{"id":553,"date":"2021-11-26T13:21:00","date_gmt":"2021-11-26T13:21:00","guid":{"rendered":"https:\/\/trustcruit.wpenginepowered.com\/?p=553"},"modified":"2025-08-01T15:58:00","modified_gmt":"2025-08-01T15:58:00","slug":"amboss","status":"publish","type":"post","link":"https:\/\/www.trustcruit.com\/sv\/kundcase\/amboss\/","title":{"rendered":"AMBOSS \u2013 F\u00f6rser beslutsfattare med kandidatfeedback f\u00f6r att driva utveckling"},"content":{"rendered":"<h1 class=\"wp-block-heading\">64%<\/h1>\n\n\n\n<p><strong>h\u00f6gre svarsfrekvens \u00e4n andra (enk\u00e4t nyanst\u00e4llda)<\/strong><\/p>\n\n\n\n<h1 class=\"wp-block-heading\">+23<\/h1>\n\n\n\n<p><strong>f\u00f6rb\u00e4ttrad Candidate NPS f\u00f6r nyanst\u00e4llda<\/strong><\/p>\n\n\n\n<h1 class=\"wp-block-heading\">50%<\/h1>\n\n\n\n<p><strong>f\u00f6rkortad time-to-hire, fr\u00e5n 60 till 30 dagar<\/strong><\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\">Om AMBOSS<\/h3>\n\n\n\n<p>AMBOSS \u00e4r ett onlineverktyg f\u00f6r l\u00e4rande och kliniskt beslutsst\u00f6d som anv\u00e4nds av mer \u00e4n en miljon l\u00e4kare och studenter i \u00f6ver 180 l\u00e4nder.<\/p>\n\n\n\n<p><strong>Enk\u00e4ter:<\/strong>&nbsp;Avslag efter intervju och nyanst\u00e4llda<br><strong>Plats:<\/strong>&nbsp;Tyskland (huvudsakligen)<br><strong>Bransch:<\/strong>&nbsp;Sjukv\u00e5rd, onlineutbildning<br><strong>Rekryteringsverktyg:<\/strong>&nbsp;Workable<br><strong>Bolagsstorlek:<\/strong>&nbsp;Medel<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Nyckelresultat<\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u00d6kad f\u00f6rst\u00e5else i bolagstyrelsen om vikten av kandidatupplevelsen, vilket har f\u00e5tt dessa att f\u00f6lja och dela med sig av resultaten av\u00a0<a href=\"https:\/\/www.trustcruit.com\/sv\/blogg\/candidate-nps-all-you-need-to-know\/#definition\" target=\"_blank\" rel=\"noreferrer noopener\">kandidat-NPS<\/a>\u00a0under \u00e5terkommande bolagsm\u00f6ten.<\/li>\n\n\n\n<li>F\u00f6rkortat\u00a0<a href=\"https:\/\/www.trustcruit.com\/sv\/blogg\/8-key-metrics-measure-recruitment-process\/\" target=\"_blank\" rel=\"noreferrer noopener\">time-to-hire<\/a>\u00a0med 50%, fr\u00e5n 60 till 30 dagar genom att ha gjort det ett m\u00e5l f\u00f6r hela f\u00f6retaget, vilket har f\u00f6rb\u00e4ttrad deras Candidate NPS med +23 enheter bland nyanst\u00e4llda.<\/li>\n\n\n\n<li>Gjort det m\u00f6jligt att precisera prioriteringar f\u00f6r att utveckla deras rekryteringsprocess genom att segmentera och filtrera feedbackinsikter p\u00e5 avdelnings-,rekryterar- och kvartalsniv\u00e5.<\/li>\n<\/ul>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<p><strong>UTMANINGAR<\/strong><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"challenges\">Sv\u00e5rt att analysera manuellt insamlad feedback och l\u00e5gt presterande time-to-hire<\/h2>\n\n\n\n<p>Som f\u00f6r AMBOSS och m\u00e5nga andra organisationer \u00e4r det&nbsp;<strong>sv\u00e5rt att identifiera f\u00f6rb\u00e4ttringspunkter<\/strong>&nbsp;av deras rekryteringsprocess utan att veta vad exempelvis en kandidat skulle f\u00f6redra. AMBOSS f\u00f6rstod att detta var ett problem och att de m\u00e5ste f\u00e5 reda p\u00e5 deras kandidaters \u00e5sikter och upplevelser.<\/p>\n\n\n\n<p>F\u00f6r att ta tag i problemet b\u00f6rjade de att manuellt samla in kandidatfeedback samt Candidate NPS med ett generellt enk\u00e4tverkyg.