Employee Onboarding Surveys

How do you measure the impact and success of your employees’ induction experience?

When so much time and money goes into recruitment and training of new employee, you simply can’t afford to leave the success of your employee onboarding activities to chance.  

Indeed a survey of 610 CEOs by Harvard Business School estimates that typical mid-level managers require 6.2 months to reach their break-even point, according to the Studer Group. In other words, estimations show that mid-level positions will require more than 6 months in the role to recoup the initial hiring investment.

Enter ‘Onboarding’ Surveys

New Starter or ‘Onboarding’ Surveys are used by organisations to draw out feedback from newly hired employees, or internal transfers who are starting a new role. The survey covers topics such as the interview and recruitment process, the initial induction, the quality of training provided, and the employee’s general impression of their first 90 days in their new role.

With many organisations already running exit surveys, onboarding surveys help deliver a balanced approach to collecting employee feedback. They ensure that the initial stages of an employee’s experience and tenure with your organisation are treated with equal importance as feedback from employees that have already resigned.

An unmistakable financial return

Putting an onboarding feedback system in place to capture early warning signals of any potential problems, and importantly giving you enough time to do something about it before that person decided to prematurely depart, helps to reduce unwanted employee turnover and curbs high employee replacement costs.

It’s good to consider how much you might save if you were able to reduce new starter turnover by even 2-3%, given the total cost of employee turnover is widely accepted to be between 1 to 1.5 of an employee’s salary.

Our onboarding survey solution helps you to: 

• Ensure that a “good hire” becomes a “good employee.”
• Limit avoidable or premature employee turnover.
• Identify which recruitment sources produce the best and most suitable candidates to help you channel your recruitment advertising activities into this area.
• Reduce productivity and team stability issues that can result from not talking to (or listening) to frustrated new hires.
• Identify any areas where new employee do not understand their role or duties and use this information to provide relevant targeted training to ensure they stay on track.
• Help management to understand the success of the existing new hire induction and training program, and proactively canvass opportunities to improve it. 

How to Create a First Class 3-Phase Staff Onboarding Feedback Process

This free online video covers best practices for creating a first class staff onboarding feedback system, including the 3 key stages your new hires go through, a sample of the key questions to focus on within each stage, and the best approach for incorporating Manager feedback.

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Trusted by over 1,000 organisations since we were established in 2003, PeoplePulse combines the very best in online survey software & reporting with your own Project & Account Manager – with you every step of the way. Survey reporting experts from our Insights Division can even prepare, present and workshop your results for you, so you can free up your time to focus on implementing the insights you’ll gain.