Questionnaire on Communication in Teamwork

For Every question there are five options.
=> Absolutely not
=> No
=> I don’t know
=> Yes
=> Yes, very much

1) I’ve reached my personal goals through the team’s work .
2) I’ve cooperated with the team without concerning the outcome of my personal goals.
3) I’ve cooperated with the team because this is the way to reach my personal goals.
4) The team has reached its goals through the group work.
5) Without computer mediated cooperative work our task could not be possible.
6) The internal communication and the tasks distribution has been done well.
7) The internal communication of the tasks and the performance have been fairly done.
8) If I worked on my own, I could have had  a better solution.
9) There was adequate participation from each member of the team.
10) I was able to share my thoughts and ideas freely with my team.
11) There were one or two members of my team who dominated the discussion.
12) The others members of my team paid attention to the comments I made.
13) I am satisfied with the conclusions that my team reached.
14) If my team had more time, we would have reached at a better solution.
15) I am satisfied by my team’s performance.
16) The task assigned to me has improved my ability of work.
17) I was comfortable to share my thoughts and ideas with my team members.
18) I shared with my team members all of the relevant control procedures I could think of.
19) I did not share all of my ideas about control procedures for fear of criticism from my team members.
20) I had time pressure for to finish the task assigned to me in the team.
21) I have taken some decisions about my team’s tasks under time pressure.
22) The team has been sensible to the cultural diversity of the members.
23) The team has been sensible to the different work rhythms and skill levels of its members.
24) The team’s work has been totally distributed, with multiple leaders, according to the different situations.
25) The team’s work has been done under a clear and unique leadership in all situations.
26) I prefer to working face to face in a team rather than through a computer network.
27) I enjoyed the work in this team and I learned a lot.
28) The team is one of the best in the field.

Additional comments: 
Do you have any suggestions for improving team performance e.g. some tools with the help of which the team could have been performed more better?

Thank you very much for your time and your participation!

Competancy Mapping Questionnaire

How ready is your organisation to go in for Competency Mapping or getting a good ROI on it?

Use this 3 point scale:
YES = 2
DOUBTFULL = 1
NO = 0


=> Are you in a business where there is high competition for talented people in market place?

=> Has your organization experienced any set backs in the recent past due to lack of competent people?

=> Has your organization missed any business opportunities in the recent past due to lack of competent people to handle any one or more functions or territories or lines of business etc?

=> Does your top management believe that competencies can be developed through continuous effort and interventions?

=> Is your top management willing to invest time and effort in building competencies of your employees on a continuous basis?

=> Does your top management believe in building a competency - based organization?

=> Do you (intend to), recruit people on the basis of competencies needed to perform each job?

=> Do you or your organization intend to coach employees for future careers in your own organization or Do you already have a competency based coaching scheme?

=> Do you have well laid out career paths (or intend to improve existing)?

=> Does your top management believe that the success of your organization depends on having competent managers?

=> Have you suffered any draw backs, profit, production, marketing, customer etc. losses, share market down turns etc. due to turn over or people at the top?

=> Is your training based on scientific, or at least systematic, identification of competency gaps and competency needs?

=> Does your performance appraisal have a measure of competencies separately for each individual level or function or group of jobs (top, middle, R&D etc.)?

=> Does promotion (or promotion policy) in your organization require some form of competency assessment?

=> Does your organization have adequate avenues to recognize and retain people, other than promotions?

=> Does your top management believe in using multi-rater assessment or 360 degree feedback for employee development?

=> Is the teamwork in your organization of high order? Are the top-level managers capable of performing their integrating roles well (roles that link one department to other, one function to another, one individual to another and ensure synergy and teamwork; versus, interdepartmental friction, bad equations between Heads of Departments, heavy/intense Power plays at top levels?)

=> Does your organization value talent and excellence?

=> Is your organization good in execution of projects or idea’s, once decided, rather than abandoning them in the middle?

=> Does your organization have a culture of using task forces and work groups for various exercises/tasks/issues?

=> Does your organization encourage innovations and scientific ways of doing things?

=> Is your organization systems driven (values systems) rather than being rampant with ad-hocism and convenience based decision-making?

Questionnaire on Training Need Analysis

Organisation’s Name:

Name of staff member:

Section:
General
1. Are you a new employee or a long-standing employee of the company?

2. How long have you been in your present job?

Confirmation of Current Duties
3. Do you have a duty statement for your job?
Yes
No (Go to Q 6)
4. Is your job accurately described in the duty statement?
Yes (Go to Q 14)
No


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Performance Evaluation Form/Questionnaire

Here is form/questionnaire for performance evaluation of employees.

