Improving Retention with a 60 Day Onboarding Pulse Survey

Key Takeaways

• Use surveys to find gaps between job ads and the actual work.
• Compare interview notes with 60-day feedback to stop early quitting.
• Fix job descriptions that do not match daily tasks.
• Track metrics to see if you are hiring the right people.

The Conflict Between Hiring Promises and Reality

When you post a job, you want to attract the best people. Sometimes, this leads to making the job sound better than it is. You might describe the role as having lots of growth or a relaxed environment. If the new hire finds a different situation, they feel lied to. This is why you need a Complete Onboarding Guide to manage expectations from day one.

You should look at your internal data to see if people are leaving early. If most people leave at the three-month mark, your 60-day data will tell you why. You can use this feedback to change how you talk to candidates. This stops the cycle of hiring and losing staff.

Why Job Description Accuracy Is the Foundation

The hiring process starts with a document. This document tells the candidate what to expect. If this document is wrong, everything that follows will be wrong too. You can learn more about this by reading the Wikipedia Job Description page. It shows how these documents define a role.

To fix your hiring, follow these steps for your job posts:

• List the actual daily tasks, not just big goals.
• Be honest about the hours and the stress levels.
• Mention the tools and software the person will use.
• Update the post every time the role changes.

If you need help writing these, follow a Job Description Guide to make sure you include the right details. Job description accuracy is the first step in building trust. If the survey shows that the work is different from the ad, you have a problem with your initial message.

Identifying the Candidate Experience Gap

The candidate experience gap happens when the interview feels different from the job. During an interview, you might be very friendly and helpful. If the manager is too busy to talk to the new hire once they start, the hire feels ignored. This gap is a major reason why people quit during probation.

You should think about these points to close the gap:

• Does the manager meet with the new hire on the first day?
• Are the training materials ready when they start?
• Does the team welcome the new person?
• Do the interviewers tell the truth about the company's challenges?

You must follow Candidate Experience Principles to keep your reputation strong. If your 60 day onboarding pulse survey shows that people feel misled, you must change your interview style.

How to Run an Onboarding Expectation Audit

An onboarding expectation audit is a formal way to check your work. You take the job ad and the interview notes. Then, you look at the survey results from the new hire. You look for things that do not match.

To perform this audit, follow this list:

1. Collect all job ads used for the role in the last year.
2. Read the notes from the hiring manager's interviews.
3. Look at the answers from the 60 day onboarding pulse survey.
4. Highlight any areas where the employee says the job is not what they expected.
5. Meet with the hiring manager to discuss these gaps.

This audit helps you see if you are selling a dream instead of a job. It allows you to make changes to your training and your hiring ads.

Using Your 60 Day Onboarding Pulse Survey Data

The data from your 60 day onboarding pulse survey is more useful than an exit interview. An exit interview happens too late. The 60-day survey happens while you can still save the employee. You should ask specific questions in this survey:

• Is the work what you expected based on the job ad?
• Do you have the tools you need to do your job?

• Did the interview accurately describe our team culture?
• What is one thing that surprised you about this role?

You can keep track of these tasks using a New Hire Task List Excel Template. This helps you see if you missed any steps in the first two months. If the survey shows that the employee is confused, you can check your task list to see why.

Analyzing Early Retention Metrics for Success

You must track early retention metrics to see if your changes are working. These metrics show you the health of your hiring process. If your retention rate at 90 days is low, your 60-day survey will explain the cause.

Key metrics to track include:

• New Hire Turnover Rate: The percentage of people who leave within the first six months.
• Survey Satisfaction Score: The average rating from your 60-day surveys.
• Time to Productivity: How long it takes for a new hire to do their job well.
• Referral Rate: How many new hires suggest your company to their friends.

By looking at these numbers, you are Measuring Quality of Hire over time. This helps you prove to leadership that better hiring saves money. High turnover is expensive. Fixing the message in your job ads is a cheap way to save money.

Conclusion

A 60 day onboarding pulse survey is the best way to find out if your hiring process is honest. You must look at the data to find the candidate experience gap. If you find that your ads do not match the work, you must fix your job description accuracy. Righteo suggests that you perform an onboarding expectation audit every six months. This keeps your hiring team on the right track. By tracking early retention metrics, you can stop people from quitting during their probation. This leads to a stronger team and a better workplace for everyone.

Frequently Asked Questions

When should I send the pulse survey?

You should send the survey exactly 60 days after the employee starts. This gives them enough time to understand the job but is soon enough to fix any problems.

What if the feedback is negative?

Negative feedback is a chance to improve. You should meet with the hiring manager to see if the job ad needs to be changed. You should also talk to the employee to see if you can fix their specific issues.

How does this reduce churn?

It reduces churn by catching problems early. If an employee feels misled, they will start looking for a new job. If you talk to them at 60 days and fix the problem, they are more likely to stay.

Should the survey be anonymous?

It depends on your company culture. Anonymous surveys get more honest answers. However, if you want to fix a specific person's problem, you need to know who they are. Many companies use a mix of both.

How long should the survey be?

The survey should be short. It should take no more than five to ten minutes to finish. If it is too long, people will not give thoughtful answers. Focus on the most important questions about their experience.