All kinds of surveys, questionnaires, sociological and marketing studies have come into our lives so closely that we have not paid any attention to the number and types of questionnaires that we have to fill out daily. The most common method of sociological and marketing research is a questionnaire. As a tool for research, this method is considered one of the most flexible, because questions can be asked in different forms. It is equally convenient to use questionnaires in the personnel department.
Briefly about the main thing
The questionnaire is one of two types of survey. The paper is a list of questions that the respondent answers. Despite the external simplicity, it is far from every specialist who can correctly compile a questionnaire. Incorrectly compiled list - these are incorrect research results. It is important not only to write the questions correctly, but also to correctly determine their priority. Types of profiles are different, and the important role is played by the purpose of filling.
Much depends on the correctness of the survey for a job candidate. For example, during an interview, many experts ask you to attach a questionnaire and a resume, because the internal document of the personnel department does not contain a list of professional skills or any other important information. No less often you can meet a question that affects types of education. The questionnaire may not include such options as incomplete higher education, primary vocational, secondary special, etc. In short, without the data displayed in the resume, it is difficult to judge the professionalism of the sought-after specialist.
What are the goals of the questionnaire during employment?
The main task of such a questionnaire is to obtain comprehensive information about a specialist’s labor activity, his experience, skills and education. All other types of questions in the questionnaire (about hobbies, hobbies, place of work of relatives, etc.) can be called secondary. Analyzing the completed questionnaire, the manager must understand the feasibility of a further labor agreement with a specific specialist and the level of his salary. Can a questionnaire replace a full-fledged interview? Not at all enterprises, but sometimes during employment, you may encounter an unpleasant moment when the employer believes that the questionnaire can fully replace a full-fledged interview. Such thoughts are fundamentally wrong.
Most often, managers conduct a survey with all candidates who have responded to the vacancy, select the best, and only then appoint the time and place of the interview. The answers presented in the questionnaire will allow the recruiting manager to understand in what way to negotiate and whether to conduct them at all.
Questionnaires in the personnel department. What are they like?
In the personnel department of almost any large enterprise, you can meet 3 completely different types of profiles:
- For an interview. As a rule, they are placed inside the company in front of visitors. For example, in large shopping centers, supermarkets, on the website in electronic form, etc. In this case, the applicant fills out a paper and thus informs the employer of his consent to take a vacant position in this company.
- An application form for employment is filled directly at the interview. This form serves as a substitute for a resume.
- An application for employment is issued to the employee for completion on his first business day. Such papers are usually attached to the personal files of each employee.
What are the types of questions in the questionnaire?
Depending on the research being conducted and the purpose of the future questionnaire, the following questions may be included in the questionnaire:
- Clarifying the respondent's identity (gender, place of residence, age, marital status, education, specialty, etc.). This type of questions allows you to form the received data into groups and subgroups.
- Questions to determine the facts of behavior that guide the actions and actions of the person being interviewed.
- Questions or tests to identify plans, motives, opinions, value judgments and expectations.
In the questionnaires for the personnel department, as a rule, questions about education, useful skills, and work experience appear. Often you can see questions regarding the interests and goals set for the person, the desired salary, etc.
In most cases, recruitment managers or executives try to download forms online. Free types of questionnaires, examples of which are not difficult to find on the Web, in most cases need to be finalized. There are several simple principles that you must follow when building any questionnaire. They consist of the following:
- It is necessary to take into account the perception of the text set forth in the questionnaire by the future respondent. This is the guiding principle from which all the others begin.
- When compiling questions, it is necessary to take into account the practical experience and the specifics of the culture of the audience that will fill out the forms.
- The same questions that were asked in different sequences will give completely different information for analysis. For greater reliability of information, it is better to put general questions at the beginning, and clarifying questions at the end.
- Each semantic block of the questionnaire is desirable to develop approximately the same size. This is done so that each block is equivalent for the respondent during filling.
- The fifth paragraph concerns the distribution of questions according to their degree of complexity. At the beginning of the questionnaire there should be general and simplest questions, followed by more complex ones. It is desirable that in the second paragraph there should be eventual questions rather than evaluative ones. Then motivational ones can follow, after which you can make a slight decline and return to eventful or add factual ones. The most difficult questions (no more than two or three) are located at the very end. Before the final "passport", if it is located at the end.
The main types of questionnaires should have the following structure:
- At the beginning of many profiles, you can see the epigraph. This introductory part is unprincipled, but takes place in structure. She sets the mood for the respondent to answer the questions. There are different types of questionnaires: for parents, marketing, social, etc. It is strictly forbidden in the introduction to any of them to draw up an epigraph that directly affects the content of the study. Because statements and aphorisms can psychologically set up a person to fill out a questionnaire in the spirit of what they read. Such an epigraph is unacceptable. However, the introduction, containing information on the critical importance of the study for the entire region, perfectly motivates any respondent.
