Blog Series on Survey Design: Part Two - Designing a Survey that Unlocks Genuine Insights

In Part One of this mini-blog series, we laid the foundation for a comprehensive survey. Now, in Part Two, we focus on designing a survey that addresses three key objectives:

  1. Define Values: Discover the reasons employees enjoy working at your organization and the aspects they value most. This insight will reveal the authentic truths your employees cherish.
  2. Uncover Barriers: Determine the factors preventing your organization from attracting desired candidates. With this knowledge, you can improve retention, engagement, and commitment.
  3. Support Future Efforts: The survey will provide clarity on the ideal candidates and employees—those who align with your company's value proposition, culture, experience, and skills. These individuals will deliver on your brand promise, perform at a high level, and contribute to the organization.

Strengthening Connection and Engagement

A pressing challenge is enhancing your ability to connect with and engage the candidates you want to hire most. By understanding your employees—who they are, why they work, and why they stay—you can use these insights to attract and connect with others outside your organization.

Desired Objectives

Your survey should aim to achieve the following objectives:

  • Gather authentic views and perceptions from the employee perspective.
  • Create positive expectations among potential candidates by emphasizing desirable behaviors, attitudes, meaningful work, exciting career paths, supportive leaders, and an engaging culture.
  • Support your organization's goal of becoming an "employer of choice," boosting its reputation as a great place to work for both current and potential employees.
  • Synthesize and contextualize feedback to improve your organization's success in attracting and engaging candidates, while also enhancing retention and loyalty among existing employees.

Essential Questions to Answer:

This survey will help you develop insights to attract and retain the right employees for long-term commitment. To support your attraction and engagement efforts, aim to answer the following questions:

  • How do we define the "best fit" employee (and apply our insights to hiring profiles, candidate personas, job content, scorecarding, etc.)?
  • How does your company compare as a potential employer of choice against other companies in the field?
  • What specific factors make employees stay and work at your firm?
  • What aspects make your company attractive to candidates?
  • What sources do candidates use to find and learn about your company?
  • How do prospective candidates and current top employees perceive your company?
  • What attributes, values, traits, behaviors, performance, experience, and skills are required to become a high-performing employee at your company?

Armed with these insights, you'll be in a better position to utilize the new survey data to develop a forward-looking roadmap and best-practice playbook. This will enable both corporate and branch offices to improve attraction, engagement, recruitment, hiring, and retention. Continue to read Part Three, where we will delve deeper into data collection and analysis.

Take your talent acquisition and recruitment efforts from routine to remarkable with TalentSum 360. For more information on how TalentSum 360 can unlock the full potential of your talent function, get in touch with our team today.

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