Recruitment Studies 
Recruitment Studies: Attract Top Talent You Want

Recruitment is the process of finding and hiring the best-qualified candidate (from within or outside of an organization) for a job opening in a timely and cost-effective manner.

First impressions count.  The kind of impression you make on potential applicants matters because even if you don’t hire them, they can still be a customer and brand evangelist.



We would love the opportunity to earn your business. Call us now to schedule your free consultation to discuss your specific employee recruiting challenges.

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A recruitment study gives your company the opportunity to understand where a potential recruit’s first impression comes from and precisely what it means.  This kind of insight is vital to understanding how to get the applicants that you want for the jobs you have open.

Our recruitment studies include analyzing the requirements of a job, how you are attracting employees to that job, how you are screening and selecting applicants, and gives specific insight as to what the potential applicant’s overall first impression experience was.


Attracting top performers is more than just placing a well-worded ad on a job website.  Hiring the wrong person can result in astronomical costs for your company. Harvard Business Review estimates that 80 percent of turnover is due to bad hiring decisions. The consequences of a wrong hire go beyond turnover costs; there are also costs associated with a disrupted company culture, decreased work production, and potential loss of customers and revenue.

Although companies know the importance of making the right hiring decision, they still make easily avoidable mistakes. Using a regular recruitment study program identifies areas that need improvement in the recruitment process.

80 percent of turnover is due to bad hiring decisions

As estimated by Harvard Business Review

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You're almost there! Use recruitment studies to make key improvements in your recruiting process to attract your exact job match!

employee recruitment studies
  • >How your recruiters are finding applicants.

    Are they using staffing agencies? How are those agencies representing your company? Are they looking at college campuses? Job fairs? How does your recruiter represent your business? What messages are resonating with potential hires? How is your recruiter identifying top performers?

  • >The success of your job postings.

    Is your employment listing worded properly to attract the right applicants? Does it reflect your company brand and mission?

  • >Your company's unique value proposition.

    How well do you demonstrate what makes your company special? Are you highlighting those qualities in each job posting?

  • >The appeal of your employment opportunities.

    Are you offering the right benefits and salaries that will entice top performers? Top candidates can afford to be selective.

  • >The effectiveness of timing.

    Quick and desperate decisions lead to bad hires, which end up costing employers more in the long run. What is the pace of your hiring team? Too fast? Or too slow?

  • >Your effectiveness in the interview process.

    Today’s candidates are better prepared for interviews than ever before. What are you doing in the interview process that meets them at this prepared level?

    Are your interviews structured or free-flowing? Research has shown that unstructured interviews, in which interviewers are allowed to ask whatever kind of questions they want, are not a good way to learn if someone will be a good hire or not.

  • The Process
  • Data Analysis
  • Reporting
  • Consulting

Once you become a partner of the Work Institute we assign you a Client Services representative. This person will be with you every step of the way – from identifying who needs to be interviewed, crafting the specific study questions, gathering and providing data analysis to building a change management plan to address specific issues and meet predefined business goals.

Your Client Services representative will become an integral part of your internal team by providing research, data, analysis and recommendations along the entire feedback cycle. Their entire focus is your company’s engagement and retention strategies. They find what isn’t working and get it working again saving your hundreds of thousands of dollars in turnover costs.

Once we get the interviews and surveys in place, your Client Services representative will work with you to summarize the major 3-4 trends in bullet form with the supporting raw data as a reference. We will regularly meet with you and any key leaders to discuss what we’ve discovered and will work with you to build a plan of action to make key changes.

Our reporting system is designed to give access to whomever you deem necessary.  Sometimes all organizational leaders want and need to know the research. Sometimes it’s better to have one key internal person managing the process. Whatever the request, we will provide access at no additional charge.

We use our combined experience of close to 30 years in human resources and our ability to capture the specific data you need to design thorough action plans to solve HR issues. For example, just by solving simple issues in recruitment results in hiring the right top talent for your open positions. Hiring the right top talent means reducing turnover significantly. This is what consulting with data can do for you.


Work Institute offers a complete solution to engagement and retention. After analyzing and improving your recruitment process, attracting top talent and hiring them – their experience over the next three months determines their longevity. You must understand how your employees feel about their on-boarding experience and why they feel the way they do?

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Learn how candidates feel about their recruitment experience and what you can do to improve it.




Our experts can help you determine the solutions best suited to your company’s needs.

  • "The Work Institute has helped us uncover some critical gaps in our recruiting processes, but also identify several great opportunities to attract the talent in our industry that we want the most. The reporting and analysis enables us to continually improve our efforts and strengthen our workforce."