<aside> 🚇 On this page: Introduction to onboarding and exit survey sequences.

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Onboarding and exit surveys are automated micro surveys sent to employees and their managers at specific stages of their employment.

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What can onboarding and exit surveys do for HR

Onboarding and exit surveys provide insight into the effectiveness of your hiring and retention practices. Together, the two surveys shed light on two critical phases of each employee's experience:

Concurrently, the onboarding and exit surveys capture what kind of impression the same employees leave on their team leaders.

Having data from both ends of employees' tenures and from two perspectives allows you to examine where things go wrong with botched hires and to understand what helped the good ones stay with you.

Effort required to launch and maintain onboarding and exit surveys

These are set-it-and-forget-it surveys. Once turned on, Orgnostic monitors your HRIS for the appearance of new employees and then triggers adequate survey sequences.

Where do survey results show up

As survey submissions pour in, the system updates relevant sections in different story chapters, related to turnover, talent acquisition, and talent management. (barring few restrictions and delays in place to preserve anonymity)

Why onboarding and exit survey results take time to show up in metrics

To preserve anonymity, a holding buffer obfuscates the timing of survey submissions

To preserve anonymity, a holding buffer obfuscates the timing of survey submissions

Data from filler surveys is not immediately reflected in your Story.

This is an intentional restriction set in place to preserve the anonymity of survey submissions.

Since onboarding and exit surveys are sent to employees one at a time, according to a predictable schedule, the timing of submitted surveys could be used to reveal the respondent's anonymity.

To obfuscate the timing, we place new survey submissions into a holding buffer that keeps them away from the main data set.