The common thread of motivation behind any employee survey is to gain effective feedback for recruitment and retention. With the proper analysis and actions taken as a result of what is learned, companies inevitably experience an increase in overall retention rates, benefiting employee morale and organizational expansion.
When it comes to new hire surveys, you want to be sure to identify your main goal before planning and developing the survey. Here are some target goals and recommendations.
Target Goal – Evaluating the Hiring Process
If you want to evaluate the hiring process, you will want to survey your new hires relatively soon after they come on board, ideally within the first two weeks in most cases. You will want to ask your new hires about the accuracy of information received while they were being recruited, how the organization was presented, their impression of the interview process and whether their direct supervisor met with them to discuss their career goals. Also, new hires are often asked for suggestions on improving the hiring process.
Target Goal – Evaluating the Onboarding Process
Proper onboarding is critical to the success of new employees, especially if you expect them to be productive relatively quickly. These surveys should be most effective when conducted 30-45 days after an employee’s start date. Topics discussed should include: did they receive the knowledge, resources and training needed to be productive in their job in a timely manner; whether their responsibilities and expectations were spelled out clearly; and whether they felt they were able to spend the time with their manager necessary to help them succeed.
Target Goal – Evaluating the Satisfaction of New Hires
If the goal is to analyze the growth and satisfaction of new hires, then employee evaluations should be administered 90 days after employment. Waiting approximately three months allows new staff members to become settled and confident in their position, fluid in their work process and comfortable with the day-to-day operations of the organization. At this point, the employee should be able to deliver healthy feedback regarding the challenges and strengths within company culture and management, as well as employee training, mentoring, and socialization.
All surveys should be conducted by either Human Resources or an independent third party rather than by direct supervisors to encourage honest feedback from employees. A “rated answer” response will allow the employer to aggregate the data and spot issues, while “open-ended” questions typically provide more details. Supervisors should also be asked to complete a survey with respect to new hires. This survey will provide feedback on the quality of the recruiting and hiring process overall.
Where applicable, request that new hires note their department, division, gender and race on the survey. This will serve to uncover potential issues within a department and identify any discriminatory treatment during the onboarding process.
For more information or to discuss related issues to new hire surveys, please call a member of CAI’s Advice and Counsel team at (919) 878-9222 or (336) 668-7746.
Photo Source: Elvert Barnes