Under the custom HTML tab in the settings panel, add the following HTML code:
Create a multi paged quiz using the Software Development Kit. If you are interested in SDK or have any questions, please contact your Customer Success Manager.
Template - SDK Tally Score Multi Page Quiz
800px x 1000px
On pages 2-5, the hotspots over answer options A-D have assigned SDK tags. You can add a tag by opening the SDK panel.
Guild.com
Request a demo
Resources
Home
Take our Career Mobility Assessment
Take the quiz
Your talent pool is actually an ocean. Helping every employee see and access opportunities to grow drives outcomes, ROI, and sustainable growth for your business. You have untapped talent in the call center, on the factory floor, by the patient’s bedside - and they want to grow with your company. With the right coaching, accessibility, funding and support, you can help employees build the careers they want by gaining the skills your company needs. Based on your responses, your current program is behind most Fortune 1000 companies leveraging employer-funded learning to unlock career mobility for their workforce and drive business outcomes.
All potential
10 questions. 5 minutes. Instant insights.
How do your talent and skilling efforts stack up against other companies?
Quiz:
Answer these 10 questions to see how your current education, skilling and career mobility programs measure up against other Fortune 1000 organizations — and unlock access to key tips and resources to grow opportunity and positive ROI. Take our career mobility assessment →
Start the quiz
I don’t know
What percentage of open roles at your organization would you estimate are filled internally?
Internal mobility
1 of 10
A.
<15%
B.
15%-35%
C.
>35%
D.
Back
Up to 10% (or mainly executives)
Up to 20% (or mainly executives and high-potential employees)
Up to 50% and / or exempt employees only
100% - Anybody at the company who wants to pursue career development
What percentage of employees would you estimate are able to access coaching or formal mentoring to help them prepare for their next job at your organization?
Career mobility coaching
2 of 10
There is a direct connection — we have mapped education and skilling offerings to specific career pathways with multiple points of entry so any employee could access to advance their career with our business
There is some connection — We offer access to funded education programs based on skills we need for some high-demand roles that some employees can access
Right now, education benefits help us retain and attract talent but they aren’t connected to internal talent pipelines
We recognize there should be a connection between funded education programs and mobility into roles where we have talent gaps — but we haven’t articulated pathways yet
How would you describe the connections your organization has already made between skilling investments and the jobs they could lead to?
Forward invest
3 of 10
Education and trainings are provided as needed in-house (our organization manages and / or runs these programs)
Employees can access degree and credential programs through tuition assistance (we pay tuition for some or all programs without requiring employees to pay up-front)
Employees can access tuition reimbursement for their education and skilling programs (employees pay up-front, but we pay them back)
Employees can access tuition funding by applying for a scholarship
Which of the following best describes how and to what extent education and skilling programs are funded at your organization?
Tuition-free access
4 of 10
None of these statements are true
One of these statements is true
2-3 of these statements are true
All four of these statements are true
How many of the following statements are true about who can access funded education and skilling programs at your organization, and when they can be accessed?
Eligibility
5 of 10
• All employees are eligible from Day 1 of their employment (no minimum tenure required) • Employees do not have to meet a performance requirement in order to be or remain eligible (e.g. performance review, minimum GPA)
• Hourly employees can access these programs • The funded programs we offer include foundational learning (e.g. high school completion, English language learning programs)
None of these statements apply
One of these statements applies
Two of these statements apply
Three or more of these statements apply
How many of the following statements apply to your current education benefits policy?
Access & equity barriers
• Employees may have to repay some or all of their tuition if they fail to meet certain criteria (clawback provision) • Participation in the program requires manager sign-off
6 of 10
• All employees are eligible from Day 1 of their employment (no minimum tenure required) • Employees do not have to meet a performance requirement in order to be or remain eligible (e.g. performance review, minimum GPA) • Hourly employees can access these programs • The funded programs we offer include foundational learning (e.g. high school completion, English language learning programs)
• Funding is generally capped at $5,250 per year (no payments or tax gross-ups for tuition that exceeds this amount) • Employee co-pays are required
Our employees are not broadly aware. Typically, employees learn about the benefit when they receive their benefits resource or through conversations with their manager, depending on where in the organization they are
Our employees know, and they learn through: C-suite leadership promotion in multiple forums, a multi-channel marketing campaign (e.g. emails, on-site marketing in the form of signs or flyers in break rooms), growth conversations with their manager, as well as directly from peers
Our employees have general awareness, and they can learn through: C-suite leaders promoting it (e.g. at town halls or all-staff meetings), growth conversations with managers, or through a single-channel marketing campaign (e.g. e-blast)
No idea or N/A - increasing awareness and engagement is not a priority right now
How aware are employees of funded education and development programs tied to new job opportunities and peer success stories of promotions or lateral moves?
Awareness
7 of 10
03
We have taken the effort to remove degree requirements wherever possible to drive internal mobility across jobs AND have internal recruitment with our own version of apprenticeships or rotations to help people make horizontal movement within the organization
We have taken the effort to remove degree requirements wherever possible to drive internal mobility across jobs OR we have internal recruitment with our own version of apprenticeships or rotations to help people make horizontal movement within the organization
We have a talent marketplace available and also depend on managers to help talent advance
We primarily depend on managers to help talent advance
What efforts has your organization made to help people move internally into a new role?
Mobility friction points
8 of 10
How many of the following upskilling cost and engagement metrics does your organization track?
Financial & participation analytics
• Spend per student • Total program cost / investment to date • Program enrollment • Program engagement
9 of 10
None of these
1-2 of these
3 of these
All of these
• Employees may have to repay some or all of their tuition if they fail to meet certain criteria (clawback provision) • Participation in the program requires manager sign-off • Funding is generally capped at $5,250 per year (no payments or tax gross-ups for tuition that exceeds this amount) • Employee co-pays are required
3-4 of these
How many of the following outcomes metrics does your organization track?
Outcome analytics
• Graduation or Program Completion Rates • Talent Attraction outcomes • Talent Retention outcomes • DEI outcomes
10 of 10
• Internal career mobility outcomes (e.g. internal promotions, lateral movement into new role, upward job mobility, etc.)
Want an in-depth look at your results? Download the report.
60%
20%
Mobility maturity
You are here
More to explore
Use this white paper to explore key insights and actionable tips to start driving better short-term talent outcomes today — while building sustainable talent pipelines for the future.
Download the guide
You're all potential.
Want to discuss your results and see how your current efforts compare to specific peer organizations?
Get in touch
Ready to grow
Ready to scale
See how your current talent development program stacks up against the Fortune 1000. ↓
Want a more in-depth look at how your mobility efforts stack up? ↓
Get my results
Explore key insights and actionable tips to start driving better short-term talent outcomes today — while building sustainable talent pipelines for the future.
You're ready to grow.
Get the guide
You're ready to scale.