<\/p>\n\n\n\n<p>Men detta skapade ist\u00e4llet merarbete d\u00e5&nbsp;<strong>kandidater beh\u00f6vdes importeras manuellt in i verktyget och senare ocks\u00e5 tas bort manuellt f\u00f6r att inte bryta mot GDPR.<\/strong>Ut\u00f6ver detta s\u00e5 var det sv\u00e5rt att analysera den insamlade feedbacken. Det var till exempel enbart m\u00f6jligt att se deras nuvarande Candidate NPS och inte alls m\u00f6jligt att f\u00f6lja detta viktiga nyckeltal \u00f6ver tid.<\/p>\n\n\n\n<p>Ett nyckeltal AMBOSS faktiskt kunde m\u00e4ta ordentligt var&nbsp;<strong>time-to-hire<\/strong>&nbsp;genom deras rekryteringsverktyg, Workable. De uppt\u00e4ckte d\u00e5 att siffran i&nbsp;<strong>snitt var 60 dagar<\/strong>&nbsp;och f\u00f6rstod att de underpresterade. Ett h\u00f6gt time-to-hire kan resultera i att kandidater sj\u00e4lvmant l\u00e4mnar processen eller accepterar erbjudanden hos andra bolag. Ovetande om hur denna siffra p\u00e5verkade just AMBOSS l\u00e4mnade dom fast i ett d\u00f6dl\u00e4ge.<\/p>\n\n\n\n<p>Utan b\u00e5de anv\u00e4ndbar data och feedback var det sv\u00e5rt f\u00f6r rekryteringsteamet hos AMBOSS att m\u00e4ta viktiga KPI:er och ens s\u00e4tta interna m\u00e5l. Detta betydde att de inte hade en grund f\u00f6r att presentera hur de presterar till bolagsstyrelsen p\u00e5 AMBOSS.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<p><strong>L\u00d6SNINGAR<\/strong><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"solution\">Samlar in feedback automatiskt och analyserar avdelningar var f\u00f6r sig<\/h2>\n\n\n\n<p>Att samla in data och feedback var en relativt ny f\u00f6reteelse f\u00f6r rekryteringsteamet p\u00e5 AMBOSS. Med hj\u00e4lp fr\u00e5n Trustcruit-teamet f\u00e5r de som tur \u00e4r m\u00f6jlighet att&nbsp;<strong>diskutera strategier och l\u00f6sningar med experter<\/strong>&nbsp;som har insikter fr\u00e5n en m\u00e4ngd olika kandidatupplevelser. Men ocks\u00e5 hj\u00e4lp att f\u00f6rst\u00e5 hur och n\u00e4r de b\u00f6r samla in feedback.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p><em>&#8220;<q>\"Jag uppskattar verkligen den input vi f\u00e5r fr\u00e5n Trustcruit-teamet, att brainstorma och f\u00e5 se p\u00e5 v\u00e5r kandidatfeedback genom en experts \u00f6gon.\"<\/q>.&#8221;<\/em><\/p>\n\n\n\n<p>Sam Schultz, Talent Operations Partner p\u00e5 AMBOSS<\/p>\n<\/blockquote>\n\n\n\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"400\" height=\"389\" src=\"https:\/\/www.trustcruit.com\/wp-content\/uploads\/2025\/07\/sam-schultz-amboss-portrait.png\" alt=\"\" class=\"wp-image-555\" srcset=\"https:\/\/www.trustcruit.com\/wp-content\/uploads\/2025\/07\/sam-schultz-amboss-portrait.png 400w, https:\/\/www.trustcruit.com\/wp-content\/uploads\/2025\/07\/sam-schultz-amboss-portrait-300x292.png 300w, https:\/\/www.trustcruit.com\/wp-content\/uploads\/2025\/07\/sam-schultz-amboss-portrait-12x12.png 12w\" sizes=\"(max-width: 400px) 100vw, 400px\" \/><\/figure>\n\n\n\n<p>F\u00f6r att l\u00f6sa utmaningarna rekryteringsteamet p\u00e5 AMBOSS hade, b\u00f6rjade de att fortl\u00f6pande och automatiskt samla in kandidatfeedback genom Trustcruits enk\u00e4ter. Detta genom att fr\u00e5ga kandidater efter feedback om de antingen&nbsp;<strong>f\u00e5tt avslag efter en jobbintervju eller 5 dagar efter att kandidaten har anst\u00e4llts.<\/strong>.