Download Full Questionnaire

Questionnaire on Reward Program in Manufacturing/Service Industry

Name of the Company:

Type of Business:
=> Manufacturing
=>Services

Location:
Designation:
Department:
Number of Employees:
Various other locations:
Number of years in business:

1. What kind of Reward policy is implemented in your organization?
a. Formal
b. Informal


2. Is the reward scheme for every financial year budgeted in your company?
=> Yes
=> No

3. If yes, what percentage of revenue is earmarked for the reward in the financial year?

4. Is the Reward system in your organization
a) Monetary
b) Non monetary
c) Both

5. What are the various Non monetary rewards practiced in your organization?

6. Is the reward system practiced in the organization properly communicated to all the employees in the organization?
=> Yes
=> No

If yes, How?


7. How often are the employees rewarded?
a) Monthly
b) Quarterly
c) Half yearly
d) Yearly
e) Occasionally based on extra ordinary accomplishments.

8. What are the behaviours that you are trying to encourage in your employees?

9. Are all the employees eligible for the Reward as per your company policy?
Yes
No

10. If No, which level of employees are eligible?

11. The criteria considered for rewarding the employees:

12. In your organization employees are considered for Reward and Recognition mostly for
a) Innovative and Creative Ideas
b) Increased productivity/results/outcome
c) Customer Satisfaction
d) All of the above
e) Others

13. How is an employee selected for a reward? Is it through
a) Group vote
b) Decision from top officials
c) Decision from a single manager
d) None of the Above

14. How is the company benefited from the rewards and recognition?
a) Improved performance
b) Reduced absenteeism
c) Others

15. How old is the current Reward Policy?

16. How frequently do you bring changes in the Reward system practiced in the organization?
a) For every 2-3 years
b) For every one year
c) For every six months
d) None of the above

17. Are the employee suggestions considered while reviewing the Reward program?
=> Yes
=> No

18. How do you treat Non-Performers in your organizations?
a) Training to develop their skills
b) Any counseling been done
c) Any other measures

19. If there is no improvement in the Employee’s performance would you
a) Review job of the employee
b) Transfer of Department
c) Demotion
d) Pay/Salary Cut
e) Termination

20. What are the various short comings in your company’s Reward & Recognition Scheme?

21. What are the measures taken to overcome or correct the same?

Leaving Employee Questionnaire

The questionnaire here shows basis reasons of why any employee will leave organisation. If there are any multiple reasons, rate them in scale of A to D as given below:

A: - Less Significant Factor
B: - Significant Factor
C: - One of Key Factors
D: - Key Factor

Higher Education (A) (B) (C) (D)
Career Advancement (A) (B) (C) (D)
Undefined Career Path (A) (B) (C) (D)
Better Salary in Next Organisation (A) (B) (C) (D)
Inadequate Compensation (A) (B) (C) (D)
Monotony (A) (B) (C) (D)
Work- Life Balance Issues (A) (B) (C) (D)
Skewed Timings (A) (B) (C) (D)
Uneven Distribution of Work (A) (B) (C) (D)
Peaks and Troughs in Work Loads (A) (B) (C) (D)
Flexible Timings Available in Next Organisation (A) (B) (C) (D)
Unique Work Pattern (A) (B) (C) (D)
Changing Management Strategies (A) (B) (C) (D)
Autocratic Management (A) (B) (C) (D)
Lack of Motivation (A) (B) (C) (D)
Inadequate Training (A) (B) (C) (D)
Stress from Superiors (A) (B) (C) (D)
Loss of Trust in Senior Leaders (A) (B) (C) (D)
Uneasy Relationship with Peers or Managers (A) (B) (C) (D)
Overload due to Manpower Shortage (A) (B) (C) (D)
Power & Politics (A) (B) (C) (D)
No Human Touch (A) (B) (C) (D)
Lack of Grievance Solving (A) (B) (C) (D)
Lack of Satisfaction from Work (A) (B) (C) (D)
Lack of Team Work (A) (B) (C) (D)
Lack of Communication (A) (B) (C) (D)
No Recognition and Devaluation (A) (B) (C) (D)
Location Preference (A) (B) (C) (D)
Personal Reasons (A) (B) (C) (D)
Other factors ( Specify) (A) (B) (C) (D)

Talent Management in Manufacturing Sector Questionnaire

1. What were the reasons for you to leave your previous organization?
=> Inadequate Compensation
=> Dearth of Job Challenges and opportunity
=> Lack of Career Development
=> Lack of Rewards and Recognition
=> Lack of Work life balance
=> Lack of Training and Development opportunities
=> Lack of Job Autonomy and Decision making authority
=> Poor Supervisory Relationship

