Cleared Hiring Health Survey

Complete our Cleared Hiring Health Assessment survey to gain valuable insights into your recruiting process. We’ll quickly analyze your responses and provide actionable recommendations to help you attract and retain top cleared talent efficiently. Once you submit the survey, you’ll be directed to our scheduling page to set up a time for your assessment delivery.

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Your Company Information

In this section, we’ll ask for some basic information about you and your company. Mount Indie will use this data to provide the most accurate and comprehensive assessment possible. Rest assured, your data will never be sold. We will not ask for any proprietary or competition-sensitive information in this survey. The most sensitive question is "What is your attrition rate," and it is optional.

Name(Required)

First Last

Email(Required)

Phone (optional)

Company Name (Optional)

Website (Optional)

Company Size(Required)

General Questions

In this section, we will delve into some of the key challenges your team may be encountering and gain deeper insights into your current hiring process. By exploring these areas, we’ll uncover potential gaps and opportunities for improvement, ensuring that your team is equipped with the knowledge and tools needed to enhance your recruiting efforts.

What is your biggest challenge when recruiting security-cleared talent? (Select all that apply)(Required)

Sourcing / Finding candidates

Compensation - Getting candidates to accept offers within Labor Category pay bands

Current Benefit Package

Candidates lacking 1 or more required qualifications

Receiving final customer approval

Engaging with candidates or getting candidates to respond

Cleared talent opting for remote work

Requirements changing on jobs

Time it takes to move candidates through our hiring process

Lack of Polygraph cleared candidates

Other

None of the Above

Are you currently facing any of the following challenges in your hiring process? (Select all that apply)(Required)

Candidates accepting competing offers

Candidates accepting counter offers

Candidates "Ghosting" or falling out of the process post submittal

Candidates accepting offers but not showing up on the first day

New hires suspected of working 2 jobs

None of the Above

Is your current hiring process aligned with best practices as outlined by the OFCCP?(Required)

Yes

Not Sure

CAPTCHA

Recruiting Team

In this section, we will assess the structure and documentation of your recruiting process. We’ll begin by examining whether your organization has a comprehensive, documented recruiting process in place that outlines the specific steps for sourcing, recruiting, and engaging candidates. This ensures consistency and alignment across all recruiters within your company.

Do you have a documented recruiting process?(Required)

When we refer to a recruiting process, we mean a comprehensive, documented process that outlines the specific steps to be taken in sourcing, recruiting, and engaging candidates. This ensures that all recruiters in your company are generally following the same procedures to source, engage, and close candidates

Yes

Not sure

How many recruiters do you currently have on your team?(Required)

How is your recruiting team structured?(Required)

By Business Unit

By Program

By Technical Expertise (e.g., Software, IT, Cyber)

By Agency Focus (e.g., DoD, FedCiv, Intel)

Our team handles all positions and programs across the organization

Has your recruiting team received any training specifically related to sourcing or recruiting? (This includes technical training on sourcing, recruiting techniques, handling objections, etc., but excludes HR or compliance training.)(Required)

Yes

Not Sure

If so, when was the last recruiting-related training completed? (Please provide the date.)

Recruiting Metrics

In this section, we will evaluate your recruiting team’s use of metrics and key performance indicators (KPIs) to measure effectiveness and efficiency. We’ll explore whether your team has an established metrics program in place, examining specific data points such as the number of submissions per week per recruiter, the number of candidates sourced, and the number of hires per month.

Does your recruiting team have an established metrics or KPI program? (e.g., number of submissions per week per recruiter, number of candidates sourced per week, number of hires per month, etc.)(Required)

Yes

Not sure

Is your team consistently meeting those metrics? (e.g., achieving them more than 75% of the time)(Required)

Yes

Not Sure

NA - We do not have an established metrics program

Please select all of the recruiting activities below you are tracking

Number of emails sent

Number of phone calls made

Number of text messages sent

Candidate response rate

Candidates sourced

Phone screens conducted

Candidates submitted

Interviews scheduled

Offers extended

Offers accepted

Candidate backouts

Number of candidates hired

None of the above

Other

Are you currently tracking the source of hire?(Required)

Source of hire refers to the origin of your hires, such as referral, direct applicant, sourced candidates, or agency placements.

