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Engaging people is one of the HR hot topics. Un-engaged, unhappy employees and bad services between departments affect company performance. Understanding the root cause of un-engagement, issue between departments or how your company is perceived by the candidates will help you easily make changes.

We have spent more than 10 years measuring employer image, employee engagement, internal customer satisfaction using qualitative and quantitative methods.

Our expertise in employee surveys

Graduate Survey

Best companies for new graduates survey has been contacted since 2009 and it has been the ranking of Bloomberg Businessweek magazine since then. Each year there are around 250 companies and has an average participation of over 20.000 university students.

Measuring the corporate image and candidates tendency to apply, the survey is carried out online and had the answers under several topics.

To have more information please visit the Graduate Survey website.

Have you every gone through your company’s own recruitment process?

Candidate experience is the job seeker’s impressions of all the interactions during the hiring and onboarding process. Do you know the impact of your negative candidate experience on attracting the high caliber candidates?

The challenges applicants and candidates were facing in the recruiting process, coupled with the frustration recruiters were having with candidate selection, has been a source of conversation for decades, but the discussions all lacked proof of its impact despite their common sense – and we all know what happens when HR and Talent Acquisition budgets are supported with common sense and little else.

At each stage ve evaluate what candidates want, what employers doing and how they perform:

  • Talent attraction and sourcing
  • The application process
  • Screening and dispositioning
  • Interviewing and selection
  • Offer, onboarding, new

Contact us for your candidate experience evaluation.

  • Does your employee engagement survey results reflect your organizations’ current situation?
  • Does it help to increase employee commitment and organizational performance?
  • Can you easily measure the employee experience?

86% of business leaders are concerned about retention and engagement that makes retention and engagement high priority issues. Companies has to shift their surveys from wrong questions into right questions to understand better the elements of an engaging workplace.

For over 10 years of experience, Modern Management has built systems to collect meaningful data understanding its connections to company goals. Our analysts then use several tools to make multi-dimensional analysis and study particular issues that will increase engagement and retention.

To learn  about our methodology, contact us

Interrelated functional units form business organizations. For their productivity and efficiency, these functional units or in other words, departments, depend on each other. If one or some departments are underperforming then the entire company is affected. It is not easy to identify underachieving departments.

How do you identify the underperforming departments?

Any department receiving services from other departments is considered the “internal customer.” An internal customer satisfaction survey measures how satisfied internal customers are. This survey measures perceptions and impressions of internal service such as communication, productivity, responsiveness, the structure of the department etc.

To learn  more about our methodology, contact us.

Focus groups are structured, directed and expressive where people freely speak out their opinion on a given topic, conducted by a trained moderator.

Comparing to quantitative surveys, focus groups are typically spoken, open-ended, relatively broad, and qualitative. They are deep, have more nuance and variety and give the moderator the opportunity to observe nonverbal communications. Therefore, focus groups can get closer to people’s real feelings and thoughts.

The crucial element of focus group is the facilitation.

To meet our moderators, contact us.

In depth interview is a qualitative research tool. They are conducted between a respondent and a trained facilitator on specific matters allowing to gather information in great detail.

There are three fundamental types of in depth interviews: structured, semi-structured and unstructured. The length of interviews varies depending on the topic.

There are several drawbacks related to the efficiency of the facilitator.

We have developed a large range of industry specific, highly scalable custom survey solutions to meet your organization’s needs.

For your specific needs in mind, our seasoned experts are ready to offer solutions.

For your organization's survey and insight needs