2. As you think to the future, which of the following best describes your careers plans at this time?
=> Seek employment in a sector other than manufacturing.
=> Seek employment in another organization in the manufacturing sector itself.
=> Seek employment in another organization irrespective of the industry sector.
=> No plans to leave employment in the foreseeable future
=> Other plans, please specify

3. How often do you review your career plans?
* Every quarter
* Half Yearly
* Annually

4. What at were the factors that influenced you most while considering your current employment?
=> Compensation
=> Benefits
=> A Challenging Role
=> Learning opportunities
=> Brand Image
=> Leadership Style
=> Easier to commute to workplace

5. What turnover rate do you think is acceptable in the manufacturing sector?
a) 5 – 10 %
b) 11 – 15 %

6. What would be the deciding factor when it comes to choosing your next employment? Please prioritize.
=> The Brand Image of the company
=> The Job profile (Job Challenges)
=> The prospects of Career Development
=> The Compensation and Benefits offered
=> Others( Please Specify)

7. What is the most challenging aspect in retaining employees in the manufacturing sector?
=> Convincing employees to pursue careers in manufacturing sector
=> Manufacturing has a negative image in the eyes of many younger workers
=> It is no longer seen as the only source of stable, high-rewarding career opportunity.

8. In managing employee turnover, which of these questions should employers be most concerned about? Please prioritize.
a) Who is leaving?
B) How many are leaving?
C) Why are they leaving?

9. Which of the following consequences of employee turnover are organizations most concerned about?
1. Loss of productivity
2. Degradation in service quality
3. Loss of expertise
4. Loss of business opportunities
5. Administrative problems
6. High financial costs through recruitment
7. Image of the organization
8. Disruption of social and communication networks

10. Which of these are the most profound effects of Employee turnover on individuals?
=> Loss of employee benefits
=> Stress associated with the transition and change
=> Financial Difficulties
=> Loss of social network
=> Relocation costs
=> Wasted efforts and uncompleted projects
=> Career problems

Download Full Questionnaire

Questionnaire on Social Security Measures of Workmen/Employees

K2DJGMZA6GTF
PERSONAL DATA
1. NAME
2. AGE
3. MARITAL STATUS---married/unmarried /separated

4-WORK EXPERINCE--------- years

5. OCCUPATION--- skilled worker/semi skilled worker/un skilled worker


6-EDUCATIONAL QUALIFICATION----------------

7. MONTHLY INCOME-------Rs-------------/.

8- FAMILY SIZE- 1-3 member / 4-6 member / 7 and above

9-FAMILY TYPE- nuclear family / joined family

SOCIAL SECURITY MEASURES

1-Do you think the labor legislation objective effectively secure the workers?
To great extent
To some extent
To littlie extent
Not at all
Undecided

2-To what extend are you satisfied with your leave plans?
To great extent
To some extent
To littlie extent
Not at all
Undecided

3-whether the company provides productive material to avoid employment injury?
To great extent
To some extent
To littlie extent
Not at all
Undecided

Download Full Questionnaire

Questionnaire on 360 Degree Performance Appraisal

Q-1. Is in your opinion 360 performance appraisal is good ?
(A) Yes
(B) No

Q-2. What does 360 degree performance appraisal actually measure ?
(A) Leadership Quality
(B) Training Needs
(C) Performance

Q-3. What can 360 degree feedback be used for ?
(A) Self Development.
(B) Team Building.
(C) Organization Development.
(D) Motivation.

Q-4. What types of information are produced through this method ?
1. Hidden Strength.
2. Weakness.
3. Weakness.

Q-5. Do you believe that this method help to find training need ?
1. Yes
2. No

Q-6. Do you achieved organization or departmental goal through this method ?
1. Yes
2. No

Q-7. Do you satisfy with present appraisal system ?
1. Yes
2. No

Q-8. Do you find your competencies through this method ?
1. Yes
2. No

Q-9. Do you know about your weakness or strength through this method ?
1. Yes
2. No

Q-10. Do you get motivation by this method ?
1. Yes
2. No

Q-11. Please give rank the following needs which derived from system ?
1. Training needs
2. Motivation
3. Counseling
4. Stress Management
5. Developments
6. Coaching
7. Leadership quality

Q-12. Which content is important for this method ?

