[{"data":1,"prerenderedAt":151},["ShallowReactive",2],{"blog-how-to-track-form-submissions-with-facebook-pixel":3},{"blogData":4,"relatedArticles":29},{"id":5,"title":6,"author":7,"authorImage":8,"authorProfile":9,"coverImg":10,"coverImgAlt":11,"createdAt":12,"description":13,"featured":14,"jsonld":15,"keywords":16,"metaDescription":17,"metaImage":18,"metaTitle":19,"publishedAt":20,"slug":21,"updatedAt":22,"__hash__":23,"body":24,"coverImgWidth":25,"coverImgHeight":26,"readingStats":27},"blog\u002Fblog\u002Fhow-to-track-form-submissions-with-facebook-pixel.md","How to Track Form Submissions with Facebook Pixel","Harish Kumar",null,"https:\u002F\u002Fwww.linkedin.com\u002Fin\u002Fharish-kumar2424\u002F","https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fa_blog_post_cover_about_How_to_Track_Form_Submissions_with_Facebook_Pixel_854e614607.png","a blog post cover about How to Track Form Submissions with Facebook Pixel ","2025-08-04T03:53:10.706Z","Find a simple way to connect Facebook Pixel with your online forms and start tracking submissions for better ad targeting and ROI.",false,[],"facebook pixel,\nmeta pixel,\nmeta pixel tracking,\nform analytics,\nform submissions,\nform conversion tracking,","Learn how to track form submissions using Facebook Pixel to measure conversions, optimize ads, and improve campaign performance in just a few steps.",[],"How to Track Form Submissions with Facebook Pixel?","2025-08-04T03:53:13.497Z","how-to-track-form-submissions-with-facebook-pixel","2025-08-04T04:05:32.332Z","xDXJ79Jt40AQOn5xqXYZnqNKJpJJFfkZJ19LmRAUOvI","![a blog post cover about How to Track Form Submissions with Facebook Pixel](https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fa_blog_post_cover_about_How_to_Track_Form_Submissions_with_Facebook_Pixel_854e614607.png)\n\nRunning Facebook or Instagram ads? Then you’re probably wondering: **Which ad is bringing the most leads?**\n\nWithout proper tracking, you're just guessing.\n\nThat’s where the **Meta Pixel** (formerly Facebook Pixel) comes in. It helps you track form submissions, see which ads convert best, and optimize your campaigns for better results.\n\nIn this guide, you’ll learn how to install Meta Pixel on your **[Formester forms](\u002Ftemplates\u002F)**, trigger lead tracking, and check if everything works with no code.\n\n## What Is Meta Pixel?\nMeta Pixel is a small piece of **tracking code** provided by Meta (Facebook). You add this code to your website or landing page to track what people do after clicking on your ads.\n\nSo, when someone clicks your Facebook ad, lands on your page, and submits a form, you can capture that event as a “**lead**.” This helps you:\n\n- Measure ad performance.\n\n- Improve your targeting.\n\n- Run retargeting campaigns.\n\n- A\u002FB test creatives and landing pages.\n\n- Reduce wasted ad spend.\n\n### Step 1: Set Up Your Meta Pixel\n![a screenshot of meta event manager](https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fa_screenshot_of_meta_event_manager_87f389ad9a.png)\nIf you haven’t created a Meta Pixel yet, here’s how to do it:\n\n- Visit **[business.facebook.com](https:\u002F\u002Fbusiness.facebook.com\u002F)**,\n\n- Click on All Tools → Events Manager,\n\n- Click Connect Data Sources and choose Web,\n\n- Click Next and then Create a Pixel,\n\n- Give it a name and hit Continue,\n\n- Once it’s created, copy your Pixel ID, you’ll need it in the next step.\n\n### Step 2: Add Meta Pixel to Your Formester Form\nYou can install Meta Pixel in two easy ways inside Formester:\n\n**Method 1: Use the Built In Integration**\n![a screenshot of formester's form automation tab](https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fa_screenshot_of_formester_s_form_automation_tab_fd28effbf6.png)\n\n- Open your form in Formester\n\n- Go to the Automate tab\n\n- Select **[Integrations](\u002Fintegrations\u002F)**\n\n- Choose Meta Pixel\n\n- Paste your Pixel ID\n\n- Done\n\nNow, Meta Pixel is linked to your form. Whenever someone submits the form, an event is triggered that you can track in Meta’s Events Manager.\n\nThis method is quick, perfect for lead generation, and works for most standard tracking needs.\n\n**Method 2: Manual Pixel Script Installation**\n![a screenshot of formester's custom script tab](https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fa_screenshot_of_formester_s_custom_script_tab_dc2885b637.png)\n\nWant more control? Here’s how to install the code manually:\n\n- Open your form in the Formester form builder,\n\n- Go to the Advanced tab,\n\n- Scroll to find the Custom Scripts section,\n\n- Go to your Meta Events Manager and copy the full pixel code,\n\n- Paste it into the Header or Footer Scripts field in Formester,\n\n- Save and publish your form.\n\n**With this method, you can:**\n\n- Track custom events like button clicks,\n\n- Fire events based on conditions,\n\n- Trigger multiple events from one action.\n\nIt’s ideal if you want to fine tune tracking, test specific actions, or connect multiple campaigns.