This sample questionnaire can be used to help personalize your management and motivation for new hires.
ow 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:
- Understand what motivates and frustrates you so that we can help enable you
to be more productive.
- Improve our recruiting processes and bring in more top talent.
PART I – UNDERSTANDING-YOU-BETTER QUESTIONNAIRE
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 (firm), you can help us 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 are your goals and how can we
best help you reach them.
Why did you accept this job? (Please list in descending order of importance.)
1.
2.
3.
4.
5.
Even though you accepted our offer, what are your initial concerns about this
new job? (Please list in descending order of importance.)
1.
2.
3.
Why did you quit your last job(s)? (So we can try to avoid similar issues.)
1.
2.
3.
What are the things that normally frustrate you on a job? What were the
changeable aspects of your last two jobs that you liked the least? (Please list
them in descending order of importance.)
1.
2.
3.
4.
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.)
1.
2.
3.
4.
5.
How would you like to be managed?
Help us understand the most effective way to manage and communicate with you.
Start by considering your past successful (and less successful) managers and
then advise us on how best to manage, recognize and communicate with you:
Manage you
1.
2.
Recognize you
3.
4.
Communicate with you
5.
6.
Where would you like to be in your career in three years? (Please list in
descending order of importance.)
1.
2.
3.
4.
5.
PART II – RECRUITING EFFECTIVENESS QUESTIONNAIRE
A) Improving the process
How did you learn about this job? What source or recruiting tool convinced you
to apply?
1.
2.
Which part of the recruiting and hiring process worked best (impressed you)?
Explain why for each:
1.
2.
Which part of the recruiting process needs improvement (made you uncomfortable)?
Explain why for each:
1.
2.
Which part of the interview process needs improvement (Made you uncomfortable)?
Explain why for each:
1.
2.
Which parts of our interview and offer process "sales pitch" were compelling and
convincing?
1.
2.
Which parts of our interview and offer process "sales pitch" had no positive
impact or actually turned you off?
1.
2.
3.
What were the final top three determining factors that convinced you to accept
our offer?
1.
2.
3.
B) Other firms you considered
What other firms did you seriously consider? (Please list in descending order of
your interest.)
1.
2.
What other firms made you offers? How did those offers differ from ours?
(Can we have a copy of your other offer letters?)
Firm
1.
2.
Superior elements of their offer
1.
2.
C) Will you help us identify others?
Who else should we recruit from your former firm? State their job and strengths
(please list in descending order of their value as recruits.)
1.
2.
3.
4.
5.
Will you help us recruit them? (Put a Yes or No by each name)
What other employees "look good on the surface" at your former firm but wouldn't
be a fit here?
1.
2.
3.
D) Other
What are the best business and technical practices at your former firm? (Please
list in descending order of importance.) (An optional question)
1.
2.
3.
4.
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