1. Data
2. Contents of Form
3. Evolution of Form
4. Appraised Method

Q-13. Do you get the knowledge about your performance and behavior through this method?
1. Yes
2. No

Q-14. Do you find the leadership quality among your subordinates through this method?
1. Yes
2. No

Q-15. Are you feel that this appraisal method used for playing politics?
1. Yes
2. No

Q-16. In your 360 degree performance appraisal method, which most required from the following terms ?
1. Roles
2. Leadership
3. Performance
4. Training
5. Qualities
6. Inter Personnel Relations

Q-17. What according to you the present approval method is lacking or less beneficial ?


Respondent’s Profile
Name of Respondents :
Designation :

Psychological impact on employess due to different culture, habits etc. Questionnaire

psychological impact of Indian expatriates due to different culture, habits, new work environment, their adjustment and subsequent repatriation

PERSONAL DATA:
NAME:
AGE:
SEX:
MARITAL STATUS:
DESIGNATION:
NAME OF THE COMPANY:

1. Name of the country to which you were sent for the assignment?

2. Duration of the assignment

3. Were you given pre-departure training by your company before leaving?
a. Yes
b. No

4. If yes, specify the type of training you got from your company before the departure?
a. Language
b. Technical training
c. Psychological preparation
d. All the above
e. None

5. What was the duration of the training course?

6. To what extent you got benefitted out of the pre-departure training?
a. Excellent
b. Good
c. Fair

7. What aspects\ areas of the training helped you in a better way?

8. How well the training helped you in the psychological preparation and adjustment in the new country?
a. To a great extent
b. Only in some specific areas
c. Moderately

9. Was the new culture suitable for you?
a. Yes
b.No

10. Was the culture of the host country similar to that of your country?
a. Yes, in many ways
b.In some aspects
c.Not at all

11. If yes, specify some of the aspects that were similar in both the country’s culture?

12. Did you face any imbalance\difficulty in accepting the new culture?
a. Yes
b.No

13. If yes, how long it took for you to adjust to the new culture?

14. Are you well aware of the country’s customs and practices?
a. Yes
b. No

15. Have you participated in the festivals and functions of the host country?
a. Yes
b.No

16. How was your adjustment or adaptation in a multi\cross cultured work environment?
a. Excellent
b.Good
c. Fair
d. Moderate

17. How was your relationship with the colleagues\peer groups in the foreign country?
a. Excellent
b.Good
c. Fair
d. Moderate

18. Did you find any colleagues of your home country?
a. Yes
b.No

19. Was the work environment or work culture different from that of your company in the home (your) country?
a. Yes
b.No

20. Did you find any difficulty or challenges with respect to the nature of the job in that country?
a. Yes
b. No

21. Did you face any stressful situation due to the different cultured environment?
a. Yes
b. No

22. If yes, what was the stressful situation that you faced?


23. What measures did you follow to come out of the stress?
a. Spent time in entertainment
b. Prayer\meditation
c. Communicated with your family members
d.reading books
e. None of the above

24. How well your peer groups\colleagues helped you in coming out of the stress?
a. Excellent
b.Good
c. Fair
d.Moderate

25. Did you find difficulty in convincing your family members for the overseas assignment?
a. Yes
b. No

26. Did any of your family members accompany you?
a. Yes
b. No

27. If yes, how was their adjustment in the new country?
a. Very Good
b. Good
c. Fair
d. Poor

28. In what ways your family members helped you in the psychological preparation for the overseas assignment?

29. Did you find any difficulty in adapting to the food habits of the country?
a. Yes
b. No

30. Did you find any difficulty in adjusting to the climatic conditions of the country?
a. Yes
b. No

31. Was there any difference between home country and host country in terms of the dress code in work place?
a. Yes
b. No

32. How was the communication between yourself and the new colleagues (superiors) of a different culture?
a. to a fairly great extent
b. Very good
c. Good
d. Moderate

33. Did you find language as a barrier in the communication process with your colleagues?
a. Yes
b. No

34. Did u find it difficult while communicating with other people of the host country?
a. Yes
b. No

35. Did you receive any type of rewards as a motivation factor?
a. Yes
b. No

36. After returning back to your country did you observe any changes with respect to your organization or the nature of your job?
a. Yes
b. No

37. The work culture of the same organization in two various countries are quite similar and have only few differences which are not remarkable.
a. I strongly agree
b. Partially agree
c. Agree
d. Disagree

38. Do you like to go to the same country if you get a second chance?
a. Yes
b. No

39. Give some suggestions by which expatriates can adapt themselves to the new work environment and culture?

Psychometric Questionnaire for HR Managers

Psychometric Questionnaire for HR Managers

Name (optional) :
Designation :
Company :

1) Are you aware of the use of psychometric tools / tests for various HR functions, by HR personnel all over the world?
• Aware
• Not aware

2) Is your Organization using any psychometric test for any HR function?
• Yes
• No

3) If no, do you plan to use any psychometric tool / test in future?
• Yes
• No
• Cant say

Why are you not using any psychometric tool now?