\n\n### Step 3: Test Your Meta Pixel Installation\n![a screenshot of formester form with meta pixel helper](https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fa_screenshot_of_formester_form_with_meta_pixel_helper_3dfda39491.png)\n\nBefore you launch your ads, test if the Pixel is firing properly.\n\n- Use the **Meta Pixel Helper**\n\n- Install the Meta Pixel Helper Chrome Extension. This tool shows:\n\n- If the Meta Pixel is installed correctly.\n\n- What events are getting triggered (e.g. Lead, ViewContent, Submit)\n\n**Now:**\n\n- Open your landing page or form URL,\n\n- Submit the form,\n\n- Watch the extension, it should show a Lead event being triggered.\n\n### Step 4: Track Leads in Meta Events Manager\n![a screenshot of meta event manager](https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fa_screenshot_of_meta_event_manager_25f80eea96.png)\n\nGo back to your Events Manager in Facebook Business. Here, you’ll see the events fired by your form, especially the Lead events.\n\n**You’ll also see:**\n\n- Event count.\n\n- Date and time.\n\n- Pixel health.\n\nIf everything looks good, you’re now officially tracking leads from your form.\n\n### Step 5: Measure Ad Performance\n![a screenshot of meta ads manager](https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fa_screenshot_of_meta_ads_manager_49f3adf8b7.png)\n\nTo see which ad or audience is working best:\n\n- Go to Ads Manager\n\n- Select your campaign or ad set,\n\n- Scroll right to view performance metrics,\n\n- Look for the Leads or Custom Conversions column,\n\n- Now you know exactly which ad brings you the **most leads**. No more guesswork.\n\n**This helps you:**\n\n- Double down on high performing ads.\n\n- Turn off underperformers.\n\n- Optimize your budget.\n\n### Bonus Tips\n\n- Use **[Hidden Fields](\u002Fblog\u002Fhow-to-track-form-conversions-using-hidden-form-fields)** in your Formester form to capture UTM parameters for more detailed tracking.\n\n- Combine with Email Notifications to get real time updates on each lead.\n\n- Use **[Form Analytics](\u002Ffeatures\u002Fform-analytics\u002F)** to get insights into who’s dropping off and where.\n\n### Final Thoughts\nInstalling Meta Pixel on your online forms is one of the easiest ways to improve your ad performance. It gives you real data, helps you optimize campaigns, and ensures your ad spend drives real business results.\n\n**[And with Formester](https:\u002F\u002Fapp.formester.com\u002Fusers\u002Fsign_up)**, it’s as easy as copy, paste, and publish.\n\n\n",1214,630,{"text":28},"4 min read",[30,96,114,132],{"title":31,"author":7,"authorImage":8,"authorProfile":9,"coverImg":32,"coverImgAlt":33,"createdAt":34,"description":35,"featured":14,"jsonld":36,"keywords":83,"metaDescription":49,"metaImage":84,"metaTitle":85,"publishedAt":86,"slug":87,"updatedAt":88,"__hash__":89,"body":90,"id":91,"coverImgWidth":92,"coverImgHeight":93,"readingStats":94},"Employee Onboarding Process: 7 Stages Every HR Team Should Run","https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Femployee_onboarding_process_309b4d3c18.png","Employee onboarding process 7 stages","2026-06-29T11:31:41.064Z","7 stages of a complete employee onboarding process, what happens in each, who owns it, and the common mistakes that turn a strong hire into an early exit.",[37,54],{"@type":38,"image":32,"author":39,"@context":41,"headline":31,"publisher":42,"description":49,"dateModified":50,"datePublished":50,"mainEntityOfPage":51},"Article",{"url":9,"name":7,"@type":40},"Person","https:\u002F\u002Fschema.org",{"url":43,"logo":44,"name":47,"@type":48},"https:\u002F\u002Fformester.com\u002F",{"url":45,"@type":46},"https:\u002F\u002Fformester.com\u002Flogo.png","ImageObject","Formester","Organization","Complete employee onboarding process across 7 stages, from pre-boarding to 90-day review. Plus common mistakes, ownership, and the metrics worth tracking.","2026-06-29",{"@id":52,"@type":53},"https:\u002F\u002Fformester.com\u002Fblog\u002Femployee-onboarding-process\u002F","WebPage",{"@type":55,"@context":41,"mainEntity":56},"FAQPage",[57,63,67,71,75,79],{"name":58,"@type":59,"acceptedAnswer":60},"How long should the employee onboarding process last?","Question",{"text":61,"@type":62},"A complete onboarding process runs 90 days end to end, with a formal 30-day review and 90-day review built in. Some roles (senior leadership, highly technical) extend to 6 months. Anything less than 30 days is closer to orientation than onboarding.","Answer",{"name":64,"@type":59,"acceptedAnswer":65},"What is the difference between orientation and onboarding?",{"text":66,"@type":62},"Orientation is the first 1 to 5 days: welcome, paperwork, introductions, security training. Onboarding is the full 90-day process that includes orientation plus role enablement, productivity ramp, and integration into the team.",{"name":68,"@type":59,"acceptedAnswer":69},"Who should own the employee onboarding process?",{"text":70,"@type":62},"The hiring manager owns it end to end. HR owns paperwork and the orientation logistics. IT owns provisioning. A peer-level buddy owns the informal \"stupid questions\" channel. Failures happen when ownership is unclear or HR is treated as the sole