Sample Company. New Hire Survey Report. Prepared For: Current Survey Period: Month Year Month Year New Hires (Surveys Completed Month - Month Year)

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1 New Hire Survey Report Prepared For: Sample Company Current Survey Period: Month Year Month Year New Hires (Surveys Completed Month - Month Year) # of employees: 43 # of responses: 25 Response rate: 58%

2 Survey Participation Respondents by Gender M 48% F 52% McLean & Company 2

3 Survey Participation Cont d Respondents by Country United States 40% Canada 60% McLean & Company 3

4 Survey Participation Cont d Respondents by Age Older than 54 4% Younger than 25 8% 45 to 54 16% 25 to 34 56% 35 to 44 16% McLean & Company 4

5 Recruiting Question Results How did you first learn about the position you applied for at this organization? Organization website, 0% Job fair, 0% High school/university/college career center, 4% Head hunter, 8% Social media, 8% Employee referral, 28% Other, 12% Job posting site, 20% External reference, 20% Job fair High school/university/college career center Social media External reference Employee referral Organization website Head hunter Other Job posting site McLean & Company 5

6 Recruiting Question Results How does your current compensation compare to the compensation you received in your last position, with your most recent former employer? I am taking a pay decrease, 20% N/A - Not applicable (Examples: I worked parttime, I was a paid/unpaid student, I was unemployed, etc.), 4% I received a pay increase, 56% I am getting the same pay, 20% I received a pay increase I am getting the same pay I am taking a pay decrease N/A - Not applicable (Examples: I worked part-time, I was a paid/unpaid student, I was unemployed, etc.) McLean & Company 6

7 Recruiting Question Results How does your current position level compare to the position level of your previous role, with your most recent former employer? N/A - Not applicable (Examples: I worked parttime, I was a paid/unpaid student, I was unemployed, etc.), 12% I have taken a promotion, 16% I have taken a demotion, 12% I have taken a promotion I have made a lateral move I have taken a demotion I have made a lateral move, 60% N/A - Not applicable (Examples: I worked part-time, I was a paid/unpaid student, I was unemployed, etc.) McLean & Company 7

8 Recruiting Question Results Primary Reason Applied vs. Primary Reason Accepted 100% 72% 84% 50% 0% 12% 24% 4% 4% 44% 36% 36% 40% 32% 20% 16% 16% 4% 12% 24% 32% 44% 44% 0% 0% For which of the following reasons did you apply to this organization? (choose your top 3) For what reasons did you accept the job offer with this organization? (choose your top 3) McLean & Company 8

9 Interpreting the Results McLean & Company uses a standardized 6-point scale for data collection; respondents indicate their level of agreement to a statement by selecting one of the six points on each scale. The 6-point scale forces respondents to answer on one side of the scale or the other, providing the richness of data required to calculate true performance in each onboarding category. Performance is displayed in two ways: as top box scores (% of respondents who agree with the statement) and average scores (out of 6). Displayed as top box score A top box score is the percent of respondents who selected 5 (agree) or 6 (strongly agree) to the question on the six point scale. Top box scores will be color coded based on the performance legend. Rating Scale: Strongly Disagree Disagree Somewhat Disagree Somewhat Agree Agree Strongly Agree Performance Legend: Top Box Results are color-coded according to top box scores: <50% Low Performing 50%-70% Average Performing >70% High Performing McLean & Company 9

10 Candidate Experience Hiring Previous Period McLean & Co. Benchmark My interviewers conducted themselves professionally. The tests conducted during the hiring process were relevant to my job. My interviewers made me feel excited to work at this organization. I had a good idea of what it was like to work at this organization at the end of the hiring process. Looking back, the description of the role provided to me as a part of the hiring process accurately reflected my actual duties and responsibilities. I was informed of the steps in the hiring process during the first interview. I felt well informed of my status throughout the hiring process. 100% 93% 92% 76% 75% 75% 72% 0% 20% 40% 60% 80% 100% 100% 82% 85% 91% 71% 71% 75% 77% 74% 80% 74% 74% <50% Low Performing 50%-70% Average Performing >70% High Performing The length of time between application and time of hire was: 0% 76% 24% Too Short Just Right Too Long McLean & Company 10

11 Acclimatization Process Previous Period McLean & Co. Benchmark I felt that the organization had a very friendly atmosphere. 100% 88% My manager effectively communicated how my role fits the mission and vision of the organization. 87% 80% My manager was very helpful in getting me familiarized with the organization. 83% 74% My manager invested time to get to know me as a person. 92% 87% 72% I knew who to ask to obtain information that I didn't have. 76% 87% 73% I felt the organization was well prepared for my first day of the job 68% 78% 71% 0% 20% 40% 60% 80% 100% <50% Low Performing 50%-70% Average Performing >70% High Performing McLean & Company 11

12 Training and Development Previous Period McLean & Co. Benchmark The training included an appropriate amount of hands-on learning. 83% 64% 66% The training provided was effective in transitioning me into my role. 81% 82% 71% Information presented to me was delivered in appropriate amounts. 79% 73% 71% I was provided with information about what would be involved in my training prior to starting the job. 43% 45% 62% 0% 20% 40% 60% 80% 100% <50% Low Performing 50%-70% Average Performing >70% High Performing McLean & Company 12

13 Defining Performance Expectations Previous Period McLean & Co. Benchmark I received support to help me attain my short-term goals. 83% 61% 55% I have a clear understanding of how my performance will be measured in my role. 79% 57% 68% I have had discussions with my manager about my long-term goals. 67% 57% 67% I received useful feedback on my work regularly. 67% 86% 55% My manager helped me develop short-term goals related to my performance criteria. 54% 55% 64% 0% 20% 40% 60% 80% 100% <50% Low Performing 50%-70% Average Performing >70% High Performing McLean & Company 13