4) If yes, which tool/s is/are being used by your organization?


5) For which HR function is your organization using these psychometric tests?
• Recruitment and selection,
• Training and development
• Counseling,
• Feedbacks,
• Appraisals,
• Behavior analysis,
• Competency mapping
• For building career paths of employees
• Talent Development

6) Is your organization satisfied with the result generated by using these tools/tests?
• Yes
• No
• Can’t say

7) Do you plan to use any other psychometric tool/test in near future?
• Yes
• No
• Can’t say

If yes, what are the tools?

8) At what level do you usually use these psychometric tests (managerial, supervisory etc.)
• Lower
• Top and middle
• All

9) How do you ensure reliability and validity in your tests?


10) Is your organization aware of the various ethical issues involved in the use of psychometric testing?
• Yes
• No

11) Do you have qualified professionals for administering and generating results from these tools or you have outsourced the process?
• In-house
• Outsource

12) Any suggestions

Questionnaire on Work Life Balance

Questionnaire on Work Life Balance
1) Age:-
2) Gender: - Male/ Female
3) Designation:-
4) Nature of Org: - IT/ITES

5) How many days in a week do you normally work?
a) Less than 5 days
b) 5 days
c) 6 days
d) 7 days

6) How many hours in a day do you normally work?
a) 7-8 hours
b) 8-9 hours
c) 9-10 hours
d) 10-12 hours
e) More than 12 hours

7) How many hours a day do you spend traveling to work?
a) Less than half an hour
b) Nearly one hour
c) Nearly two hours
d) More than two hours

8) Do you work in shifts?
a) General shift/day shift
b) Night shift
c)Alternative

9) I) Are you married?
a) Yes
b)No

II) If yes, is your partner employed?
a) Yes
b) No

10) I) Do you have children?
a) Yes, no. of children____________.
b)No

II) Being an employed man/woman who is helping you to take care of your children?
a) Spouse
b) In-laws
c) Parents
d) Servants
e) Crèche/day care centers

III) How many hours in a day do you spend with your child/children?
a) Less than 2 hours
b) 2-3 hours
c) 3-4 hours
d) 4-5 hours
e) More than 5 hours

IV) Do you regularly meet your child/children teachers to know how your child is progressing?
a) Once in a week
b) Once in two weeks
c) Once in month
d) Once in 6 months
e) Once in a year.

11) I) Do you take care of?
a) Older people
b) Dependent adults
c) Adults with disabilities
d) Children with disabilities
e) none

II) If yes, how many hours do you spend with them?
a) Less than 2 hours
b) 2-3 hours
c) 3-4 hours
d) 4-5 hours
e) More than 5 hours

12) Do you generally feel you are able to balance your work life?
a) Yes
b) No

13) How often do you think or worry about work (when you are not actually at work or traveling to work)?
a) Never think about work
b) Rarely
c) Sometimes
d) Often
e) Always

14) How do you feel about the amount of time you spend at work?
a) Very unhappy
b) Unhappy
c) Indifferent
d) Happy
e) Very happy

15) Do you ever miss out any quality time with your family or your friends because of pressure of work?
a) Never
b) Rarely
c) Sometimes
d) Often
e) Always

16) Do you ever feel tired or depressed because of work?
a) Never
b) Rarely
c) Sometimes
d) Often
e) Always

17) How do you manage stress arising from your work?
a) Yoga
b) Meditation
c) Entertainment
d) Dance
e) Music
f) Others, specify_________.

18) I) Does your company have a separate policy for work-life balance?
a) Yes
b) No
c) Not aware

II) If, yes what are the provisions under the policy?
a) Flexible starting time
b) Flexible ending time
c) Flexible hours in general
d) Holidays/ paid time-off
e) Job sharing
f) Career break/sabbaticals
g) Others, specify________.

19) Do you personally feel any of the following will help you to balance your work life?
a) Flexible starting hours
b) Flexible finishing time
c) Flexible hours, in general
d) holidays/paid time offs
e) Job sharing
f) Career break/sabbaticals
g) time-off for family engagements/events
h) Others, specify_________

20) Do any of the following hinder you in balancing your work and family commitments?
a) Long working hours
b) Compulsory overtime
c) Shift work
d) meetings/training after office hours
e) Others, specify_________________

21) Do any of the following help you balance your work and family commitments?
a) Working from home
b) Technology like cell phones/laptops
c) Being able to bring Children to work on occasions
d) Support from colleagues at work
e) Support from family members
f) Others, specify___________.

