In a recent piece published on the Forbes platform, Forbes
In a recent article published on the Forbes platform, Brett Wells, Forbes Councils Member and Director of People Analytics at Perceptyx, Inc, delved into the value of the seemingly humble alumni survey questionnaire.
Here are a few key takeaways from his piece on the importance of getting feedback from this often untapped resource.
Why Clever Companies Ask Some Tough Questions
Staying in touch with your alumni is a vital aspect of attracting and retaining talent in 2021 and beyond. How so? Well, it all comes down to how you send your departing employees off into the world and what they glean from this experience.
This is also a perfect time to ask a few essential questions. After all, these employees know your business well and are uniquely positioned to comment on culture, etc.
Knowing why people elect to move on from your organization can teach your HR team a lot about attracting the right kind of talent and keeping them around. You may learn that you need to focus on perks and incentives. Or offer more opportunities for learning and development. Or lean into internal mobility. Whatever the case may be, you won’t know if you don’t ask.
As such, alumni survey questionnaires can be an exceptional HR tool. Depending on the type of data you want to collect, certain approaches will make all the difference. It starts with when you ask and who you ask. So, let’s talk about segments.
The Top 3 Alumni Survey Questionnaire Segments To Target
1. Voluntary Leavers
The truth is that not every departing employee may want to stay in touch. In certain instances, people get fired over-complicated circumstances, after all.
However, many people who go elsewhere don’t leave under a cloud; they go seeking new growth, move cities with their partners, and so on. These voluntary leavers represent a sweet spot for alumni programs. They are very amiable in communication.
2. Top Performers Growing Elsewhere
These are the employees that companies really don’t like to see leaving their organizations–the high fliers with loads of ambition.
However, shackling them to your business is also not an option. Instead, stay in touch, celebrate them, and leverage their reach beyond your company in a positive way. After all, they started out as one of your own! They can also offer invaluable insights when prompted.
3. Highly-Skilled Unicorns
There are certain positions that are seemingly impossible to hire for. This is when you need access to highly skilled unicorns.
Often these unique individuals like to play their own way and come on board when a project interests them in particular. This segment of your alumni group can also provide exceptional feedback via a questionnaire.
An alumni survey questionnaire can provide a wealth of extremely valuable data if you do things the right way. Start by targeting the right segments of your alumni pool when you survey. This includes voluntary leavers, top performers growing elsewhere, and highly skilled unicorns. Read the full article here.
Sign up for early access to the upcoming release of The Alumni Advantage. The book provides an end-to-end understanding of how organizations are recognizing and leveraging their former employees, authored by James Sinclair, Co-Founder and Chief Executive of EnterpriseAlumni.