Yes

Not sure

Are you tracking where your "sourced hires" are originating from?(Required)

For example, for candidates your sourcerd are they coming from platforms like ClearanceJobs, Monster, LinkedIn, etc.?

Yes

Not sure

On average, approximately how many submits is each of your recruiters making per week?(Required)

On average, approximately how many hires is each of your recruiters making per month?(Required)

How many hires did your team make in the past year?

Calendar year 2023

What is your attrition rate? (Optional)

Either voluntarily or involuntarily, what % of people left your company last year?

Recruiting Tools

In this section, we will conduct a thorough examination of all the tools and resources available to your recruiting team. This includes both technology solutions and traditional methods, ranging from applicant tracking systems (ATS) and AI-powered sourcing tools to job boards, social media platforms, and any specialized recruiting software. We’ll explore how these tools are being utilized, assess their effectiveness, and determine whether they are fully integrated into your recruitment strategy. Additionally, we’ll identify any underutilized resources and areas where new tools or improvements could enhance your team’s efficiency and effectiveness in meeting hiring goals. Our comprehensive analysis will help ensure that your recruiting team is equipped with the best possible tools to succeed in a competitive talent market.

Which Applicant Tracking System (ATS) are you currently using?(Required)

Which products, job boards, or resume databases are you currently paying for? (Select all that apply)(Required)

ClearanceJobs

Monster

Dice

ZipRecruiter

Careerbuilder

ClearedJobs.net

GlassDoor

Indeed

LinkedIn Recruiter

Linkedin Recruiter Lite

Sales Navigator

SeekOut

HireEz

Other

Is your team regularly participating in training or information sessions provided by the vendors of the products you have purchased?(Required)

Yes

Not sure

Are you seeing value or a return on investment from the recruiting products your team has purchased?(Required)

Yes

Not sure

Is your team currently using any marketing drip campaigns or automated messaging campaigns for candidate outreach?(Required)

A drip campaign is a series of automated, scheduled messages sent to candidates over time as part of a recruitment or marketing strategy. These campaigns are designed to nurture relationships by delivering relevant content and information at regular intervals, based on the recipient's behavior or specific triggers.

Yes

Not sure

Is your team using any automated scheduling tools, such as Calendly, to coordinate with candidates?(Required)

Yes

Not sure

Is your team using any "Chrome" extensions for sourcing, recruiting, or organization?(Required)

Chrome extensions are used by recruiters to improve their searching and outreach efficiency and to automate repetitive tasks. Functionalities of chrome extensions can vary from a simple screenshot to finding keywords or creating diversity keyword strings.

Yes

Not sure

Is your team currently utilizing any AI tools to enhance your sourcing or recruiting process?(Required)

This includes both AI tools that have been purchased and integrated into your recruiting tech stack, as well as free tools like ChatGPT that your team might be using.

Yes

Not sure

Do you have an active referral program that is consistently producing hires?(Required)

Yes

We have a program, but we don't get many referrals

How would you rate the effectiveness of the outside recruiting services or vendors your team is currently using?

Very effective: The vendors consistently deliver high-quality results

Effective: The vendors meet our expectations and provide solid support

Neutral: The vendors perform adequately but leave room for improvement

Ineffective: The vendors struggle to meet our needs and expectations

Very ineffective: The vendors consistently fail to deliver the desired results

We do not use outside recruiting services

Are you currently utilizing any external agencies for assistance with recruiting, such as RPO (Recruitment Process Outsourcing), Direct Hire, or Contract to Hire services?

Yes

Not currently but we have in the past

Which of the following best describes your team’s approach to candidate outreach?