22) Do any of the following hinder you in balancing your work and family commitments?
a) Technology such as laptops/cell phones
b) Frequently traveling away from home
c) Negative attitude of peers and colleagues at work place
d) Negative attitude of supervisors
e) Negative attitude of family members
c) Others, specify___________

23) Does your organization provide you with following additional work provisions?
a) Telephone for personal use
b) Counseling services for employees
c) Health programs
d) Parenting or family support programs
e) Exercise facilities
f) Relocation facilities and choices
g) Transportation
h) Others, specify______________.

24) Does your organization encourage the involvement of your family members in work- achievement reward functions?
a) Yes, specify the name of such program__________
b) No

25) Does your organization have social functions at times suitable for families?
a) Yes, specify the name of such programs____________
b) No.

26) Does your organization provide you with yearly Master health check up?
a) Yes
b) No

27) Do you suffer from any stress-related disease?
a) hypertension
b) obesity
c) diabetes
d) frequent headaches
e) none
f) Others, specify______.

28) I) Do you take special initiatives to manage your diet?
a) Yes
b) No

II) What is your preference for food?

a) Carrying home made food
b) Dieting on vegetables and fruits
c) Choosing less calorific food
d) Choosing organic food
e) Food from the organizations cafeteria
f) Spicy/Junk food
g) Others, specify__________.

III) How often will you have refreshment drinks/snacks in a day?]
a) None
b) Once
c) Twice
d) Thrice
e) More than three times

29) I) Do you spend time for working out?
a) Yes
b) No

II) If yes, how many hours?
a) less than half an hour
b)half an hour
c) half an hour to one hour
d) more than 1 hour

III) Where do you usually prefer to do your workouts?
a) In your organizations health centers
b) Residence
c) Nearby Gym
d)Walking
e) Others, specify_____________.

30) Do you feel work life balance policy in the organization should be customized to individual needs?
a) Strongly agree
b) Agree
c) Indifferent
d) Disagree
e) Strongly disagree

31) Do you think that if employees have good work-life balance the organization will be more effective and successful?
a) Yes
b) No
If so how?
______________________________________________________________________________
__________________________________________________________________________________________________________________________________________________________________________________________________________________________________________


Thank You for your time.



Name:

Mobile No:

Name of your Organization:

Questionnaire on Employee Engagement Survey

Here is a questionnaire on Employee Engagement Survey.

Download Full Questionnaire

Questionnaire on Recruitment Process Outsourcing

QUESTIONNAIRE

Name –
Company’s name –
Designation –
Date-

Note – Please tick the appropriate option.

1. What source you adopt to source candidates?
a. Employee referral
b. Campus recruitment
c. Advertising
d. Recruitment agencies
e. Job portals
f. Other, pls specify –

2. How many stages are involved in selecting the candidate?
a. 1
b. 2
c. 3
d. 4
e. More

3. Do you use any of the following tests during the process of recruitment?
a. Written
b. Aptitude
c. Group Discussion
d. Personal Interview
e. Psychometric test
f. Other, pls specify –

4. How do you track the source of candidate?
a. Manual
b. Software
c.Online
d.Windows. Xls

5. Apart from the HR Manager, who all from the other departments are required to get involved in interviewing process?
a. Sales
b. Administration
c. HR Executives
d. Other, pls specify –

6. What is the average time spent by sales dept. during recruitment (each candidate)?
a. 10mins.
b. 10 to 20mins.
c. 20 to 30mins.
d. More

7. What is the average time spent by HR dept. during recruitment (each candidate)?
a. 10mins.
b. 10 to 20mins.
c. 20 to 30mins.
d. More

8. What is the average time spent by Admin dept. during recruitment (each candidate)?
a. 10mins.
b. 10 to 20mins.
c. 20 to 30mins.
d. More

9. Do you follow different recruitment process for different grades of employees?
a. No
b. Yes

10. What is the back out percentage of candidates after being offered?
a.1-5
b.5-10
c.10-15
d. 15-20

11. What percentage of candidates leave within the period of less than1- 3 month?
a.1-5
b.5-10
c.10-15
d. 15-20

12. What percentage of candidates leave within the period of less than3- 6 month?
a.1-5
b.5-10
c.10-15
d. 15-20

13. What percentage of candidates leave within the period of less than 6-12 month?
a.1-5
b.5-10
c.10-15
d. 15-20

14. Does the company reimburse the traveling cost incurred by the candidate for appearing in the interview?
a. Yes
b. No
c. Depends, how –

15. What is the average cost of traveling that the company incurs on interviewers, if the interview is in other city?

16. Do you take any technological support for the process of recruiting?
a. Telephone
b. Video conferencing
c. Online support
d. Other, pls specify –

17. Are you aware of the concept of “Video Resume”?
a. No
b. Yes, then do you use it – Yes/No

18. If the recruitment type is “Employee Referral” then what special privilege has to be paid to the one who has referred?

