diversity and inclusion efforts?
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Standard diversity levels without AI-enabled targeting.
Slight increase in diversity through targeted AI efforts, such as inclusive job ads.
Notable increase in diversity through AI-driven initiatives, such as targeted talent networks.
Maximum diversity levels achieved with sophisticated AI strategies, such as diversity-focused AI sourcing.
Not Applicable
Comments
18. How would you describe the role of AI in your organization's employer branding efforts?
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Basic employer branding efforts, not utilizing AI for market positioning.
Enhanced employer branding through AI insights, such as candidate behavior analysis.
Employer branding leverages AI for storytelling and engagement, such as employee advocacy programs.
Dynamic employer branding powered by AI-driven content and interaction, such as AI-curated employee stories.
Not Applicable
Comments
19. How would you describe your organization's approach to AI ethics and compliance?
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Minimal consideration of AI ethics and compliance standards.
Awareness of AI ethics and compliance issues, beginning to establish guidelines.
Established AI ethics and compliance guidelines, with regular audits and updates.
Rigorous AI ethics and compliance framework in place, with ongoing monitoring and enforcement.
Not Applicable
Comments
20. How would you describe your organization's use of AI in onboarding and employee retention?
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Manual onboarding processes, not leveraging AI for personalized experiences.
Some automation in onboarding, such as AI-driven task assignments.
AI-driven onboarding and retention programs, such as adaptive learning platforms.
Seamless onboarding and retention enhanced by AI-driven insights, such as personalized learning paths.
Not Applicable
Comments
21. How would you describe your organization's use of AI in employee retention efforts?
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Standard retention rates, not utilizing AI for predictive insights.
Slight improvement in retention using AI for initial engagement analysis.
Improved retention through AI-enhanced engagement, such as personalized career paths.
High retention rates supported by AI-driven culture and engagement tools, such as predictive turnover models.
Not Applicable
Comments
22. How would you describe your organization's approach to sourcing candidates?
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Basic keyword matching in sourcing, no AI-driven talent discovery.
Use of basic AI tools for sourcing, such as LinkedIn Recruiter's AI suggestions.
Advanced AI sourcing with passive candidate engagement, such as AI-powered talent pools.
AI-powered sourcing with predictive candidate matching, like Eightfold AI's talent intelligence.
Not Applicable
Comments
23. How would you describe your organization's approach to AI strategy in talent acquisition?
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No clear AI strategy or dedicated leadership.
Initial AI strategy development, with leadership beginning to take shape.
Defined AI strategy with leadership support.
AI is a core part of the talent acquisition strategy with C-level leadership.
Not Applicable
Comments
24. How would you describe the features and capabilities fo your organization's Applicant Tracking System (ATS)?
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Limited to basic ATS functionalities, no advanced AI features.
Introduction to AI tools for specific tasks, such as chatbots for initial inquiries.
Broad use of AI tools across multiple talent acquisition functions, integrated into the ATS.
Comprehensive suite of AI tools fully integrated into talent acquisition processes, like end-to-end recruitment platforms.
Not Applicable
Comments
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