Take a moment and imagine:
You are in the middle of a hiring process. In a context of labour shortage, you are having a little trouble finding interesting candidates.
You have reworked and revised your job posting to make it attractive. You have conducted several interviews and found a good candidate for the position. Just as you were about to make an offer, he/she tells you that he has accepted another position with another company...
You don't get discouraged and that's it, you find the perfect candidate! Once his/her first day is over, you ask him/her how it went. He/she then mentions that he/she won't be back tomorrow...
Or, after a hiring and onboarding process, your new employee finally seems to fit in well. He/she seems to understand the position and is getting along well with the rest of the team. As his/her probationary period is coming to an end, you want to shout "Victory". Then he tells you that he/she has accepted another opportunity...
Are these situations familiar to you? Maybe it's time to look at your onboarding journey by taking an onboarding survey.
What is an integration survey?
An onboarding survey is a questionnaire that allows you to track the arrival of new employees, whether it is at the time of hiring, on their first day or at the end of their integration period.
This survey can cover various types of topics: the hiring process, training received, role clarity, contact with the team, etc.
Why conduct an integration survey?
Employee loyalty is considered to be directly related to the employee's journey with the company from day one. The onboarding phase is a key phase in this journey. In fact, it is the first impression that your company leaves with new employees and is critical to how their experience continues.
Considering the significant costs generated by a hiring process, including the price of posting on various employment platforms, the time spent writing the job offer, analyzing applications, holding interviews and training new employees, it seems more than relevant to measure the effectiveness of your onboarding process.
The onboarding survey then allows you to take the pulse of new resources in relation to the various stages of their integration, and thus identify avenues for improvement to promote employee retention. At the same time, it will allow you to reinforce your employer brand.
Our integration survey templates
In order to support you in your approach, the Amélio platform offers 3 types of integration surveys. Get to know them here.
Reminder: Integration and exit surveys are available only with the Continuous Improvement package. If you'd like to take advantage of the platform's full potential, please feel free to contact us to upgrade your subscription.
Recruiting and hiring
This type of survey is useful to understand the recruitment experience and elements of attractiveness. Employees are asked to comment on what they thought of the hiring process, what stood out to them as an employer, if they hesitated before accepting your offer, etc.
This will allow you to identify the elements of your employer brand that attract and convince candidates.
It is recommended to send this type of survey 3 days after a new employee arrives.
Welcome and integration into the team
This type of survey is useful to measure how the social integration went and how the atmosphere and the company culture are perceived by a new employee.
In other words, since the first few days have an important impact on the feeling of belonging, this survey allows us to evaluate if the new employee felt welcome, if he/she appreciates his/her new colleagues and if he/she wants to stay with this new team.
This allows you to better prepare your teams for the arrival of a new resource. This will give you the best chance of having your employees become your best ambassadors and of having them quickly develop strong ties with their colleagues.
It is recommended to send this type of survey 2 weeks after a new employee arrives.
Integration in his position
This type of survey allows for a more comprehensive assessment of the integration process. New employees are asked to comment on their relationship with their new team, the clarity of their role and responsibilities, the consistency between the job offer and their role, and the training they received.
In other words, it validates whether the employee feels ready to take on the position and key responsibilities independently.
It is recommended to send this type of survey between 1 and 3 months after a new employee arrives, depending on the typical training path for your organization.