19. In how much time does the whole process generates results?
(Time taken in the whole process i.e. from tests, personal interviews to final list of selected candidates)

20. Do you do the “Employment Eligibility Verification”? Yes/No
If yes, then, what method you take up to perform it?
a. Internally
b. Through agencies

21. What kind of verifications you do?
a. Educational qualifications
b. Legal background check
c. Professional background check d. Reference check
e. Family background check

22. How much do you spend in reference check of 1 candidate?

23. What is the average amount spent on each recruitment of an entry-level candidate from recruitment to T&A?

24. How much do you spend on T&D and Induction per employee?

Generic -
25. How many recruitments you did in the last fiscal year?

26. Out of 100% recruitment that you did in the last fiscal year, please determine which source generated what % of candidates?
Through –
a. Advertising - ………%
b. Employee reference - ……….%
c. Recruitment agency - ……….%
d. Job portals - ………%
e. Others - ……….%

27. What is the total number of personnel in your HR department?

28. Do you have a legal advisor for HR department? Yes/No
If yes, then is it ..
a. Internal
b. External

29. Do you have any system to calculate cost per recruitment?
a. No
b. Yes, pls specify –

30. How much % do you pay to the consultant?

31. Which is the biggest challenge that you face in the whole process of recruitment?

32. What source has provided you with highest performers?
(Both quantity wise and quality wise)

33. What is the retention rate for those employees hired from employee referrals Vs agencies?

34. Have you outsourced any of the recruitment activities? – Yes/No
If yes, then pls specify which one?

35. Are you aware of the concept of RPO – Recruitment Process Outsourcing?
a. No
b. Yes, through what source –

36. Have you ever thought of any way to reduce the time to hire and not have impacted the quality of the hire?
a. Yes
b. No

37. Can you please provide us with the hierarchical manpower structure that you follow for recruitment process?

Questionnaire on Job Motivation

Following is a list of questions designed to help identify an applicant’s motivation to do the type of work the position requires. The intent is not to see if they had good motivation/satisfaction in their previous jobs, but to see if the types of things they enjoy doing will be available in this position. For example, if a person said he enjoyed his last job because he liked to work outside and with people doing different things all of the time, a desk job in accounting would probably not provide high satisfaction.

1. What do you like best (least) about your job as a _______________________ ?

2. What were/are your reasons for leaving _________________________________?

3. Give me some examples of experience in your job at ________________that were satisfying? Dissatisfying? Why?

4. What gave you the greatest feeling of achievement in your job at ______________? Why?

5. Give me an example of when you worked the hardest and felt the greatest sense of achievement.

6. All jobs have their frustrations and problems. Describe specific job conditions, tasks, or assignments that have been dissatisfying to you. Why?

7. Give me some examples of past working experience that you have found personally satisfying.

8. What are some recent responsibilities you have taken on? Why did you assume these responsibilities?

9. Tell me about the most boring job or task you have had. Why was it boring? What did you do about it? How did you handle the boredom?

10. Tell me about a time when the duties and responsibilities available in a specific position overlapped with duties and responsibilities that brought you personal satisfaction.

11. Why do you want to be a _____________________________ (title of position)?

12. Why did you choose this (career, type of work)?

13. What job values are important to you?

Questionnaire on Leadership

Following is a list of questions designed to gather information relating to an individual’s utilization of appropriate interpersonal styles and methods in guiding individuals or a group toward task accomplishment.

1. Tell me about a time you had to take a firm stand with a co-worker. What was the situation? What was difficult about the co-worker? What was the firm stand you had to take?

2. Describe how you instruct someone to do something new. What were you training them to do? Walk me through how you did it.

3. Tell me about a time you had to win approval from your co-workers for a new idea or plan of action.

4. Tell me about a new idea or way of doing something that you came up with which was agreed to by the boss. What did you do to get it to the right person? What did you do to get the boss to agree? Be specific.

5. Describe any supervisory or leadership training, schooling, or work experience you have had and its relevance to this position.