owner.",{"name":72,"@type":59,"acceptedAnswer":73},"What should be in the first week of onboarding?",{"text":74,"@type":62},"Day 1: welcome, team intro, manager lunch, IT setup, handbook. Days 2 to 5: structured intros to cross-functional teams, product or service walkthrough, customer or user context, end-of-week check-in. No major deliverables in week 1, the goal is context, not output.",{"name":76,"@type":59,"acceptedAnswer":77},"What is the 30-60-90 day onboarding plan?",{"text":78,"@type":62},"A common framework that maps the first 90 days into three windows: 30 days for learning the role and team, 60 days for owning small deliverables with support, 90 days for full role ownership and a formal review. The structure is useful as a planning skeleton; the specifics should match the role.",{"name":80,"@type":59,"acceptedAnswer":81},"How do you onboard remote employees?",{"text":82,"@type":62},"The same 7 stages apply, with extra effort on relationship-building. Ship hardware 5+ days early, schedule more 1:1 video calls in week 1, pair the new hire with a remote-friendly buddy, and over-invest in the cross-functional intros that happen automatically in an office.","employee onboarding process, employee onboarding best practices, onboarding checklist for new hires, 30 60 90 day onboarding plan, onboarding stages",[],"Employee Onboarding Process: 7 Stages Guide (2026)","2026-06-30T02:24:10.000Z","employee-onboarding-process","2026-06-30T02:24:13.646Z","PC2heFZ0EOLqkHi3InFe0K8MyPOQK1fNltDf3v_RHzY","\u003Cp style=\"font-size: inherit;\">The employee onboarding process runs from the day a candidate accepts an offer to the moment they are fully productive in the role, typically the end of the first 90 days. A clean process is the difference between a hire who ramps in 30 days and a hire who quietly disengages by week six. The companies that get it right see meaningful gains in first-year retention.\u003C\u002Fp>\n\n\u003Cp>This guide walks the 7 stages of a complete employee onboarding process, what happens in each, who owns it, and the common mistakes that turn a strong hire into an early exit.\u003C\u002Fp>\n\n\u003Ch2>What is the employee onboarding process?\u003C\u002Fh2>\n\n\u003Cp>The employee onboarding process is the structured set of steps an organization runs from the moment a hire accepts an offer through their first 3 to 6 months on the job. It covers paperwork, role enablement, relationship-building, and performance ramp.\u003C\u002Fp>\n\n\u003Cp>The goal is not \"they signed the W-4 by day one\". The goal is \"they are doing the work the role was hired for, with confidence and connection, by the end of their first quarter\".\u003C\u002Fp>\n\n\u003Cp>Done well, onboarding shortens time-to-productivity, reduces 90-day attrition, and builds the trust that makes the employee a long-term contributor. Done poorly, it leaves the new hire feeling lost, undervalued, or in the wrong role.\u003C\u002Fp>\n\n\u003Ch2>Why the onboarding process matters\u003C\u002Fh2>\n\n\u003Cp>The case for investing in onboarding is well-documented. Three patterns repeat across the research:\u003C\u002Fp>\n\n\u003Cul>\n\u003Cli>New hires who go through a structured onboarding program are significantly more likely to still be with the company after one year. \u003Ca href=\"https:\u002F\u002Fwww.shrm.org\u002Ftopics-tools\u002Fnews\u002Ftalent-acquisition\">SHRM's onboarding guidance\u003C\u002Fa> highlights the retention impact across multiple studies.\u003C\u002Fli>\n\u003Cli>Time to full productivity ranges from 3 to 12 months depending on role complexity. Structured onboarding compresses the bottom end of that range.\u003C\u002Fli>\n\u003Cli>Disengagement starts early. New hires who feel disconnected by week 4 rarely recover, even when the rest of the company is doing well.\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>The investment is small (typically 1 to 2% of first-year salary in process cost) compared to the replacement cost of an early departure (1.5 to 2x annual salary). Onboarding pays for itself on a single retained hire.\u003C\u002Fp>\n\n\u003Ch2>The 7 stages of the onboarding process\u003C\u002Fh2>\n\n\u003Cp>A complete process runs across 7 stages. Each stage has a clear start, a clear end, and an owner.\u003C\u002Fp>\n\n\u003Ch2>Stage 1: Pre-boarding (offer to day 1)\u003C\u002Fh2>\n\n\u003Cp>The 1 to 4 weeks between offer acceptance and start date. Most companies waste this window. The companies that use it shorten time-to-productivity by 2 to 3 weeks.\u003C\u002Fp>\n\n\u003Cp>What happens in this stage:\u003C\u002Fp>\n\n\u003Cul>\n\u003Cli>Send the welcome packet: company values, team introduction, what to expect in week 1.\u003C\u002Fli>\n\u003Cli>Complete the legal paperwork: I-9, W-4, direct deposit, benefits enrollment. \u003Ca href=\"\u002Ftemplates\u002Fcategories\u002Fjob-application-forms\u002F\">Use a structured new hire paperwork bundle\u003C\u002Fa> so the new hire signs everything in one session, not piecemeal.\u003C\u002Fli>\n\u003Cli>Ship the laptop, phone, badge, and physical access cards so they arrive 3 to 5 days before start.