<\/p>\n\n\n\n<p>Genom att automatisera processen att samla in feedback kunde nu rekryteringsteamet fokusera mer p\u00e5 vad som faktiskt \u00e4r viktigt \u2013 deras kandidater. Kandidaterna som g\u00e5tt igenom deras rekryteringsprocesser tas automatiskt bort fr\u00e5n Trustcruits system, vilket betyder att&nbsp;<strong>tidigare integritetsproblem kring GDPR nu var borta i och med Trustcruit.<\/strong>.<\/p>\n\n\n\n<p>Nu n\u00e4r&nbsp;<strong>feedback inte bara samlades in automatiskt, utan ocks\u00e5 i stor skala<\/strong>&nbsp;var det viktigt att bryta ner feedbacken. Med hj\u00e4lp av taggar som redan fanns i deras rekryteringsverktyg, Workable, kunde AMBOSS enkelt filtrera och segmentera feedback i Trustcruits dashboard f\u00f6r att rikta in sig p\u00e5 specifika utmaningar.<\/p>\n\n\n\n<p>Ett s\u00e4tt som AMBOSS drar nytta av detta \u00e4r genom att&nbsp;<strong>segmentera deras olika avdelningar;<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Ekonomi &amp; organisation<\/li>\n\n\n\n<li>Kommunikation &amp; marknadsf\u00f6ring<\/li>\n\n\n\n<li>Utveckling &amp; produkt<\/li>\n\n\n\n<li>och sjukv\u00e5rd.<\/li>\n<\/ul>\n\n\n\n<p>AMBOSS segmenterar ocks\u00e5 deras&nbsp;<strong>feedback i kvartal f\u00f6r att g\u00f6ra den l\u00e4ttare att f\u00f6rst\u00e5 f\u00f6r varje team<\/strong>&nbsp;och presenterar Candidate NPS som kvartal 1, kvartal 2 och s\u00e5 vidare. Formatet har visat sig vara v\u00e4ldigt uppskattat av m\u00e5nga chefer d\u00e5 det ger en tydlig och enkel bild av hur de presterar just nu.<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"935\" height=\"492\" src=\"https:\/\/www.trustcruit.com\/wp-content\/uploads\/2025\/07\/amboss-segmenterar-feedback-i-kvartal-trustcruit.png\" alt=\"\" class=\"wp-image-556\" srcset=\"https:\/\/www.trustcruit.com\/wp-content\/uploads\/2025\/07\/amboss-segmenterar-feedback-i-kvartal-trustcruit.png 935w, https:\/\/www.trustcruit.com\/wp-content\/uploads\/2025\/07\/amboss-segmenterar-feedback-i-kvartal-trustcruit-480x253.png 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) 935px, 100vw\" \/><\/figure>\n\n\n\n<p>Vissa team hos AMBOSS tar filtrering och segmentering till en helt ny niv\u00e5 genom att kolla p\u00e5 feedback f\u00f6r specifika arbetsroller, till exempel utvecklare eller produktchef. Detta m\u00f6jligg\u00f6r dom att kunna kolla p\u00e5 de specifika f\u00f6rb\u00e4ttringar och f\u00f6r\u00e4ndringar som beh\u00f6vs g\u00f6ras i varje unik rekryteringsprocess.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<p><strong>RESULTAT<\/strong><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"results\">Visar data f\u00f6r beslutsfattare och f\u00e5r exakta f\u00f6rb\u00e4ttringspunkter<\/h2>\n\n\n\n<p>Genom att&nbsp;<strong>fr\u00e5ga de kandidater som f\u00e5tt avslag eller precis anst\u00e4llts efter feedback, s\u00e5 f\u00e5r AMBOSS en \u00f6vergripande bild<\/strong>&nbsp;av kandidater hela v\u00e4gen fr\u00e5n att de ans\u00f6ker till ett jobb, till att ha varit p\u00e5 intervjuer och senare ocks\u00e5 f\u00e5tt avslag eller anst\u00e4llts \u2013 med andra ord, de f\u00e5r hela bilden av kandidatresan. Genom att f\u00e5 hela bilden har nu AMBOSS f\u00e5tt bekr\u00e4ftat att deras l\u00e5nga time-to-hire p\u00e5verkat kandidatupplevelsen negativt.<\/p>\n\n\n\n<p>Bekr\u00e4ftselsen gjorde valet att b\u00f6rja ett f\u00f6rb\u00e4ttringsarbete med st\u00f6d av feedback enkelt. D\u00e4rf\u00f6r blev m\u00e5let f\u00f6r hela f\u00f6retaget att s\u00e4nka time-to-hire. Detta gav ocks\u00e5 resultat d\u00e5&nbsp;<strong>time-to-hire gick ner fr\u00e5n 60 till 30 dagar.