Understand the journey.
Establish candidate feedback, assessment patterns, onboarding experiences and leaving reasons to identify where the process needs attention.
Vibe Recruit
Understand the person. Strengthen the journey.
Use tailored assessments to connect candidate and interviewer feedback with role benchmarks. Vibe Recruit supports hiring conversations and keeps you learning through onboarding and exit feedback.
STRUCTURED SCREENING
Bring candidate and interviewer perspectives together.
Candidates complete a ten-minute survey around role-relevant criteria. Interviewers add their perspective at the final stage; a radar view compares both with the agreed benchmark.
The assessment supports the hiring conversation. Criteria should remain relevant to the role, with equality, diversity and inclusion considered throughout.
ADMIN & EXECUTIVE REPORTING
Turn assessment data into useful hiring insight.
Compare candidate, interviewer and agreed benchmark scores in one reporting view. Use the differences to guide interview questions and hiring discussions.
- Candidate-level reports across your tailored assessment criteria.
- A shared view of candidate, interviewer and benchmark scores.
- Admin dashboards and executive reporting for the wider recruitment picture.
- Findings that inform the interview, selection discussion and next steps.
BEYOND THE APPOINTMENT
Give new colleagues a stronger start.
Use follow-up feedback to understand whether joining expectations are being met. Identify early obstacles and improve the experience for new colleagues and managers.
- Integrated and consistent onboarding practices.
- Onboarding evaluation and feedback.
- Workflows that support a smoother start.
CLOSE THE FEEDBACK LOOP
Learn from the people who leave.
Bring exit feedback together with wider employee research. Understand recurring reasons for leaving and identify where the colleague experience needs attention.
- Exit feedback, interviews and evaluation.
- Consistent practices and effective workflows.
- Track leaving reasons, team experience and turnover patterns.
RELEVANT EXPERIENCE
A related colleague-experience project.
West Midlands Trains connected presentation standards, induction and practical communications. Explore the delivery behind the story.
Read the West Midlands Trains case studyOUTCOMES & RETURN ON INVESTMENT
Agree the impact. Track the change.
Review the colleague journey from candidate experience to onboarding and exit, then use the evidence to improve the moments that matter.
Improve the key moments.
Agree practical changes with recruitment, HR and hiring managers. Make responsibilities and review dates clear across screening, onboarding and exit.
Check the experience.
Compare follow-up feedback and relevant recruitment or retention indicators. Review whether the process is becoming clearer, more consistent and more useful.
How we assess progress and value
| The outcome | How to assess progress |
|---|---|
| Recruitment efficiency | Track time spent screening and interviewing, time to hire and cost per appointment. |
| Candidate experience | Review quiz-to-application conversion, survey completion and candidate feedback. |
| A stronger start | Monitor onboarding feedback, completion of key steps and early employee retention. |
| Fewer avoidable losses | Compare early attrition, leaving reasons and trends in the teams or roles assessed. |
Build the business case.
Compare attributable reductions in recruitment administration, re-hiring and avoidable early turnover costs with the cost of the programme and resulting changes.
Agree a baseline, review period and benefit owners. Include delivery and implementation costs, and account for other changes affecting the result.
ROI = (attributable benefit − total programme cost) ÷ total programme cost × 100
YOUR NEXT MOVE
Get to the heart of your colleague journey.
Explore your priorities through a free, friendly 30-minute initial consultation.
Book a free consultation ↗