\u003C\u002Fli>\n\u003Cli>Provision accounts: email, Slack, project management, design tools, whatever they need on day 1.\u003C\u002Fli>\n\u003Cli>Send a personal welcome from the hiring manager 5 to 7 days before the start date. Includes the day 1 schedule, the first week's plan, and a name for \"the person you can ask anything\".\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>Owner: HR for paperwork, IT for provisioning, hiring manager for the personal welcome.\u003C\u002Fp>\n\n\u003Ch2>Stage 2: Orientation (day 1 to week 1)\u003C\u002Fh2>\n\n\u003Cp>The new hire's first week is mostly about context, not work. Resist the urge to load them up with deliverables.\u003C\u002Fp>\n\n\u003Cp>What happens in this stage:\u003C\u002Fp>\n\n\u003Cul>\n\u003Cli>Day 1 morning: welcome, office or remote-setup walkthrough, intro to immediate team, lunch with the manager.\u003C\u002Fli>\n\u003Cli>Day 1 afternoon: IT setup verification, security and compliance training, employee handbook.\u003C\u002Fli>\n\u003Cli>Days 2 to 5: structured introductions to cross-functional teams (3 to 5 calls), product or service walkthrough, customer or user context.\u003C\u002Fli>\n\u003Cli>Friday of week 1: end-of-week check-in with the manager. Ask: \"What is one thing that has helped this week? What is one thing that has confused you?\"\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>Owner: HR runs orientation logistics, hiring manager runs the team intro.\u003C\u002Fp>\n\n\u003Ch2>Stage 3: Role enablement (week 2 to week 4)\u003C\u002Fh2>\n\n\u003Cp>The hire starts doing real work, but with support. The classic \"30 day\" target is some kind of small, real contribution by the end of week 4.\u003C\u002Fp>\n\n\u003Cp>What happens in this stage:\u003C\u002Fp>\n\n\u003Cul>\n\u003Cli>Role-specific training: tools, processes, internal documentation.\u003C\u002Fli>\n\u003Cli>Shadowing: 2 to 3 sessions watching a peer do the work.\u003C\u002Fli>\n\u003Cli>First small deliverable: a contained, well-scoped task they can complete in 1 to 3 days with support.\u003C\u002Fli>\n\u003Cli>Weekly 1:1 with the manager. 30 minutes, structured around \"what's working, what's blocking, what's next\".\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>Owner: hiring manager + designated onboarding buddy (a peer at the same level).\u003C\u002Fp>\n\n\u003Ch2>Stage 4: First 30-day review\u003C\u002Fh2>\n\n\u003Cp>End of week 4. A formal check-in to confirm the hire is on track and surface anything that is not.\u003C\u002Fp>\n\n\u003Cp>What happens in this stage:\u003C\u002Fp>\n\n\u003Cul>\n\u003Cli>30-minute conversation between hire and manager.\u003C\u002Fli>\n\u003Cli>Review what the hire has learned, what they have shipped, and what gaps they have identified.\u003C\u002Fli>\n\u003Cli>Confirm goals for the next 60 days.\u003C\u002Fli>\n\u003Cli>Open a candid conversation: \"Is this what you expected? What is missing? What should we change?\"\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>Owner: hiring manager.\u003C\u002Fp>\n\n\u003Ch2>Stage 5: Productivity ramp (week 5 to week 12)\u003C\u002Fh2>\n\n\u003Cp>The hire takes on real ownership of the role. Training shifts from \"shown how\" to \"expected to do\".\u003C\u002Fp>\n\n\u003Cp>What happens in this stage:\u003C\u002Fp>\n\n\u003Cul>\n\u003Cli>Full project assignments at the level the role was hired for.\u003C\u002Fli>\n\u003Cli>Cross-functional partnerships start: the hire begins leading some interactions outside their immediate team.\u003C\u002Fli>\n\u003Cli>The onboarding buddy steps back, the manager remains the primary support.\u003C\u002Fli>\n\u003Cli>Continued weekly 1:1s, increasingly focused on the work rather than the onboarding.\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>Owner: hiring manager.\u003C\u002Fp>\n\n\u003Ch2>Stage 6: 90-day review\u003C\u002Fh2>\n\n\u003Cp>End of week 12. The most important onboarding milestone. This is where you decide whether the hire is on the trajectory you expected.\u003C\u002Fp>\n\n\u003Cp>What happens in this stage:\u003C\u002Fp>\n\n\u003Cul>\n\u003Cli>A 60 to 90 minute structured review between hire and manager.\u003C\u002Fli>\n\u003Cli>Cover: performance against the goals set in the 30-day review, gaps and growth areas, feedback in both directions.\u003C\u002Fli>\n\u003Cli>Confirm fit. If the trajectory is wrong, it is far easier to address it at 90 days than at 6 months. If the trajectory is right, formalize the long-term development plan.\u003C\u002Fli>\n\u003Cli>Skip-level conversation: the hire meets with the manager's manager for 30 minutes. Surfaces issues the hire might not bring directly to the manager.\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>Owner: hiring manager, with skip-level participation.\u003C\u002Fp>\n\n\u003Ch2>Stage 7: Integration (month 4 to month 6)\u003C\u002Fh2>\n\n\u003Cp>The hire stops being a \"new hire\" and becomes a full member of the team. Onboarding officially ends, but the development process begins.\u003C\u002Fp>\n\n\u003Cp>What happens in this stage:\u003C\u002Fp>\n\n\u003Cul>\n\u003Cli>The hire owns role-equivalent workload at full pace.