What is SkillSurvey?
SkillSurvey is the leader in online reference checking, sourcing and credentialing, providing immediately useful insights to help employers make better hiring decisions. Its cloud-based referencing, sourcing and credentialing solutions answer vital questions that help organizations hire the right people for every role. SkillSurvey Reference® is the leading online reference checking solution that provides insight into future job performance and is proven to predict future turnover, hiring manager satisfaction, and performance ratings. An unmatched library of scientifically-designed surveys produces job-specific data employers can trust. SkillSurvey Source®, an extension SkillSurvey Reference, helps recruiters source, engage and manage a more robust candidte pipeline of talent through references and referrals. SkillSurvey Credential OnDemand® helps healthcare organizations onboard skilled practitioners faster with digital peer referencing that simplifies and enhances the credentialing experience for all participants. SkillSurvey makes the referencing, sourcing and credentialing process more efficient and effective — helping employers save time and money, grow revenues, and bring employees onboard faster.
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SkillSurvey Reviews (14)
- ★★★★★2
- ★★★★★1
- ★★★★★0
- ★★★★★0
- ★★★★★11
Review Summary
Generated using AI from real user reviews
SkillSurvey receives overwhelmingly negative feedback, with 11 of 14 reviews giving it one star, citing fundamental issues with the reference check process itself.
Candidates and their references criticize the burden and burden placement of the system. Users report that the 30-question survey is too lengthy and tedious, placing an unfair burden on references who are volunteering their time. Multiple reviewers object to candidates being forced to nag their references to complete the survey rather than hiring managers contacting references directly by phone. References also complain about lack of context—surveys don't specify the job title, company, or hiring manager—making it hard to provide meaningful feedback. One reference provider explicitly refused to share confidential information with an "online data company" without knowing who would use it.
The survey's blunt scoring system also draws criticism. Candidates report that scores of 6 or 7 out of 10 are treated as failures, even though many references don't give perfect scores as a matter of principle. The multiple-choice format is attacked as too rigid to capture nuance; reviewers argue that actual phone conversations would be far more informative. One recruiter praised the tool's high response rates and confidentiality, but this positive view stands nearly alone. Secondary complaints include billing issues, geographic limitations, and privacy concerns about data mining.
★★★★★
Thursday, July 4, 2019
“As a candidate, not a fan. I feel as though…”
As a candidate, not a fan. I feel as though I am harassing my references to fill out a survey. Also, in the interest of candidate experience, this is putting the entire onus of gathering not only the references themselves but also their feedback. Obviously, the candidate should provide the names and contact information of those they wish to use as a reference. But to then say " Now send them this survey and nag the living you know what out of them until they respond" sounds lazy on the hiring managers part to me and puts too much responsibility on the candidate.
★★★★★
Tuesday, June 18, 2019
“No stars...paperwork bullies....no manager has time to do your 30…”
No stars...paperwork bullies....no manager has time to do your 30 minute surveys....anyone can rush through it in 5 minutes but anyone analyzing a candidate properly is gonna take 30 minutes....you are untruthful when you state it is quick...only quick for people who do not think through their answers....you can size up a candidate with 10 questions...no need for 30 questions that asks the same results over and over...I will decline EVERY survey I get from your company in the future.
★★★★★
Wednesday, June 14, 2017
“I would strongly caution applicants not to become involved in…”
I would strongly caution applicants not to become involved in this. Employers wanting to check references need to pick up the phone and call them instead of forcing the applicant to provide email addressed and then try to con managers into completing a survey which most major companies prohibit them from completing. There appears to be no verification that the references are accurate- this is simply software that mines information and the job seeker gives up all their rights when applying through them.
★★★★★
Wednesday, August 13, 2014
Meyers, Inc.“It's all about bugging your references to take a survey…”
It's all about bugging your references to take a survey for a job you haven't even been offered yet. Personally, I don't like to bug my references any more than necessary, especially if I'm involved in an active search with multiple employers.