Today’s post is written by Freddie Tubbs, who is a human resources manager at Academized. He regularly takes part in HR and business events and contributes columns to Paper Fellows and Australian help blogs.
While your business may already use surveys to find information and answers to the questions you have about your customers, using this data resource in your own company can do wonders for how you operate.
Of course, there’s no denying that each member of staff and employee is an essential cog in your operations, and if you can provide them with the best experience possible you can maximize your efficiency, productivity, and output.
Today, we’re going to explore the types of surveys your HR department can start implementing to get a foundation of where your business is at, as well as sample questions to help you get started.
Surveys for Recruitment
One of the main functions of HR is to recruit new employees who are such an important process since you’re going to want the right talent for the roles you have, as well as ensuring that individual is suitable for your company culture.
To find out all this information, you’re going to need to ask the right questions. There are multiple ways you can apply this, whether that’s questions to engage your applicants to find the right person, or surveying to see how effective they thought your application process was; helping you optimize the way you recruit.
Candidate Engagement Questions
- Why do you want to work for this company?
- What is important to you when it comes to working for a company?
- Do you engage with our company’s online presence in any way?
- What made you want to apply for a job in this company?
Candidate Experience Questions
- What did you think of our recruitment process?
- What are the three improvements you would make and why?
- Would you apply to this company again?
- Would you refer others to apply to this company?
Investigating Your Company Culture
These days, the condition of your company culture is so important. If your company has a toxic culture, this can cause so many problems. Not only will productivity and output be low, but your employees also won’t be happy where they’re working, and you’ll get through employees so quickly, potentially losing your best talent.
However, using surveys and the right questions, you can highlight the weak and strong areas of your company culture, ensuring you’re able to make the right improvements.
Questions about Company Culture
- Do you feel like you’re respected at work?
- How importantly do you rate feedback?
- Do you feel like you are listened too?
- Do you like the atmosphere at work and why?
- Do you feel like you can trust your leaders?
- Would you say you are happy while working here?
- What suggestions do you have to make this a better workplace?
- Do you feel like you are fully supported enough to complete your job?
Monitoring Your Employee Experience
We’ve already spoken about the importance that employees have within your company, which is why you’ll need to be proactive in making sure you’re looking after them and ensuring they’re happy and supported while working for you.
What’s more, you’ll need to make sure you’re surveying all areas of your employee experience and how much they engage with your business; both in and out of work.
“Any employee who loves to work in your business and engages with many aspects of it is going to be retained much longer, meaning you won’t get through staff so quickly and you won’t need to keep wasting your time on hiring and training processes” explains Mary Turner, an HR manager for UK Writings and Study demic.
Questions for Employee Attitudes
- Have you had enough training to complete the job you do successfully?
- What are your three favorite things about being an employee here and why?
- Are you happy working here?
- What are the three top things you would like to improve or change in the company?
- Do you feel appreciated working here?
Questions for Monitoring Employee Engagement
- Do you know what the company’s goals and values are?
- Do you know and understand the company mission statement?
- Are you motivated to help the company achieve these goals?
- Is the company maximizing the use of your skills and experience?
- Would you like to be more or less engaged with the company and why?
- Are you motivated to want to be successful in your current role?
“Even if you have employees leaving, whether they’re taking a different path or trying something new with their life, you’ll have exit meetings which provide a great opportunity for you to ask questions to gain information on this unique, and typically more honest, perspective of your business” shares Jason Harper, a recruitment professional for Boom Essays and Essay Roo.
Questions for Employee Exit Meetings
- What are the reasons you were looking for a new job?
- What are the reasons for you wanting to leave?
- Have you previously raised any concerns you’ve had about the company?
- What didn’t you like about your job?
- Do you feel like you had everything you need to complete your job?
As you can see, it doesn’t matter what area or stage of your business your employees are in; there are numerous questions you can ask to help you gain an accurate idea of what people think of your business and how you can improve for everyone involved. Get it right, and you’ll be maximizing your business’s opportunities for success.