More on New Hire Survey Accuracy

This article is a continuation of our list of possible ways to reduce the problems with new hire employees being unwilling to answer their surveys honestly: Track Responses New hire surveys are designed to be tracked over time just as you would with any other type of survey. As a result, you should be able to still gain valuable information, even if most of the responses are forced or fake. If you see the answer to a question go up or down consistently over time (even if the “meaning” of the answer is still “very satisfied” or something that indicates the answer isn’t necessarily 100% accurate), it could still help you make business decisions.

Similarly, how the employee’s satisfaction changes over time will be equally as valuable, and the areas that drop the most may indicate the places within the hiring process that need the most attention. Third Parties/Hiring Managers Experts also recommend that the people running the surveys have no impact into how you’re treated in the workplace, so that the employee’s answers cannot be traced back to the employee that made them. Doing this involves using a third party to collect and analyze data in order to make it impossible for management to figure out who provided the answer, or to use a hiring manager in staff that has no contact with new hires or the new hire process.

Either way, by reducing the company’s ability to locate which employee supplied which answer, the answers may be more honest. Explanations of Security Finally, another option is to simply make sure that you have adequately explained the measures taken to avoid an employee being “outed” as the one that completed the survey.

For example, if it doesn’t interfere with your analysis, you can remove date and time stamps from the survey and only analyze the datasets in 3 month increments, thus ensuring that no one within that 3 month timeline can be traced back exactly to the survey they completed. If you’re using a third party to collect and analyze the data, and management will not see the datasets, you can explain that as well. Doing your best to describe exactly why employees should not be worried about their information being traced back to them should go a long way in helping them open up and supply more accurate answers to your new hire survey questions.

New hire surveys are valuable tools for employers, and often provide many of the same benefits as employee satisfaction surveys. But the employees themselves may not believe it in their best interest to provide accurate answers, especially if they’re worried about those responses causing problems with their job. The last few articles should help you improve your ability to get value from the survey responses, and hopefully convince employees that it is in their best interests to be as accurate as possible.