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Questionnaires for the onboarding process

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Onboarding-process

Learn how to enhance your onboarding process by using these sample onboarding process survey questions.

What is the objective of an employee onboarding survey?

An organised questionnaire presented to workers who have recently started working for a company is known as an employee onboarding survey. This survey gauges new recruits’ satisfaction with the onboarding process, as well as their overall recruitment experience and feedback.

Employee onboarding refers to the practice of supporting newly hired employees in adjusting to their new workplace’s social and performance characteristics. This strategy aids new employees in quickly adjusting to their new roles and acquiring the attitudes, knowledge, and skills required to function effectively inside the organisation.

 

There are two different sorts of employee onboarding processes:

  • Formal employee onboarding process:

    This process entails a set of tasks and procedures that help new workers adapt to their new roles. Because new employees are systematically separated from existing employees and subjected to an orientation procedure comparable to in-classroom training, it is referred to as a formal process.

  • Informal employee onboarding process:

    This is a semi-organized exercise in which a new employee learns from his or her more experienced coworkers. This usually entails shadowing them, unplanned one-on-one coaching, and other similar processes, as well as completing all HR tasks at the same time.

It is entirely reliant on an organization’s work culture and the type of onboarding process they prefer: formal or informal; yet, a process must be implemented in order for a new employee to feel at ease on their first day at work. According to surveys, firms might spend up to 30% of a new hire’s salary on the onboarding process. My concern is that if you’re investing so much, the results should speak for themselves.

Learn more about Employee onboarding Software here 

Onboarding process evaluation: why you should do it? 

One of the most common reasons for new recruits leaving is poor onboarding. You may have protocols in place to welcome new recruits, but you won’t know if they’re working unless you ask new hires about them.

Take the pulse of your new recruit training with onboarding process questionnaires. These questionnaires will assist you to :

Refine your onboarding process: 

To give your new team members a warm welcome and walk them through their new roles, identify what’s working or what might be improved. 

Address individual employee needs:

 Different employees require different sorts of training to help them transition to their new positions.  And this survey provides an opportunity to discuss these requirements.

Employee retention:

By identifying workplace challenges, you have the opportunity to address them with the appropriate tools and assistance.

Questionnaires for new hires on the onboarding process : 

  • During the recruitment process, I was given just the proper amount of information about [Organization name].
  • On your first day, who did you meet? Please list who greeted you when you arrived and any one-on-one or group meetings you attended.
  • What would you do better on your very first day if you could go back in time?
  1. A thorough look around the office
  2. Additional computer assistance
  3. Lunch with the team
  4. Other 
  • How well do you know the expectations of your job?
  1. Clear
  2. Clear in certain ways
  3. It’s unclear.
  4. There was a lack of clarity around job expectations.
  • How long did it take you to complete your orientation?
  1. Long. I could have started working on my tasks sooner.
  2. Short. Following that, I had a lot of questions.
  3. It’s almost perfect. I was given ample time and support to adjust to my new position.
  4. There was no formal training. There was no official orientation process for me.
  • Were you given all of the resources you needed to complete your work duties? (this includes gear, software, stationery, and policies)
  1. Yes, everything I needed was provided to me ahead of time.
  2. I was provided with the majority of the resources I needed.
  3. Some resources were provided to me, but I had to ask for the rest.
  4. I was only offered a few options.
  • Please aim to answer the following statement with your thoughts: “The training I acquired during my first [week/month] was valuable.”
  1. I wholeheartedly agree. I was well-prepared to take on all of my job responsibilities after my training.
  2. Agree. The majority of my task was clear to me.
  3. Disagree. My training was quick or ineffective, and I learned nothing about my new job.
  4. I completely disagree. I either received no training or received training that was irrelevant to my job.
  • How likely are you to refer [Organization name] to your family or friends on a scale of 0-10?
  • The team inspires me to go above and beyond what is required of me in terms of performance.
  • What is one thing we could have done differently to make your onboarding experience better overall?
  • Please respond to the following statement with your thoughts: “I understand how my job performance will be evaluated.”
  1. I wholeheartedly concur.
  2. Agree
  3. Disagree
  4. I really disagree with you.

How to create a questionnaire for the onboarding process?

During their first days on the job, new hires may be hesitant to discuss their manager and the hiring team. And giving forced responses isn’t going to help you improve your onboarding process. Make sure employees understand the aim of the onboarding survey to collect real and unbiased input. It’s not about pointing fingers or blaming someone; it’s about assisting prospective new hires in settling into their responsibilities and the organisation.

Schedule one-on-one meetings with new workers to explain the process and go over the details of their onboarding. If you suspect they’re withholding information, use online survey tools such as Typeform and Google Forms to gather anonymous feedback. When onboarding a large group of new recruits, use these types of surveys to ensure anonymity.

Some pointers for creating excellent onboarding process surveys:

Develop a sense of trust :

Employees will provide candid feedback if they believe you will use it wisely. Explain that you want to ensure they have all they need to do their job while also improving your whole hiring process for future hires. Make a notation that their responses will not be used against them in any way.

Don’t wait too long to conduct a survey :

 If you wait months to question employees about their onboarding experience. You may get hazy replies because they may have forgotten the majority of the facts. It’s also in your company’s best interest to uncover possible problems before they become serious.

Also, don’t survey too soon :

 Onboarding isn’t something that can be completed in a single day. Allow time for new hires to adjust to their new position before seeking feedback. You’ll obtain useful feedback.  And also you will be able to decide whether or not you need to take action (for example, provide more training to your new hire.) Check-in with new hires after their first week, 30 days, and 60 days to obtain a full picture of their onboarding experience.

How do you assess the results of onboarding process surveys?

Keep an eye out for concerns that come up frequently : 

 If you receive unfavourable feedback from a department’s employees, for example, you might want to instruct the manager of that department on how to properly onboard new team members. Alternatively, if you frequently hear that your company policies aren’t clear enough, consider changing them.

Concentrate on areas that can be improved : 

New workers may be hesitant to discuss details about their onboarding that they didn’t like, especially if they had to say something unfavourable about their manager or team. As a result, focus your inquiries on ways to improve your procedure. This way, you’ll be able to figure out why something isn’t working and how to help your new hires’ first days go more smoothly.

Employees should be followed up with : 

Make your onboarding process survey valuable by calling out to workers who said their experience was less than satisfactory or incomplete. Ask follow-up questions to figure out what went wrong, compensate for what they missed (for example, redo a training session if necessary), and express gratitude for their comments.

How Kloudlearn can help you? 

The KloudLearn LMS can assist you in creating effective employee onboarding training. Using our built-in course authoring tool, you can quickly develop interactive training courses. You can manage learner engagement and track their success at the individual and course level using features like gamification, social learning, and skill-based learning.

You can also use our Zoom integration to host online training sessions and provide a smooth learning experience for your employees using our mobile app. Sign up for a free account today to explore how our sales training LMS may help your company achieve its goals.

 

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