- Choose the right time to survey employees
The timing is entirely up to you – there’s no hard and fast rule – you could gather feedback after their first day, their first week, first month, first 3 months, or at all of those points. The important thing to remember is that waiting too long could risk missing out on valuable insights as the experience won’t be fresh in employees’ minds. It’s useful here to use automation to schedule the feedback requests – you can do this by integrating your HRIS with Qualtrics to send specific surveys when employees hit a particular milestone. This will help employees recall and report on their experience in a richer and more accurate way.
- Keep it short and to the point
Onboarding surveys shouldn’t be long – aim for no more than 10 questions and try to limit open text responses to just 3 to reduce the burden on new employees.
- Ask direct questions about changes employees would like to see
Give employees the ability to not only rate their experience, but to shape future processes. By asking and acting on feedback, you not only build a better experience for future employees, you also engage and empower current employees.
- Tailor your questions to your onboarding process
While a template is a useful starting point for an onboarding survey, try to tailor the questions to reflect your program – after all no two companies will have the same onboarding process. The wording and the themes you include in your surveys should reflect the experience new hires have just been through, otherwise, you won’t get the best quality data back.
- Combine your employee data sources
By connecting your onboarding feedback with other feedback across the employee lifecycle, you’re able to make connections between the onboarding experience and other key lifecycle events from development and engagement all the way through to attrition. This is an essential step in proving the impact and value of your onboarding process as well as modelling the impact of any improvements you put in place.