Recruiting Assessment | Mastering Midsized

Message from Rob Sher,
Founding Principal of Mastering Midsized

Over the last 15 years, I have had the immense pleasure of working with leaders who were looking to build strong business infrastructures that can help unleash growth.

Today, I write to you with a heavy heart. Recently, I was diagnosed with advanced pancreatic cancer and after much deliberation and consultation with my loved ones, I have made the difficult decision to close Mastering Midsized to focus on my health and spend time with my wife and children.

Closing this business is not a decision I make lightly. Mastering Midsized has been my pride and joy. It is my life's passion, and the driving force in my professional life. I have always been deeply committed to serving all of our clients, and I am deeply saddened that I can no longer continue this work.

However, I believe it is important to prioritize my health and family during this trying time. I am truly grateful for your understanding and support as I navigate this personal challenge. Thank you once again for your understanding, and I wish you all the very best in your future endeavors.

One Page Business Plan will continue running into the future and will be maintained as its own standalone entity. For existing Mastering Midsized clients working with other Principals, please reach out to your Principal directly if you have any questions.

Warmest regards,

Rob Sher
Founder and Principal
Mastering Midsized

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About
Midsized Mastery Method
Services
Case Studies
Insights
Contact
Books

Assessment

Recruiting High-Quality Talent

Recruiting Assessment

Step 1 of 2

50%

Learn how your business scores on its recruiting practices.

You'll receive an instant grade after completing this 14-question assessment. We will also email you a full report on mastering your midsized company.

Name*

First Last

Email*

Company Name*

1. In the past 12 months, how difficult has recruiting been for your company?*

Not at all difficult

Slightly difficult

Somewhat difficult

Very difficult

2. Is your company's recruiting process predominantly centrally driven by HR?*

This means HR manages the recruiting process and only relies on hiring managers for job descriptions, descriptions of ideal candidates, and participating in interviews of candidates.

Yes

No

3. During the past 12 months, how often did you have a written list of jobs you needed to fill forecasted six months into the future?*

Never

Rarely

Sometimes

Often

Always

4. How do you believe your company's pay and benefits package for all employees compares to companies who compete for the same talent pool?*

Bottom quartile

Between bottom quartile and average

Average

Between average and top quartile

Top quartile

5. During the past 12 months, how often has your company used recruiting messages in job postings, on the web or elsewhere, that are intentionally written to be highly persuasive to attract top candidates?*

Never

Rarely

Sometimes

Often

Always

6. Does your company use an applicant tracking system?*

An applicant tracking system is a database of all applicants (past and current).

Yes

No

7. During the past 12 months, did your company have a formal written recruiting budget beyond a budget line for external search fees?*

Yes

No

8. During the past 12 months, how often did your company respond to what seem to be qualified candidates within one business day of receipt of their resume or application?*

Never

Rarely

Sometimes

Often

Always

9. During the past 12 months, how often has your company formally trained your people on proper interviewing techniques?*

Never

Rarely

Sometimes

Often

Always

10. During the past 12 months, how often has your company used written interview checklists or guides during interviews?*

Never

Rarely

Sometimes

Often

Always

11. During the past 12 months, how often has your company given offer letters to candidates you decided to hire on the same or following day after the final interview?*

Never

Rarely

Sometimes

Often

Always

12. During the past 12 months, how often has your company paid current employees a bonus for referring job candidates to you who were ultimately hired?*

Never

Rarely

Sometimes

Often

Always

13. In the past 12 months, how often has your company been proactively reaching out to the candidate pool in ways other than posting job ads?*

Never

Rarely

Sometimes

Often

Always

14. During the past 12 months, how often do candidates already know about your company before they apply?*

(We are asking about your company’s brand as an employer.)

Never

Rarely

Sometimes

Often

Always

Mastering Midsized partners with leaders of midsized companies to drive predictable, sustainable growth.

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