They primarily source candidates, email them, and schedule a call if they express interest

They proactively call a few candidates each day, but focus mainly on emailing

They dedicate most of my time to strategizing outreach and crafting compelling messages

Relentless—They cold call all day, send texts, and every method available to reach candidates

Recruitment Marketing

In this section, we will delve into your use of both free and paid recruitment marketing services. We'll examine the tools and platforms you’re leveraging to attract and engage talent, including any AI-driven solutions, social media strategies, and job advertising services. Our goal is to understand how these resources are being utilized to maximize candidate reach and effectiveness in filling open positions. By evaluating your approach, we can identify strengths, uncover potential gaps, and suggest ways to optimize your recruitment marketing efforts for better results.

Is your team currently posting positions on LinkedIn and using tools like Canva or AI products like DALL·E to enhance engagement?(Required)

Yes

Not sure

Is there any concern or reluctance from departments like marketing, human resources or security about recruiters freely posting content online?(Required)

Yes

Not sure

Is your team currently using social media sites to advertise positions or source candidates? (e.g., Facebook, Instagram, TikTok, GitHub, Stack Overflow, Reddit, Slack groups, Meetup, etc.)(Required)

Yes

Some are

Not sure

How would you rate the quality and accuracy of your job descriptions?

Excellent: Our job descriptions are clear, detailed, and highly accurate.

Good: Our job descriptions are generally accurate but could use some refinement.

Fair: Our job descriptions are adequate but often require clarification or adjustments

Poor: Our job descriptions frequently lack detail or accuracy.

Very poor: Our job descriptions are unclear and inaccurate, needing significant improvement.

Hiring Data Metrics

We believe that successful hiring in the GOVCON space goes beyond just recruiting—it's an enterprise-wide function. At Mount Indie, we prefer to talk in terms of hiring because focusing solely on recruiting overlooks 80% of the puzzle. Effective hiring requires the involvement of the entire company, with contributions from literally every department. In this section, we will take a broader look at the factors that influence hiring in the cleared space, as well as the associated processes, data, and metrics

Do you have a documented hiring process?(Required)

When we refer to the hiring process, we mean a structured process that anyone involved in hiring or decision-making follows. This may include instructions on conducting interviews, opening job requisitions, making hiring decisions, and other related activities.

Yes

Not sure

What is your time to hire? (For the purpose of this assessment, time to hire is calculated from the day the position is opened in your ATS until the day a new employee starts.)(Required)

Are you currently tracking the "time in workflow" for candidates during the recruitment process?

Time in workflow refers to the amount of time a candidate spends in each stage of the recruitment process. For example, from submission to interview request, interview scheduling, interview completion, etc. A standard workflow process could have as many as 25 steps

Yes

Not sure

Do you have a standardized interview evaluation process?(Required)

A standard interview evaluation process is designed to eliminate bias and provide an objective assessment of the candidate and the interview outcome

Yes

Not Sure

Is there a defined and established interview training program that hiring managers are required to attend?(Required)

Interview training typically focuses on ensuring consistency in the questions asked and on measuring quantifiable data to take an objective approach to interviewing candidates.

Yes

Not Sure

Are you using any software to measure the behavioral aptitude of your candidates?(Required)

Yes

Not Sure

Are you using any software to conduct technical testing of your candidates?(Required)

Yes

Not Sure

Do hiring managers (e.g., program managers, technical leads, decision makers) have regular, established meetings with the recruiting team?(Required)

Think of this as a set meeting, similar to a scrum meeting, that is consistently held and rarely missed.

Yes

Not sure

Do hiring managers (e.g., program managers, technical leads, decision makers) have access to the ATS?(Required)

Yes

Not sure

How willing is your program management team to request waivers from government leads for candidates who may lack certain skills or years of experience?(Required)

Very willing: They frequently request waivers when necessary

Somewhat willing: They request waivers occasionally when it’s essential

Neutral: They neither avoid nor actively seek waivers

Somewhat unwilling: They rarely request waivers and prefer to meet all requirements

Very unwilling: They do not request waivers and insist on meeting all specified qualifications

Workload and the future

In this section, we will examine how your team's workload is distributed and how time is being prioritized with the resources available to you.

