It’s a basic law for business process improvement. When your process is completed, you survey your users to find out what worked and what didn’t work. In recruiting, it turns out that identifying “what worked” is the second-most impactful of all internally reported recruiting metrics (after quality of hire). This what-worked data has such a powerful impact because it helps you improve the critical parts of your recruiting process that have the highest impact on your hiring results. Given this obvious value, you might be surprised to learn that recent data from Korn Ferry shockingly reveals that few corporations actually use new hire surveys.