\u003C\u002Fli>\n\u003Cli>Performance review cadence shifts to the standard organizational cadence (quarterly, semi-annual, annual).\u003C\u002Fli>\n\u003Cli>Development goals shift from \"ramp\" to \"growth in the role\".\u003C\u002Fli>\n\u003Cli>A final onboarding survey (anonymous) captures what worked and what did not, feeding back into the process for the next hire.\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>Owner: hiring manager + HR for the closing survey.\u003C\u002Fp>\n\n\u003Ch2>Common onboarding mistakes that cost you new hires\u003C\u002Fh2>\n\n\u003Cp>Even a well-designed process can fail in execution. The patterns that show up most often:\u003C\u002Fp>\n\n\u003Cul>\n\u003Cli>\u003Cstrong>No pre-boarding.\u003C\u002Fstrong> Letting the new hire sit between offer and day 1 with nothing but a welcome email is the single biggest waste of momentum. Use the time.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Day 1 IT chaos.\u003C\u002Fstrong> Laptop not configured, accounts not provisioned, badge not ready. Recoverable but expensive: it sets the tone that the company is disorganized.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Manager too busy in week 1.\u003C\u002Fstrong> If the hiring manager spends less than 4 hours of week 1 with the new hire, the hire often coasts for the next month.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>No buddy.\u003C\u002Fstrong> A peer-level buddy who is not the manager is the single biggest predictor of 90-day retention. Without one, the hire has no informal channel for \"stupid questions\".\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Vague first deliverable.\u003C\u002Fstrong> \"Get up to speed\" is not a deliverable. \"Submit a competitor analysis on three vendors by Friday of week 3\" is.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>No 30-day review.\u003C\u002Fstrong> Skipping this conversation means small issues compound for two more months before the 90-day review catches them.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Onboarding ends at week 1.\u003C\u002Fstrong> The most common failure mode. Orientation gets a formal program, the next 11 weeks do not. The hire feels welcomed and then abandoned.\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Ch2>Onboarding metrics worth tracking\u003C\u002Fh2>\n\n\u003Cp>If you want to know whether your process is working, track these:\u003C\u002Fp>\n\n\u003Cul>\n\u003Cli>\u003Cstrong>Time to first deliverable.\u003C\u002Fstrong> Days from start to first real piece of work shipped.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>90-day retention.\u003C\u002Fstrong> Percentage of hires still employed at day 90. Below 90% is a serious signal.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>1-year retention.\u003C\u002Fstrong> Percentage of hires still employed at day 365. Industry benchmarks vary; track the trend across cohorts.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>New hire engagement.\u003C\u002Fstrong> Anonymous survey at 30, 60, and 90 days. Use the same questions each time so the trend is comparable.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Manager onboarding load.\u003C\u002Fstrong> Hours per week the hiring manager spends on onboarding. Under-investment shows up here first.\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Ch2>The takeaway\u003C\u002Fh2>\n\n\u003Cp>A complete employee onboarding process runs 7 stages across the first 90 days, owned by HR, the hiring manager, and a peer buddy. The companies that treat onboarding as a 90-day process (not a 1-week orientation) see meaningfully better retention, faster productivity, and a stronger hiring brand. The companies that treat it as paperwork lose new hires before they have a chance to contribute.\u003C\u002Fp>\n\n\u003Cp>If you are setting up an onboarding process for the first time, start with two things: a structured first-week schedule that the manager actually owns, and a 30-day check-in conversation that is calendar-locked before day 1.\u003C\u002Fp>\n\n\u003Csection class=\"faq\">\n\u003Ch2>Employee onboarding process FAQ\u003C\u002Fh2>\n\u003Cdetails>\u003Csummary>How long should the employee onboarding process last?\u003C\u002Fsummary>\u003Cdiv>A complete onboarding process runs 90 days end to end, with a formal 30-day review and 90-day review built in. Some roles (senior leadership, highly technical) extend to 6 months. Anything less than 30 days is closer to orientation than onboarding.\u003C\u002Fdiv>\u003C\u002Fdetails>\n\u003Cdetails>\u003Csummary>What is the difference between orientation and onboarding?\u003C\u002Fsummary>\u003Cdiv>Orientation is the first 1 to 5 days: welcome, paperwork, introductions, security training. Onboarding is the full 90-day process that includes orientation plus role enablement, productivity ramp, and integration into the team.\u003C\u002Fdiv>\u003C\u002Fdetails>\n\u003Cdetails>\u003Csummary>Who should own the employee onboarding process?