What percentage of your current work does your organization serve as the prime contractor?(Required)

Please enter a number from 0 to 100.

What percentage of your current work does your organization serve as the Sub-contractor?(Required)

Please enter a number from 0 to 100.

Is your recruiting team responsible for filling both direct billable positions and corporate or overhead roles?

Yes - One team manages all our recruiting

No - We have separate recruiters that handle overhead and corporate

How many "competitive", "jump ball," "white-space" or "best athlete" positions are expected to open in the next 12 months?(Required)

Considering your subcontracts without guaranteed workshare, as well as your MACs and IDIQs, how many positions will be available to your team in the next 12 months? (Estimate is fine)

How many proposal positions or key personnel resumes will your team be responsible for in the next 12 months?(Required)

How many funded positions are expected to be open in the next 12 months.(Required)

Factoring in your attrition rate, new contract wins, and subcontracts with guaranteed workshare agreements, how many positions are anticipated to have approved funding in the next 12 months?

Is the team finding it challenging to balance the workload between active, funded requisitions and upcoming proposal opportunities?(Required)

Yes

Sometimes

Not sure

Perception Evaluation

in this section, we explore how various teams, perceive the effectiveness of your recruiting efforts. We’ll assess their views on how well the recruiting team aligns with business and growth goals, their satisfaction with the recruitment process, and any areas they believe require improvement. This evaluation will provide valuable insights into internal perceptions and help identify opportunities for better collaboration and performance enhancement.

What is the executive team’s perspective on how the recruiting team is performing in relation to the company’s business and growth goals?

Exceeding expectations: Significantly contributing to our business and growth goals

Meeting expectations: Effectively supporting our business and growth goals.

Slightly below expectations: Contributing, but there is room for improvement.

Below expectations: Struggling to meet our business and growth goals.

Far below expectations: Not meeting business and growth goals, requires significant improvement

How do the Business Development & Operations teams perceive the effectiveness of the teams recruiting efforts?

They are performing excellently—an asset to our growth

They are doing well

They are trying hard but struggle to deliver results

They believe recruiting is broken and not meeting expectations

They are neutral or unsure about the impact of recruiting on our growth

Which of the following best describes your view of your recruiting team's technical sourcing ability?(Required)

Excellent: They are exceptional at finding highly specialized talent

Very good: They consistently perform well in sourcing technically skilled candidates.

Good: They meet expectations in sourcing, but there's room for growth.

Fair: They struggle with some aspects and could benefit from improvement.

Poor: Significant improvement is needed in their technical sourcing capabilities.

Which of the following best describes your view of your recruiting team's technical recruiting ability?

Excellent: They excel at closing candidates and consistently deliver top results

Very good: They perform well in technical recruiting and usually meet expectations

Good: They are effective, but there is some room for improvement

Fair: They struggle in some areas and need improvement

Poor: Significant improvement is needed in their technical recruiting skills

How valued do you think the recruiting team feels within the organization?

Very valued: They feel highly recognized and appreciated

Somewhat valued: They receive recognition, but there’s room for more appreciation

Neutral: They feel neither particularly valued nor undervalued

Somewhat undervalued: They feel their contributions are not fully recognized

Very undervalued: They feel their efforts are largely overlooked or unappreciated

On a scale of 1 to 10, where 1 is low and 10 is high, how much of a priority is it for your organization to make improvements in your hiring and recruiting processes?(Required)

Please enter a number from 1 to 10.

Is there anything else regarding your recruiting challenges that we haven’t covered but would be helpful for us to know?

Please feel free to share any additional information that we haven't covered, which would help us better understand your current hiring situation. Your insights are valuable in giving us a complete picture of your challenges and needs.

Cleared Hiring Health Survey

Your Company Information

General Questions

Recruiting Team

Recruiting Metrics

Recruiting Tools

Recruitment Marketing

Hiring Data Metrics

Workload and the future

Perception Evaluation

Site Links

Specialties