How to hire a survey questionnaire designer

How to hire a survey questionnaire designer, step by step

Here's a step-by-step survey questionnaire designer hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a survey questionnaire designer job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new survey questionnaire designer
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you start hiring a survey questionnaire designer, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   You should also consider the ideal background you'd like them a survey questionnaire designer to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a survey questionnaire designer that fits the bill.

   This list presents survey questionnaire designer salaries for various positions.

   Type of Survey Questionnaire Designer	Description	Hourly rate
   Survey Questionnaire Designer	Survey researchers design and conduct surveys and analyze data. Surveys are used to collect factual data, such as employment and salary information, or to ask questions in order to understand people’s opinions, preferences, beliefs, or desires.	$23-68
   Field Researcher	A field researcher is tasked to directly observe people while living in specific areas. They document and record their observations in order to assist with research... Show more	$4-31
   Designer	A designer is someone who creates a master plan of the look or workings of something before it will be made. It could be tangible or intangible objects, products, procedures, laws, events, games, graphics, services, and even experiences... Show more	$21-46

2. Create an ideal candidate profile

   Common skills:

   • Civil 3D
   • Legal Descriptions
   • GPS
   • Auto CAD
   • As-Built Drawings

   Responsibilities:

   • Develop software tools to automate cad work.
   • Perform calculations necessary to prepare individual residential lot permit and as-built plans necessary for township approval.
   • Support ordnance excavations by mapping out anomalies within survey areas.

3. Make a budget

   Including a salary range in your survey questionnaire designer job description is a great way to entice the best and brightest candidates. A survey questionnaire designer salary can vary based on several factors:

   • Location. For example, survey questionnaire designers' average salary in wyoming is 61% less than in maryland.
   • Seniority. Entry-level survey questionnaire designers earn 66% less than senior-level survey questionnaire designers.
   • Certifications. A survey questionnaire designer with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a survey questionnaire designer's salary.

   Average survey questionnaire designer salary

   $83,499yearly

   $40.14 hourly rate

   ---

   Entry-level survey questionnaire designer salary

   $48,000 yearly salary

   Updated December 21, 2025

4. Writing a survey questionnaire designer job description

   A survey questionnaire designer job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. To help get you started, here's an example of a survey questionnaire designer job description:

   Survey questionnaire designer job description example

   Survey Designer - Microstation
   
   Location: Denver, CO
   
   
   # of Openings: 1
   
   Come join the Farnsworth Group team and find out why our employees have earned us the Great Place to Work certification for several consecutive years! Farnsworth Group is a 130-year-old, employee-owned full-service Engineering, Architecture and Land Surveying firm with approximately 500 employees. We can provide employment opportunities located throughout a nationwide network of offices. Give us a closer look and discover why we are a Great Place to Work!
   
   Farnsworth Group is seeking a Survey Designer - MicroStation in our Denver or Colorado Springs, CO office. In this role, you will be preparing drawings for all types of survey plats, including but not limited to ALTA surveys, Transportation Right-of-Way Plans, Parcel Ownership Maps, TMOSS topo surveys, and all types of easement drawings and annexation plats. We will provide opportunities for work with Open Roads Designer.
   
   Specific Requirements include:
   
   + Associates or Technical Degree with a focus in Computer Aided Drafting (CAD), preferred
   
   + 10+ years of Land Survey experience, preferred
   
   + Experience with MicroStation required
   
   + Civil3D and OpenRoads experience a plus
   
   + Knowledge of CDOT survey standards and TMOSS, required
   
   + Previous topographic, boundary survey and right-of-way experience, preferred
   
   + Experience with ArcGIS a plus
   
   + State Professional Surveyor licensure a plus
   
   We offer a competitive salary and benefits program that includes:
   
   + 401(k) with 100% Company Match up to 5%
   
   + Medical/Dental/Vision Insurance Plans
   
   + Professional Development and Training
   
   + Wellness/Fitness Reimbursements
   
   + Mentoring Program
   
   + Paid Time Off
   
   + Short & Long-Term Disability
   
   + Flexible Spending and Health Savings Accounts
   
   + Maternity and Paternity Leave
   
   Salary Range: $75,000 - $95,000 (Salary to be determined by the education, experience, knowledge, skills, and abilities of the applicant, as well as internal and external equity)
   
   Statement on Diversity and Inclusion:
   
   Farnsworth Group is a collection of employees with unique backgrounds and perspectives that all come together to make us a better Company. It is our goal to recruit, hire, develop, retain, and promote a diverse group of people. Join us...and let's make a difference, together.
   
   For immediate consideration, please Apply Online by clicking on "Apply for this Position" below.
   
   Farnsworth Group, Inc. is proud to be a M/F Disabled and Veteran EEO/AA employer.

   Copy this example

   

5. Post your job

   To find survey questionnaire designers for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any survey questionnaire designers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level survey questionnaire designers with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your survey questionnaire designer job on Zippia to find and recruit survey questionnaire designer candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with survey questionnaire designer candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new survey questionnaire designer

   Once you've selected the best survey questionnaire designer candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   To prepare for the new survey questionnaire designer first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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