\u003C\u002Fsummary>\u003Cdiv>The hiring manager owns it end to end. HR owns paperwork and the orientation logistics. IT owns provisioning. A peer-level buddy owns the informal \"stupid questions\" channel. Failures happen when ownership is unclear or HR is treated as the sole owner.\u003C\u002Fdiv>\u003C\u002Fdetails>\n\u003Cdetails>\u003Csummary>What should be in the first week of onboarding?\u003C\u002Fsummary>\u003Cdiv>Day 1: welcome, team intro, manager lunch, IT setup, handbook. Days 2 to 5: structured intros to cross-functional teams, product or service walkthrough, customer or user context, end-of-week check-in. No major deliverables in week 1, the goal is context, not output.\u003C\u002Fdiv>\u003C\u002Fdetails>\n\u003Cdetails>\u003Csummary>What is the 30-60-90 day onboarding plan?\u003C\u002Fsummary>\u003Cdiv>A common framework that maps the first 90 days into three windows: 30 days for learning the role and team, 60 days for owning small deliverables with support, 90 days for full role ownership and a formal review. The structure is useful as a planning skeleton; the specifics should match the role.\u003C\u002Fdiv>\u003C\u002Fdetails>\n\u003Cdetails>\u003Csummary>How do you onboard remote employees?\u003C\u002Fsummary>\u003Cdiv>The same 7 stages apply, with extra effort on relationship-building. Ship hardware 5+ days early, schedule more 1:1 video calls in week 1, pair the new hire with a remote-friendly buddy, and over-invest in the cross-functional intros that happen automatically in an office.\u003C\u002Fdiv>\u003C\u002Fdetails>\n\u003C\u002Fsection>\n\n","blog\u002Fblog\u002Femployee-onboarding-process.md",2400,1350,{"text":95},"10 min read",{"title":97,"author":7,"authorImage":8,"authorProfile":9,"coverImg":98,"coverImgAlt":99,"createdAt":100,"description":101,"featured":14,"jsonld":102,"keywords":103,"metaDescription":104,"metaImage":105,"metaTitle":106,"publishedAt":107,"slug":108,"updatedAt":109,"__hash__":110,"body":111,"id":112,"coverImgWidth":25,"coverImgHeight":26,"readingStats":113},"How to Install Google Tag Manager in Formester Forms and Track Submissions","https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002F52_1e8722f48e.png","a blog post cover about how to connect google tag manager to formester","2025-07-18T02:04:34.728Z","Find out how to install Google Tag Manager in your Formester forms to track submissions, run ads, and connect with tools like Google Analytics. No coding needed.",[],"google tag manager,\nonline forms,\nform conversion tracking,\nform submission tracking,\n","Learn how to install Google Tag Manager in your Formester forms to track submissions, run ads, and connect with tools like Google Analytics. No coding needed.",[],"How to Install Google Tag Manager in Formester Forms","2025-07-18T02:04:37.341Z","how-to-install-google-tag-manager-in-formester-forms","2025-08-21T22:39:09.784Z","X0l9JLFlCvCvy9sXaHaqc5Y6OcIsjovRY-HkF9nao8s","\u003Ciframe width=\"100%\" height=\"315\" src=\"https:\u002F\u002Fwww.youtube.com\u002Fembed\u002FFNhjSZp13v8?si=NT0MNypVxfYfNzSj\" title=\"YouTube video player\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen>\u003C\u002Fiframe>\n\nIf you want to track form submissions, run ads for people who visited your form, or send data to tools like Google Analytics, installing Google Tag Manager is a smart move.\n\nIn this guide, you will learn how to add **[Google Tag Manager](https:\u002F\u002Ftagmanager.google.com\u002F)** (GTM) to your **[Formester forms](\u002F)** and use it to track user actions like form submissions or page views.\n\nNo coding needed. Just follow these simple steps.\n\n## What is Google Tag Manager and Why You Need It\nGoogle Tag Manager is a free tool that lets you add tracking codes to your website or form without editing any code. These tracking codes are called tags, and you can use them to:\n\n- Track form submissions\n\n- Send events to Google Analytics\n\n- Fire Facebook Pixel for retargeting\n\n- Record user actions with tools like Hotjar\n\nInstead of adding each tag manually, you just install one GTM code and manage everything from one place.\n\n### Step 1: Get Your GTM Code\n![a screenshot of google tag manager](https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fa_screenshot_of_google_tag_manager_1abdffe2b2.png)\n\nFirst, log in to your Google Tag Manager account.\n\nIf you do not have a container yet, create one. A container is like a folder where you keep all your tags for a website or app.\nOnce your container is ready:\n\n- Go to the Admin tab\n\n- Click on Install Google Tag Manager\n\n- You will see two code snippets: one for the head and one for the body\n\n- Copy the **head script**, this is the one we will use in Formester\n\n\n### Step 2: Add the GTM Script to Your Formester Form\n![a screenshot of adding gtag in formester](https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fa_screenshot_of_adding_gtag_in_formester_b197b1616f.png)\n\nNow open your **[Formester dashboard](https:\u002F\u002Fapp.formester.com\u002Fusers\u002Fsign_in)** and select the form you want to connect to GTM. For example, a **[lead capture form](\u002Ftemplates\u002Fcategories\u002Flead-generation\u002F)**.