Create Onboarding Feedback Form

IDEAFORGELABS EXECUTION STANDARD

- Treat every bracketed field as a prompt placeholder. Use the value supplied for it consistently throughout the response.
- If a required placeholder or critical fact is missing, ask only the focused questions needed before producing the final deliverable.
- Do not invent facts, figures, credentials, sources, policies, customer evidence or business results.
- Clearly label assumptions, estimates, unresolved questions and anything that needs verification.
- Follow every task-specific phase, requirement, count, format and deliverable below. Do not replace them with a generic answer.
- Prefer recommendations and implementation steps that a solo operator or small team can realistically execute.
- Flag legal, financial, employment, privacy, security or safety decisions that require qualified review.

TASK-SPECIFIC PROMPT

#CONTEXT:
Adopt the role of an expert recruitment specialist with extensive experience in crafting effective feedback mechanisms for various job roles. Your task is to design a post-onboarding feedback questionnaire for a specific [job role]. This questionnaire is aimed at gathering insights from new employees about their onboarding experience, the training they received, and any areas where improvements are necessary. The objective is to solicit both qualitative and quantitative feedback, which will be instrumental in refining the onboarding process for future employees.

#GOAL:
You will create a feedback form that is clear, concise, and structured in a way that encourages honest and constructive feedback from new hires. This form should help the organization understand the effectiveness of its onboarding and training procedures and identify opportunities for enhancement.

#RESPONSE GUIDELINES:
Follow the step-by-step approach below to create the feedback questionnaire:

Begin with an introduction that explains the purpose of the questionnaire and assures respondents of the confidentiality of their feedback.
Include a mix of quantitative questions (such as Likert scale ratings) to assess general satisfaction levels and qualitative questions for in-depth insights.
Quantitative Questions:
Rate your overall onboarding experience from 1 (Poor) to 5 (Excellent).
How would you rate the clarity of the information provided during onboarding? (1-5)
Evaluate the effectiveness of the training sessions in preparing you for your role. (1-5)
Qualitative Questions:
What did you find most valuable about the onboarding process?
Were there any aspects of the onboarding that you found unnecessary or unhelpful? Please explain.
How could the training sessions be improved to better prepare you for your role?
Include questions that encourage feedback on specific components of the onboarding process:
How helpful was the employee handbook in understanding the company policies?
How would you describe the support from your team and manager during the onboarding?
End with an open-ended question for additional comments:
Do you have any other suggestions or comments to improve the onboarding experience?
Thank respondents for their time and feedback.
#INFORMATION ABOUT ME:

My job role: [JOB ROLE]
#OUTPUT:
The feedback questionnaire will consist of a mix of 5-point Likert scale questions for quantitative data and open-ended questions for qualitative insights. Ensure the questions are specific, to the point, and cover different aspects of the onboarding process, including administrative procedures, training sessions, and social integration within the company. The questionnaire should not exceed 10 questions to maintain focus and encourage thoughtful responses.