Quiz - Hamlet HR

Time-to-Productivity for New Hires

Select the answer that best aligns with or describes your business or current situation. Then, click the “Next” button.

On average, how long does it take for new hires to be productive?(Required)

New hires take 6+ months to be productive; many fail in first year

New hires are productive in 4-6 months; 30%+ first-year turnover

New hires are productive in 2-3 months; 15-20% first-year turnover

New hires are productive in 4-8 weeks; under 15% first-year turnover; structured 90-day plan

New hires are productive in 2-4 weeks; under 10% first-year turnover; preboarding + structured learning journey

Overall Turnover Cost Management

Select the answer that best aligns with or describes your business or current situation. Then, click the “Next” button.

How much is your overall turnover rate? Are you aware of the costs associated with turnover?(Required)

Overall turnover over 30%; don't track cost of turnover – unaware of cost

Overall turnover 20-30%; aware turnover is expensive

Overall turnover 15-20%; calculated cost of turnover annually – no other action

Overall turnover 10-15%; track turnover by department and reason; targeted interventions urgently applied

Overall turnover under 10%; turnover cost calculated per departure; exit trends analyzed monthly; proactive culture fixes

Performance Management & Accountability

Select the answer that best aligns with or describes your business or current situation. Then, click the “Next” button.

How often do you have performance reviews with your employees?(Required)

No performance management: low performers tolerated indefinitely

Annual reviews only; performance issues rarely addressed

Reviews conducted; performance improvement plans exist but inconsistently used

Quarterly reviews; clear expectations; low performers managed out within 90 days

Continuous feedback culture; performance calibration; bottom 5-10% managed out annually; top performers visibly rewarded

Culture of Accountability

Select the answer that best aligns with or describes your business or current situation. Then, click the “Next” button.

Does your culture drive performance and attract top talent?(Required)

No clear accountability: missed commitments tolerated

Some accountabilities but inconsistent; excuses accepted

Expectations exist; accountability enforced sometimes

Clear goals and ownership; regular check-ins; performance issues addressed in 60 days

High-accountability culture; commitments met; transparency on results; low performers coached, disciplined & exited quickly; high performers visibly rewarded

Talent-Driven Culture

Select the answer that best aligns with or describes your business or current situation. Then, click the “Next” button.

Does your culture drive performance and attract top talent?(Required)

No defined culture: people join for money only

Values exist but are not lived; culture is "fine"

Values defined; referenced occasionally; mixed culture feedback

Values integrated into hiring and recognition; strong culture; candidates mention it

Culture is competitive advantage; top talent seeks you out; employee referral rate over 30%; Glassdoor rating 4.0+; values drive all decisions

Scalability with HRIS/Core System

Select the answer that best aligns with or describes your business or current situation. Then, click the “Next” button.

Do you have infrastructure that works at 50 AND 200 employees?(Required)

Spreadsheets and paper files; massive administrative burden

Payroll system only; HR admin still manual

Basic HRIS for employee records and payroll

Integrated HRIS with self-service, time tracking, PTO, benefits enrollment

Fully integrated platform with workflows, approvals, analytics, mobile access; HR team focused on strategy not admin

2-Minute Profitable Growth Readiness Quiz

Time-to-Productivity for New Hires

Overall Turnover Cost Management

Performance Management & Accountability

Culture of Accountability

Talent-Driven Culture

Scalability with HRIS/Core System

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