14 Leadership Index How likely would you be to recommend this organization to a qualified friend or family member as a great place to work? Leadership Index Breakdown # of Respondents # of Respondents # of Respondents DETRACTORS Answered 0-6 NEUTRAL Answered 7-8 PROMOTERS Answered % % % Leadership Index Score Previous Leadership Index Score McLean & Co. Benchmark Average 52.0 N/A N/A Leadership Index Score = % Promoters % Detractors McLean & Company 14

15 Overall Engagement Results ENGAGED Engaged employees consistently exceed expectations. They are energized and passionate about their work, leading them to exert discretionary effort to drive organizational performance. 60% 61% 25% 5% 10% 35% 4% 88% 6.1:1 14.0:1 87.5:0 McLean & Company Benchmark Previous Sample Company 8% 4% Sample Company ALMOST ENGAGED Almost engaged employees sometimes exceed expectations and are generally passionate about their work. At times they exert discretionary effort to help achieve organizational goals. INDIFFERENT Indifferent employees are satisfied, comfortable, and generally able to meet minimum expectations. They see their work as just a job, prioritizing their needs before organizational goals. DISENGAGED Disengaged employees usually fail to meet minimum expectations, putting in time rather than effort. They have little interest in their job and the organization and often display negative attitudes. Benchmark New Hire Ratio of Engaged to Disengaged Organization's New Hire Ratio of Engaged to Disengaged ENGAGED ALMOST ENGAGED INDIFFERENT DISENGAGED Sample Company 87.5% 8.3% 4.2% 0.0% Previous Sample Company 60.9% 34.8% 0.0% 4.3% McLean & Company Benchmark 59.8% 25.4% 4.9% 9.8% McLean & Company 15

16 New Hire Engagement I regularly offer to help my colleagues at work. Taking everything into account, I like my job. Taking everything into account, I like working at this organization. I am very committed to this organization. My contributions are important to the success of the organization. I am very proud of the work I do. I regularly choose to put in extra hours to improve my results. My contributions are important to the success of my team/department. I am very proud of the products and service the organization produces. I talk about my job in a positive light with family and friends. I am part of a team working towards a shared goal. I often look forward to coming to work. Since I started, I have made recommendations for organizational improvements. I regularly accomplish more than what's expected in my role. 100% 92% 92% 88% 68% 67% Previous Period McLean & Co. Benchmark 87% 91% 95% 87% 95% 87% 86% 87% 91% 89% 87% 92% -- 72% 86% 91% 86% 86% 84% 83% 87% 83% 82% -- 54% 73% 75% 0% 20% 40% 60% 80% 100% <50% Low Performing 50%-70% Average Performing >70% High Performing McLean & Company 16

17 Top 10 Scoring Questions Previous Period McLean & Co. Benchmark I felt that the organization had a very friendly atmosphere. My interviewers conducted themselves professionally. My manager effectively communicated how my role fits the mission and vision of the organization. My manager was very helpful in getting me familiarized with the organization. The tests conducted during the hiring process were relevant to my job. My manager invested time to get to know me as a person. My interviewers made me feel excited to work at this organization. I received support to help me attain my short-term goals. The training included an appropriate amount of hands-on learning. The training provided was effective in transitioning me into my role. 100% 100% 93% 92% 92% 83% 83% 81% 0% 20% 40% 60% 80% 100% 88% 100% 87% 80% 83% 74% 82% 85% 87% 72% 91% 61% 55% 64% 66% 82% 71% <50% Low Performing 50%-70% Average Performing >70% High Performing McLean & Company 17

18 Bottom 10 Scoring Questions Previous Period McLean & Co. Benchmark I knew who to ask to obtain information that I didn't have. I had a good idea of what it was like to work at this organization at the end of the hiring process. Looking back, the description of the role provided to me as a part of the hiring process accurately reflected my actual duties and responsibilities. I was informed of the steps in the hiring process during the first interview. I felt well informed of my status throughout the hiring process. I felt the organization was well prepared for my first day on the jo I have had discussions with my manager about my long-term goals. I received useful feedback on my work regularly. My manager helped me develop short-term goals related to my performance criteria. I was provided with information about what would be involved in my training prior to starting the job. 76% 76% 75% 75% 72% 68% 67% 67% 54% 43% 0% 20% 40% 60% 80% 100% 87% 73% 71% 71% 75% 77% 74% 80% 74% 74% 78% 71% 57% 67% 86% 55% 55% 64% 45% 62% <50% Low Performing 50%-70% Average Performing >70% High Performing McLean & Company 18

19 Appendix Engagement Calculation The survey questions were developed by subject matter experts. The reliability of the overall engagement score was calculated using Cronbach s alpha. The reliability for engagement was found to be α = Engagement is calculated by averaging the responses to the engagement measure questions, for each employee. Average scores correlate to our four levels of engagement. Average scores between = Engaged Average scores between = Almost Engaged Average scores between = Indifferent Average scores less than 4.01 = Disengaged Benchmarks McLean & Company offers clients a general benchmark to ensure the data has enough breadth and depth to maintain its integrity. Ultimately the state of New Hire engagement at every organization is shaped by its people, culture, history, and other factors. All decisions related to New Hire initiatives must be based on your organization s results and unique needs. External comparisons including benchmarks should be used to provide context around your results rather than to make decisions. McLean & Company 19