\n\n- Click on Edit Form\n\n- In the **builder**, go to the Advanced tab\n\n- Scroll down to find the Scripts section\n\n- Click Add Script\n\n- Give your script a name (like GTM Main Tag)\n\n- Paste the GTM head script you copied earlier\n\n- Choose where the script should run:\n\n- If you select Page 1, the tag will load when the form opens\n\n- If you select Thank You Page, the tag will only fire after someone submits the form\n\n- For tracking submissions, set it to fire on the Thank You Page.\n\nClick Create and you are done. Your form is now connected to GTM.\n\n### Step 3: Test If GTM Is Working\n![a screenshot of google tag manager](https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fa_screenshot_of_google_tag_manager_f1074d3bb1.png)\n\nBefore using it, make sure the GTM code is working.\n\n- Go back to Google Tag Manager\n\n- In the Workspace, click on Preview\n\n- Paste your form URL and click Connect\n\nThis opens the Google Tag Assistant. It lets you see which tags are active on your form.\n\nOnce the page loads, scroll or interact with your form. You will see the tag firing in the summary panel. You can also check variables like page path and source.\n\nIf you see your tag firing, it means GTM is set up correctly.\n\n### Step 4: Submit and Publish\n![a screenshot of google tag manager](https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002Fa_screenshot_of_google_tag_manager_d6ea064048.png)\nAfter confirming that the tag is working:\n\n- Close the Tag Assistant\n\n- Go back to your GTM workspace\n\n- Click Submit\n\n- Add a version name and click Publish\n\n- Now your GTM container is live and fully connected to your Formester form.\n\n### What You Can Do After Setting Up GTM\nOnce your form is connected to Google Tag Manager, you can:\n\n- Track form submissions in GA4 to measure conversions\n\n- Run retargeting ads for people who viewed the form but did not submit\n\n- Use Hotjar or other tools to see user behavior and scroll depth\n\n- Fire custom events based on page views or button clicks\n\nYou can also add more scripts inside Formester by repeating the same steps. Just paste your new code and choose the page where it should trigger.\n\n### Final Thoughts\nConnecting Google Tag Manager to your **[Formester forms](https:\u002F\u002Fapp.formester.com\u002Fusers\u002Fsign_up)** opens the door to powerful tracking and better marketing results.\n**You can:**\n\n- See how users behave on your form\n\n- Measure which campaigns drive results\n\n- Run smarter ad campaigns using custom events\n\nYou do not need a developer or a complex setup. Just add the script once and manage everything inside Google Tag Manager.\n\n","blog\u002Fblog\u002Fhow-to-install-google-tag-manager-in-formester-forms.md",{"text":28},{"title":115,"author":7,"authorImage":8,"authorProfile":9,"coverImg":116,"coverImgAlt":117,"createdAt":118,"description":119,"featured":14,"jsonld":120,"keywords":121,"metaDescription":122,"metaImage":123,"metaTitle":124,"publishedAt":125,"slug":126,"updatedAt":127,"__hash__":128,"body":129,"id":130,"coverImgWidth":25,"coverImgHeight":26,"readingStats":131},"How to Create an Employee Timesheet and Automate Approvals?","https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002FHow_to_Make_User_Research_Survey_55_ca3599a7f6.png","a blog post cover about how to create an employee time sheet and automate approvals","2025-12-19T03:37:33.477Z","Learn how to create and manage employee timesheet approvals with weekly timesheets, faster reviews, and clean payroll ready data.",[],"Learn how to manage employee timesheet approvals using Formester with weekly timesheets, smart controls, faster reviews, and clean payroll ready data.","Learn how to create and manage employee timesheet approvals using Formester with weekly timesheets, faster reviews, and clean payroll ready data.",[],"How to Create an Employee Timesheet & Automate Approvals?","2025-12-19T03:51:09.122Z","how-to-create-employee-time-sheets-and-automate-approvals","2026-01-28T04:44:21.335Z","PYZjIR2ZpxJATEdnscZZv5cZKRrIw2T1ckasFu9h7DQ","![How to Make User Research Survey (55).png](https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002FHow_to_Make_User_Research_Survey_55_ca3599a7f6.png)\n\n**In any growing team**, employees spend a lot of time completing tasks, fixing issues, and keeping projects moving forward. This time is important for payroll, billing, performance reviews, and accountability.\n\nBut when time tracking is done manually, problems quickly appear. Employees may enter wrong hours, forget to mark billable work, **submit timesheets** too early, or miss overtime. Approvals also become slow and confusing.\n\nThis is where **[Formester](\u002Ftemplates\u002Fcategories\u002Femployee-management\u002F)** makes timesheet management simple and reliable.\n\n## Why traditional timesheets fail\n\n**Most teams still rely on spreadsheets**. This works at first, but quickly breaks as teams grow.\n\nThere is no daily visibility. Managers only see data after submission. Errors stay hidden until it is too late.\n\nThis leads to payroll mistakes, billing issues, and wasted time.