The onboarding process is crucial for good company culture and maximizing the efficiency of new hires. Get them caught up with everything they need to know about their role and the company so they can hit the ground running. The end, right?
Wrong—sort of. Limiting the onboarding process to basic training without building in a feedback mechanism causes your company to forgo a valuable opportunity to improve both your hiring and onboarding. Integrating a new hire onboarding survey into your training process can help your company to become as effective and efficient as possible.
Here’s a crash course in the basics of new hire onboarding surveys.
As the name suggests, a new hire onboarding survey is a set of questions that your newest hires take at the end of their onboard process. While there’s no right or wrong way to use this tool, many companies choose to break the survey up into several shorter ones rather than administering it all at once at the end.
This not only makes the process less daunting and time-consuming for the new hire, it also captures new hires’ thoughts about each phase of the hiring and onboarding process when it’s still fresh in their minds.
One option is to administer a short survey about the hiring process during a new hire’s first few days, another right after the onboarding and training processes have concluded, and a final segment a few weeks or months out. The second survey covers more immediate feedback about the onboarding process while they third assesses how well it prepares your employees for their jobs once they’re actually started working.
New employees have just gone through the hiring and training processes so the strengths and weakness of the program are fresh in their minds. It’s difficult for trainers to accurately evaluate their own work and the people who have just completed the onboarding are better equipped to determine what is and isn’t working. If your company is changing and evolving constantly, it’s important to catch discrepancies between what’s said during onboarding and the actual job as quickly as possible.
An important part of creating the survey is setting the tone and explaining the purpose. Whether it’s actually written into the text of the survey itself or the person administering offers a verbal introduction, new hires should know that the survey is intended to collect data to make the process stronger. New employees should feel comfortable telling the truth, especially when it comes to criticisms, so if possible, consider using anonymous surveys.
Consider these questions as starters:
This article is intended only for informational purposes. It is not a substitute for legal consultation. While we attempt to keep the information covered timely and accurate, laws and regulations are subject to change.