<\/strong>.<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"935\" height=\"492\" src=\"https:\/\/www.trustcruit.com\/wp-content\/uploads\/2025\/07\/forbattrad-time-to-hire-amboss-trustcruit.png\" alt=\"\" class=\"wp-image-557\" srcset=\"https:\/\/www.trustcruit.com\/wp-content\/uploads\/2025\/07\/forbattrad-time-to-hire-amboss-trustcruit.png 935w, https:\/\/www.trustcruit.com\/wp-content\/uploads\/2025\/07\/forbattrad-time-to-hire-amboss-trustcruit-480x253.png 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) 935px, 100vw\" \/><\/figure>\n\n\n\n<p>Ett annat exempel p\u00e5 hur de drar f\u00f6rdel fr\u00e5n feedback \u00e4r hur de kan&nbsp;<strong>f\u00f6lja deras Candidate NPS \u00f6ver tid<\/strong>, vilket m\u00f6jligg\u00f6r det att f\u00f6lja trender f\u00f6r att se hur de f\u00f6rb\u00e4ttras, men ocks\u00e5 se ned\u00e5tg\u00e5ende trender. En stor f\u00f6rb\u00e4ttring j\u00e4mf\u00f6rt med att bara ha kunnat se nuvarande Candidate NPS i det tidigare anv\u00e4nda generella enk\u00e4tverktyget.<\/p>\n\n\n\n<p><strong>Att segmentera feedback p\u00e5 avdelningsniv\u00e5 visade sig ocks\u00e5 vara framg\u00e5ngsrikt<\/strong>&nbsp;d\u00e5 AMBOSS nu uppt\u00e4ckt de olika utmaningarna som varje avdelning har. De kan med denna data anpassa hur de hj\u00e4lper de som rekryterar genom hela organisationen.<\/p>\n\n\n\n<p>Exempel p\u00e5 en insikt man f\u00e5tt efter att ha segmentert feedback var att vissa som rekryterar till deras utvecklingsteam inte hade tillr\u00e4cklig kunskap f\u00f6r att rekrytera till denna sorters positioner. Dessa&nbsp;<strong>personer fick genomg\u00e5 utbildning och sen var problemen l\u00f6sta.<\/strong><\/p>\n\n\n\n<p>Men kanske mest v\u00e4rdefullt f\u00f6r AMBOSS \u00e4r deras strategi att&nbsp;<strong>presentera feedback och insikter f\u00f6r deras bolagsstyrelse<\/strong>, vilket g\u00f6r det m\u00f6jligt f\u00f6r beslutsfattare att verkligen f\u00f6rst\u00e5 vikten av att leverera en bra kandidatupplevelse. Deras Candidate NPS f\u00f6ljs nu upp och delas under styrelsem\u00f6ten som genomf\u00f6rs varannan vecka.<\/p>\n\n\n\n<p>Detta hj\u00e4lper till att rikta ljuset mot rekrytering och g\u00f6ra det en mer prioriterad resurs d\u00e5 bolagstyrelsen nu f\u00f6rst\u00e5r att en positiv kandidatupplevelse \u00e4r lika med en mer effektiv organisation.<\/p>","protected":false},"excerpt":{"rendered":"<p>\"Jag uppskattar verkligen den input vi f\u00e5r fr\u00e5n Trustcruit-teamet, att brainstorma och f\u00e5 se p\u00e5 v\u00e5r kandidatfeedback genom en experts \u00f6gon.\"<\/p>","protected":false},"author":2,"featured_media":554,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"off","_et_pb_old_content":"","_et_gb_content_width":"","inline_featured_image":false,"footnotes":""},"categories":[12],"tags":[],"class_list":["post-553","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-case-studies"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Case Study: Using Candidate Feedback to Drive Change - Trustcruit by Jobylon<\/title>\n<meta name=\"description\" content=\"Learn how AMBOSS improved Candidate NPS, cut time-to-hire by 50%, and used feedback insights to drive recruitment change.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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