6. Give a specific example of something you have done that demonstrates you are a team player.

7. What leadership skills and experience do you have that would qualify you as an effective leader? Be specific.

8. What are your long-and-short term plans for your department? Are they in writing?

Questionnaire on Communication Skills

Following is a list of sample questions designed to gather information relating to an individual’s communication skills. This section also includes observations to be made during the interview.

Interviewer’s Observations
A. Consider if the applicant is able to express himself/herself effectively and in a well-organized manner.

B. Observe whether the applicant has good eye contact.

C. Consider whether the applicant’s grammar, sentence structure, etc. are appropriate to the requirements of the position.


These questions should be customized to fit your position. Normally, only two or
three questions would be used:

1. We’ve all had occasions when we misinterpreted something that someone told us (like a due date, complicated instructions, etc.) Give me a specific example of when this happened to you. What was the situation? Why was there a misinterpretation? What was the outcome?

2. What kind of reports/proposals have you written? Can you give me some examples?

3. Give an example of when you told someone to do something, and they did it wrong. What was the outcome?

4. What reports that you are currently preparing (or recently prepared) are the most challenging and why?

5. What kinds of presentations have you made? Can you give me some examples? How many presentations do you make a year?

6. Give me an example from your past working experience where you had to rely on information given to you verbally to get the job done.

7. What different approaches do you use in talking with different people? How do you know you are getting your point across?

8. What is the worst communication problem you have experienced? How did you handle it?

Questionnaire on Teamwork

Following is a list of questions designed to gather information relating to a person’s ability to work and get along with others.

1. We’ve all had to work with someone who is very difficult to get along with. Give me an example of when this happened to you. Why was that person difficult? How did you handle that person?

2. When dealing with individuals or groups, how do you determine when you are pushing too hard? How do you determine when you should back off? Give an example.

3. From time to time, all of us are confronted by someone who wastes our time at work. Tell me about some situations like that. What did you do?

4. How do you go about developing rapport (relationships) with individuals at work?

5. Give me some examples of when one of your ideas was opposed in a discussion. How did you react?

6. Describe a situation when you found yourself dealing with someone very sensitive. What happened?

7. Describe some situations when you wished you had acted differently with someone at work.

8. Tell me, specifically, what you have done to show you are a team player at ______________.

9. We all have ways of showing consideration for others. What are some things you’ve done to show concern or consideration for a co-worker?

10. When did you last lose your temper at work? Describe the reasons. What was the outcome?

11. How do you keep your employees informed with what is going on in the organization?

12. What methods do you use to keep informed with what is going on in your area?

Questionnaire on Work Standards

Following is a list of questions designed to gather information relating to an individual’s personal standard of performance.

1. What are your standards of success in your job? What have you done to meet these standards?

2. Bosses sometimes are not satisfied with the way we do certain things or complete certain projects. Can you give me some examples of when this happened to you?

3. What do you consider the most important contribution your department has made to this organization? What was your role?

4. What factors, other than pay, do you consider most important in evaluating yourself or your success?

5. Everyone has to bend or break the rules sometime. Can you give me some examples of when you had to do this?

6. When judging the performance of others, what factors or characteristics are most important to you?

7. Describe the time you worked the hardest and felt the greatest sense of achievement.

8. Tell me about a time when you weren’t very pleased with your work performance. Why were you upset with your performance? What did you do to turn around your performance?

9. We’ve all had to work with people who are very difficult to get along with. Give me an example of when this happened to you. Why was the person difficult? How did you handle the person? What was the result?

10. When have you declined a work-related decision? Why?

Questionnaire on Technical or Position Specific

Following is a list of questions designed to gather information relating to an individual’s past work experience, duties, and working conditions which are similar to those of the position for which the individual is being considered.

1. What training have you received in ____________________?

2. Describe how the process can best be performed. Have you discovered any shortcuts? How do they work?

3. Describe your experience with the following tools and equipment. (Interviewer, list job related tool).

4. Walk me through the procedures you would follow to_______________.

5. What equipment have you been trained to operate? When/where did you receive that training?

6. What equipment did you operate in your job at ___________________?

7. Describe your experience performing the following tasks. (Interviewer, list job related tasks).

8. What job experiences have you had that would help you in this position?

9. How do you follow the prescribed standards of safety when performing (task) _________________?

10. Have you ever identified potential malfunctions of equipment? How did you discover the potential malfunction? What did you do to correct the problem?

11. Being a ________________________ certainly requires a lot of technical knowledge. How did you go about getting it? How long did it take you?

12. Do you consider your technical abilities basic, intermediate, or advanced?

13. On a scale of one to ten, ten being you are a perfect technical match or this position, where would you rank yourself?

14. What would you add to or subtract from your technical background to make you more qualified for this position?