Internal Talent Surveys.

As part of the talent management process organisations can conduct regular internal surveys among staff to gain valuable feedback on a variety of issues. What tools can be used to do this and what data should employers be asking for.  Talent feedback can be an invaluable tool in understanding the culture and overall workforce dynamics in an organisation as well as identifying issues at an early stage. With work pressures caused by long hours and lack of resources it is vital to get regular talent feedback and for digital tech staff working in a fast-moving dynamic start-up environment this can be even more important. 


Survey Tools. 

The most well-known and popular tool used for conducting staff surveys is Survey Monkey, it’s free to use and has purpose-built templates making the survey construction process easy and straightforward. Alternative solutions widely used are Google Forms and other specialist talent management tools. 



It is essential to get buy-in from the senior leadership teams and agree the objectives of the staff survey. What do the organisation want to learn about working in the company and what types of questions and topics should the survey contain? Example topics to ask about may include any or all of the following: 


  • Resourcing Issues. 
  • Work Culture. 
  • Working Environment and Conditions. 
  • Teams, Co-workers and Managers. 
  • Management Structure.
  • Training Opportunities.
  • Career Opportunities.
  • Internal Communications. 
  • Diversity.
  • Bullying. 


The design of questions is important to ensure that valuable insights are obtained and there are professional consultants and other online resources that can help in questionnaire design which is a science in itself. It’s vital the launch and objectives of any staff survey are clearly communicated to all staff to obtain the best results. Most internal staff surveys are completed anonymously. 



Collocating and interpreting the survey results should be relatively easy with online tools. It is essential that the leadership team get an opportunity to view results and draw up a believable action plan to address key issued raised. This ensures that when results are presented to all staff any highlighted findings can be addressed by the management team as they have already considered these and created actionable plans to deal with them.  


Dealing with any concerns or worrisome issues raised by talent can help enormously with staff retention because talent can see real changes in response to concerns raised. Most staff surveys are usually organised by human resources who may already use talent management software and hiring tools to record data so it may be possible to log survey data too as long as confidentiality is maintained. This data can be useful in understanding why talent leaves and what needs to be the focus when considering the recruitment and selection process to address potential concerns at an early stage in recruitment.    


One such company who are game changing the face of recruitment by providing a robust process to deliver more efficient recruitment without bias is Hire Digital. A start-up recruitment company with a global presence that has invested heavily in Artificial Intelligence (AI) to manage the digital tech recruitment and talent management process. Their ATS software platforms give digital talent recruiters a strict criterion for posting job adverts and descriptions and their AI works in such a way that it generates a much smaller more targeted candidate list by using up to 40,000 attributes. They key to this is efficiency, recruiters spend less time generating job advertisements and trawling through hundreds of CV’s to get their shortlist, Hire Digital tech can rapidly access up to 1bn talent globally. 


Hire Digital is an AI technology with a human touch that is completely revolutionising the recruitment and selection process. It’s two times faster, 50 % cheaper and ten times more accurate than traditional hiring tech. To find out more speak to Robin Brohl at Hire Digital he is a real person and would love to engage with you and help you streamline your recruitment processes.