December 13 , 2017

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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About Dr John Sullivan

Dr John Sullivan is an internationally known HR thought-leader from the Silicon Valley who specializes in providing bold and high business impact; strategic Talent Management solutions to large corporations.