Key Questions to Ask Your New Hires

Designing an effective onboarding experience requires some trial and error, and you can hone your approach by asking new hires some specific questions at each phase of the onboarding journey. Although new hires are usually ramped up to productivity quickly, taking time out to address these questions will provide valuable information, a sense of investment and caring, and the perception that continuous feedback is respected and rewarded.
Recruitment success doesn’t automatically ensure onboarding success, but if you don’t recruit well, the best onboarding strategies in the world can’t help you. Ask your new hires these questions to learn what’s working in your recruitment process – and what isn’t.

Did our recruitment process teach you what you needed to know about coming to work here?
Did our recruitment process present a clear vision of our company’s purpose and goals?
Was anything about our recruitment process frustrating? If so, what?
Why did you ultimately choose our company?

The next set of questions should be asked – either by an HR representative or the hiring manager – at the conclusion of the first week of employment. At this point, you are checking for assimilation or the degree to which the new hire has been integrated into your environment.

Do you feel welcome here?AC
Do you have a solid understanding of your role and your place in the organization?
Have we provided the right level of access – to people, processes, technology, and other resources – that you will need to perform your job to the best of your ability?
What could we have done to make your first week less stressful and more enjoyable?
Going forward, what aspects of your job are you most looking forward to? What aspects concern you?

By the end of the second week, new hires should be well ensconced in their jobs. You still want to ensure that onboarding is proceeding smoothly, though, and can do so via the following questions.

Does your job match the expectations set about it during the recruitment process?
Do you now feel adequately prepared to perform your job responsibilities?
Have you met a sufficient number of people to have an overall understanding of how our company operates and who you can tap for assistance?
Are there any surprises that you wish you’d known about prior to starting the job?

The next questions can be addressed both at the one month and three month marks. At these junctures, you are assessing whether the new hire is satisfied and engaged, and whether he/she felt the onboarding process was successful.

Is there additional training or knowledge you’d like to receive to become even more proficient at your job?
Do you understand your near-term goals as they relate to this position? Are you motivated to achieve them?
As of today, would you recommend our firm to a friend?
Do you see yourself working here for a long time? Why or why not?
What did you like best about our onboarding process? Least?

As you’ve no doubt gathered, at some point new hire interviews become stay interviews and the goal shifts from onboarding to retention. By orienting your new employees to a continuous feedback approach early, they will be accustomed to participating in a two-way dialogue throughout the course of their tenure with the organization.