First-Day-On-The-Job Employee Orientation Questionnaire

In Part One of this series, we outlined some important concepts that managers should consider implementing in order to create a top notch employee orientation program. Following up on these concepts, below is one of the most important tools of all: the employee orientation questionnaire. This questionnaire is the backbone of a successful orientation program. You can customize it for your own purposes, but the following format should suit almost any manager’s needs. Review Part One of this article series again for suggestions on how to put this questionnaire to its best use. Employee Orientation Questionnaire Now that you have joined our firm, you are in a unique position to further help us build a winning team. Please be frank and help us to:

  • Modify our recruiting processes and bring in more top talent
  • Understand what motivates and frustrates you so that we can help to make you more productive

Part I: Recruiting Questionnaire What other firms did you seriously consider? Please list in descending order of your interest.

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What other firms made you offers? How did those offers differ from ours? (Can we have a copy of your other offer letters?) Firm / Superior elements of “their” offer

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Who else should we recruit from your former firm? State their job and strengths. Please list in descending order of their value as recruits:

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Will you help us recruit them? (Yes/No)

What other employees “look good on the surface” at your former firm but wouldn’t be a fit here?

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What are the best business and technical practices at your former firm? Please list in descending order of importance.

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Part II: “Understanding You Better” Questionnaire “WHAT MOTIVATES YOU” CHECKLIST (day of start)

Help us understand you and how you prefer to be managed. Employees at our firm have a shared responsibility (along with their managers) to help ensure that every employee is as productive and motivated as possible. Because you are new to this position, you can help us to understand how to manage/motivate you so that you can do “the best work of your life.” Although this form is an important first step, it is imperative that you continue to help your manager and your team leader to understand what your goals are and how we can best help you reach them. Why did you accept this job? Please list in descending order of importance.

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How did you learn about this job? What source or recruiting tool convinced you to apply?

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Why did you quit your last job? What frustrated you the most there?

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What were your chief reservations about taking this job? Please list in descending order of importance.

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What motivates you to do great work? Categories of motivators include rewards, recognition, challenge, making a difference, control, learning and growth and open communications. Please list them in descending order of importance.

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What challenges you professionally and what projects or tasks would you eventually like to work on? Please list in descending order of importance.

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What are your initial concerns about your new job? Please list in descending order of importance.

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We are interested in understanding how you learn best. What can we do to keep you on the leading edge of knowledge in your field? Please list in descending order of importance.

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What do you expect to accomplish in this job and where would you like to be in your career in three years? Please list in descending order of importance.

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Where would you like to be in your career in three years? Include job titles, skills and experiences.

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Describe the key elements that would make up “your dream job” (location, people, tools, projects etc.). Please list them in descending order of importance.

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Dr. John Sullivan, professor, author, corporate speaker, and advisor, is an internationally known HR thought-leader from the Silicon Valley who specializes in providing bold and high-business-impact talent management solutions.

He’s a prolific author with over 900 articles and 10 books covering all areas of talent management. He has written over a dozen white papers, conducted over 50 webinars, dozens of workshops, and he has been featured in over 35 videos. He is an engaging corporate speaker who has excited audiences at over 300 corporations/ organizations in 30 countries on all six continents. His ideas have appeared in every major business source including the Wall Street Journal, Fortune, BusinessWeek, Fast Company, CFO, Inc., NY Times, SmartMoney, USA Today, HBR, and the Financial Times. In addition, he writes for the WSJ Experts column. He has been interviewed on CNN and the CBS and ABC nightly news, NPR, as well many local TV and radio outlets. Fast Company called him the "Michael Jordan of Hiring," Staffing.org called him “the father of HR metrics,” and SHRM called him “One of the industry's most respected strategists." He was selected among HR’s “Top 10 Leading Thinkers” and he was ranked No. 8 among the top 25 online influencers in talent management. He served as the Chief Talent Officer of Agilent Technologies, the HP spinoff with 43,000 employees, and he was the CEO of the Business Development Center, a minority business consulting firm in Bakersfield, California. He is currently a Professor of Management at San Francisco State (1982 – present). His articles can be found all over the Internet and on his popular website www.drjohnsullivan.com and on www.ere.net. He lives in Pacifica, California.

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