- The appeal encourages motivation and detailed filling. As a rule, the following formulations can be used as an appeal: “dear guest”, “dear reader”, etc. It is always formed in the singular.
- A fairly informative block of questions is the lens. Here are the questions that assess the socio-demographic characteristics of the respondents. If the marketer has all the data about the selected group, the block is still worth adding. These simple general questions prepare the person for the detailed filling of more complex and significant points. In addition, if these questions are omitted, the respondent psychologically feels a clear flaw. A block of questions can be located not only at the beginning, but also at the end. However, for open, the better in the beginning. If the study addresses serious internal issues, then better in the end. In this case, the respondent may doubt anonymity.
- Naturally, after all of the above, it is the turn of the study itself or more difficult to understand questions. First, ascending, and towards the end - descending. The most difficult questions (no more than two or three) are at the very end.
- After filling in, it is recommended to express gratitude for participating in the survey. She sometimes faces the question: "Would you like to take part in our polls again?"
Marketing application. Types of Questioning
What does the classification depend on? Depending on the way the respondent received the document, the types of questionnaires in sociology can be:
- postal (when forms with questions come to the respondent by mail);
- press (from the word "press", that is, those profiles that are published in the print media);
- handouts (when a questionnaire distributes questionnaires to a group of respondents).
The press and post method refers to the correspondence questionnaire, during which the direct contact of the questionnaire with the respondent is not provided. The survey can be carried out at home, at the place of work or study. Sometimes, when the survey is conducted outside the home walls, it can be organized in a separate audience with a specially selected group. Questionnaires for admission to work can be either full-time (during the interview), or in absentia (before being invited to an interview).
Like any other sociological or marketing research, questioning has its own stages:
- Setting objectives and problems that will be resolved by questioning.
- Development of a questionnaire with a large number of open-ended questions.
- Trial questionnaire and analysis upon completion of work.
- Correction and clarification of the text of questions, their location in the questionnaire.
- Conducting large-scale questionnaires.
- Analysis of the result and preparation of a report on the fact of the work performed.
Advantages and disadvantages
- Different types of profiles in marketing allow you to conduct a survey of a large number of people on almost any topic or problem.
- The study does not require much time.
- Possibility of computer processing of research results.
- An anonymous method allows you to get more reliable information.
- Far from always true answers.
- Unwillingness to participate in surveys.
- Cannot display the situation completely.
- Haste when filling.
Despite these disadvantages, types of sociological questionnaires are widely used in marketing. In addition, the questionnaire remains the main tool for collecting and analyzing information about individuals when applying for study or work.
Interview: resume or application form?
As a rule, the application form for employment is used for the convenience of not only candidates, but also employees of the personnel department. But what if the candidate came for an interview with a good and detailed resume? A good staff member will not immediately end the meeting, but will act respectfully to the specialist. Some issues that are very well covered in the resume can be noted in the questionnaire with a link to this document. If it is really inconvenient to keep a resume or the manager only needs to consider the questionnaire, then you can ask to rewrite all the data on the form.
How to fill out a questionnaire for the personnel department?
The types of answers in the questionnaire increase the chances of getting a job several times. Therefore, it is important to follow a few simple tips for completing an internal document.
- Before filling, be sure to thoroughly familiarize yourself with all the points and questions indicated in the questionnaire;
- specify the name of the position you are applying for (in some companies they may be different);
- handwriting should be clear and legible;
- Despite filling out the questionnaire, always have a complete and detailed resume with you;
- in the block "work experience" it is allowed to indicate those places where the employee was not officially registered;
- so that the employer knows what kind of enterprise is involved, it is reasonable to indicate not only the legal entity, but also the name of the brand, company, branch, etc .;
- try to give complete answers to all the questions posed;
- in the column “citizenship” you do not need to indicate nationality (Russian, Russian, etc.), but you must specify the country (Ukraine, Russian Federation, Republic of Belarus, etc.);
- When filling out the questionnaire in electronic form, be sure to leave a comment or response with the advantages of your candidacy.
- in the column with salary expectations, try to indicate the average rate for the job position, or about 10-15% higher than it.
Pitfalls of all profiles: drawing
Sometimes an employer or a recruiting manager can endanger the applicant with such a simple task, which is part of the questionnaire. During the first meeting, both the employer and the candidate try to show themselves from the best sides and can hide a lot about themselves. Some companies do not want to reveal surprises. You can tell a lot about yourself, it will not be difficult and carefully fill out the questionnaire, but far from everyone can complete such a simple and unexpected task.
What is a children's task that can help an employer learn more about a job applicant? How to draw a picture?
- Size and location. Large drawings are characteristic of decisive and courageous people, while small ones reflect hidden insecurity, excessive stiffness.
- Different weather conditions symbolize the latent behavior of a person in a good and difficult moment. In a word, as you draw, you will behave.
- The optimist immediately calculates the presence in the picture of "smiles to the ears."
We have discussed in detail some types of profiles.