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Free HR Diagnostic | Evaluate Your HR Practices Maturity

HR diagnostic in 20 questions: evaluate your HR maturity in 4 dimensions. Personalized score and action plan tailored to you.

7 min de lecture

Free HR Diagnostic | Evaluate Your HR Practices Maturity

Sommaire

Questions in diagnostic

Dimensions evaluated

Maturity levels

10 min

Completion time

What is an HR diagnostic for?

An HR diagnostic is a structured evaluation of your HR practices. It identifies your strengths, improvement areas and prioritizes actions to professionalize your HR function.

Unlike a comprehensive HR audit (which can take weeks), our online diagnostic completes in 10 minutes and immediately gives you a maturity score in 4 key dimensions: recruitment, integration, skills development and management.

Several situations warrant an HR diagnostic: rapid company growth, high turnover, recruitment difficulties, organizational transformation or simply desire to improve. Results let you build a prioritized HR roadmap.

The 4 diagnostic dimensions

Recruitment and sourcing

Evaluates your recruitment process structure: needs definition, sourcing channels, candidate evaluation, candidate experience and legal compliance.

–Use of formalized job description
–Diversity of sourcing channels
–Structured interviews with objective criteria
–Response times to candidates

Integration and onboarding

Measures quality of your welcome process: pre-boarding, first day, trial period follow-up and 6-month retention rate.

–Existence of onboarding checklist
–Job and tool training
–Designation of mentor/buddy
–Regular follow-up during trial period

Skills development

Evaluates your approach to skills growth: training plan, annual reviews, internal mobility and talent management.

–Conduct of professional reviews (mandatory every 2 years)
–Training budget used
–Identification and development of high potentials
–Succession plan for key roles

Culture and engagement

Analyzes your company culture, employee engagement levels, management quality and employer brand.

–Regular engagement measurement (surveys)
–Internal communication quality
–Performance recognition and rewards
–Employer brand and social presence

The 5 HR maturity levels

HR maturity grid

Level	Score	Characteristics	Priority
1 - Beginner	0-20%	Informal, reactive practices, no documented process	Structure HR basics
2 - Developing	21-40%	Some processes in place but not systematic	Formalize and systematize
3 - Structured	41-60%	Defined processes, applied but rarely measured	Measure and improve
4 - Optimized	61-80%	Efficient, measured processes, continuously improved	Innovation and differentiation
5 - Expert	81-100%	Best-in-class practices, data-driven, strong employer brand	Maintenance and sharing

How to use diagnostic results?

Leverage your score to prioritize

At the end of the diagnostic, you get an overall score and a score per dimension. Always start with the lowest-scoring dimension: improvement impact there will be strongest. If your overall score is below 40%, prioritize recruitment structure (process, job description, structured interviews) before anything else. Between 40% and 60%, focus on measurement and continuous improvement. Above 60%, work on HR innovation and employer brand.

In-house HR diagnostic vs external consultant

Avantages

Quick (10 min) and free with our tool
Immediate results without waiting
Ideal for first assessment and annual benchmarking
Confidentiality and honesty facilitated
Action plan directly integrated

Inconvénients

Vision limited to questions asked
No site observation or interviews
No detailed industry benchmarking
For complete audit (due diligence, restructuring), external consultant recommended

HR diagnostic FAQs

Who should complete the HR diagnostic?

The HR diagnostic is ideally completed by the HR/People manager, with CEO involvement for SMEs. In larger structures, a committee can complete it. For reliable results, answer honestly even if it highlights gaps. The diagnostic is an improvement tool, not personal evaluation. Some companies have multiple people (HR + management + managers) complete it for different perspectives.

How often should I redo the diagnostic?

Annual HR diagnostic is recommended to measure progress and adapt priorities. It's also relevant after major events: rapid growth, merger/acquisition, leadership change, organizational transformation or social turbulence. Some companies do it every 6 months during intense transformation. Important is documenting results and comparing over time to measure progress.

Is the diagnostic suited for SMEs without dedicated HR?

This tool is most useful for SMEs. Many small companies manage HR informally without ever stepping back on practices. Our diagnostic identifies immediate priorities and high-impact actions. For SMEs of 10-50 employees, average score is 20-40% — that's normal. Priority areas are typically structured recruitment and integration. No need for full-time HR manager to progress: appropriate tools suffice.

What's the difference between HR diagnostic and audit?

HR diagnostic is quick self-assessment based on questionnaire. It gives a situation snapshot in 10 minutes and maturity score. HR audit is in-depth consultant-led process: includes individual interviews, document analysis, site observation and detailed report. Complete audit takes 2-8 weeks and costs 3,000-20,000€. Our diagnostic is excellent starting point before potential audit, or regular tracking tool to avoid needing an audit.

Evaluate your company's HR maturity

20 questions, 10 minutes, detailed score and personalized action plan. Free and immediate.