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Onboarding surveys (also sometimes called joiner or entry surveys) target employees who have recently joined your organization and are often the first time you will formally collect feedback from an employee.

Onboarding surveys are a useful tool for both HR and business leaders and typically contain two types of questions.

First, employees are asked why they decided to join your organization. This information is important to collect for two reasons: 1) you want to make sure that your recruitment process accurately reflects your talent value proposition and 2) you want to make sure you are meeting new hire expectations. Mismatched expectations can lead to early disengagement, retention challenges and productivity losses.

Second, employees are asked their views on the onboarding process. At Willis Towers Watson we believe an effective onboarding process focuses on the following core components:

  • Administrative: Equipping new employees to be productive
  • Role-focused: Preparing new employees to succeed
  • Cultural: Integrating new employees into the organization

Collecting feedback on the success and effectiveness of the onboarding process allows you to quickly improve these components and shorten the time it takes for new employees to become productive. You can also analyze whether any specific onboarding activities have an impact on later engagement and performance.

There are two approaches for onboarding surveys:

1. Keep it simple with a non-HRIS-based survey

Keep your onboarding survey open indefinitely by using high level, self-coded, demographic questions to segment your data. Work with your internal HRIS team to set up an automatic email notification, so that all employees that reach the required tenure (e.g. 30 days) receive an invitation to participate in the survey.

2. Take it to the next level with granular HRIS-based demographics

Deploy a new onboarding survey each month, by using a fresh HRIS file for pre-populating employee demographics (e.g. flag people with 30-60 day tenure as “new hires” in the relevant HRIS template column, so you can easily identify them). This approach allows you to invite employees directly within Willis Towers Watson Employee Engagement Software and send reminders to those who have not responded. It also enables you to see progress over time and supports the ability to do advanced analyses that link onboarding results with other surveys conducted throughout the employee lifecycle.

Sign-in to your Willis Towers Watson Employee Engagement Software account today to review our onboarding survey template and begin creating and administering onboarding surveys that fit your organization’s needs, or contact us for a demo.

 


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Andromachie Lella, Product Consultant
Willis Towers Watson Employee Engagement Software

Andromachie supports Willis Towers Watson Employee Engagement Software users through training videos, online help topics and the design of new features. When she’s not working, Andromachie loves to cook, draw and listen to podcasts. Follow Andromachie on LinkedIn.