\n\n### Creating a weekly timesheet in Formester\n\nTo fix this, start by creating a weekly timesheet in Formester. This timesheet captures work from Monday to Saturday.\n\nIt collects all the details needed to review employee work in one place. Project, task, hours, and billable status are clearly recorded.\n\nThis single form is used throughout the week.\n\n### How to create the weekly timesheet form\n\nYou can create the timesheet in two simple ways.\n\n#### Option 1. Use the AI form generator\n![a screenshot of ai form builder](https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002F212_16ef49df01.png)\n\nFormester comes with an **[AI form generator](\u002Fai-form-generator\u002F)** to save time.\n\n- Open the form builder and choose AI form generator.\n\n- Enter a simple prompt like create a weekly employee timesheet.\n\n- The AI will automatically create a structured timesheet form for you.\n\n- You can review the form and edit fields as needed.\n\n#### Option 2. Create the form manually\n![a screenshot of form builder](https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002F213_538798ed9e.png)\n\nIf you want full control, you can build the timesheet step by step.\n\n- Add a matrix element to your form.\n\n- Open the matrix properties.\n\n- Change the input type to multi type columns.\n\n- Add days of the week as rows. For example Monday to Saturday.\n\n**Add columns for time tracking details such as**\n\n- Log in time\n\n- Log out time\n\n- Project name\n\n- Task worked on\n\n- Hours worked\n\n- Billable\n\n**Now customize each column input type.**\n\n- Set project name and task worked on as text fields.\n\n- Set hours worked as a number field.\n\n- Set billable as a checkbox.\n\n- Set log in and log out time as time inputs if needed.\n\nThis setup allows employees to enter daily work in a clean table format.\n\n### Logging work daily without submission\n![a screenshot of form builder](https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002F214_4eb4e5a571.png)\n\nEmployees update the same timesheet every day. Each row works like a daily time log. All rows together form one weekly timesheet. To support this, enable **[save and continue](\u002Ffeatures\u002Fsave-and-continue\u002F)** in the form settings. Employees can fill their work for the day, close the form, and return later. Their progress is saved automatically.\n\n### Tracking employee progress in real time\n![a screenshot of form builder](https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002F215_b394b78d4d.png)\n\nEnable **[partial submissions](\u002Ffeatures\u002Fpartial-submissions\u002F)** to track progress. This allows you to see who has started filling their timesheet and who has not updated their work. You get visibility during the week, not after it ends.\n\n### Preventing early timesheet submission\n![a screenshot of form builder](https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002F216_7345b2aa95.png)\n\nTo stop early submissions, add a small text field before the submit button. Disable this field by default. As long as it is disabled, employees cannot submit the form. They can update daily, but submission stays under admin control.\n\n### Sending unique timesheet links to employees\n![a screenshot of form builder](https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002F217_b62e781410.png)\n\nAvoid sharing one common link. Use Formester to create a **[unique URL](\u002Ffeatures\u002Fgenerate-unique-form-submission-url-for-each-respondent\u002F)** for each employee.\n\n- Bulk import employee email addresses.\n\n- Generate private links automatically.\n\n- Send links using a custom email.\n\n**Each employee now has their own timesheet.**\n\n### Enabling submission at the end of the week\n\nAt the end of the week, enable the disabled text field. Publish the form again. Employees can now submit their completed weekly timesheet in one click.\n\n### Reviewing timesheets in one place \nOpen the results section after submission. All timesheets appear in a single dashboard. Use filters to find missing entries, overtime, or unusual hours. This makes reviews fast and simple.\n\n### Sending timesheets for approval\n\nIf something looks off, mark it for review. Send selected submissions to managers for approval. You can also **[invite HR or finance teams into Formester](\u002Ffeatures\u002Fcollaborative-forms\u002F)** and give them review access.\n\n### Preparing for the next week\n\nOnce the week ends, clone the timesheet. Rename it with the new date, make sure all settings remain enabled then repeat the same process for the following weeks.\n\n### Final thoughts\n\nManaging employee timesheet approval does not need to be complicated. With **[Formester](https:\u002F\u002Fapp.formester.com\u002Fusers\u002Fsign_up)**, you avoid errors, save time, and gain full visibility. If you manage payroll, billing, or performance tracking, Formester helps you keep everything simple, accurate, and transparent.\n","blog\u002Fblog\u002Fhow-to-create-employee-time-sheets-and-automate-approvals.md",{"text":28},{"title":133,"author":7,"authorImage":8,"authorProfile":9,"coverImg":134,"coverImgAlt":135,"createdAt":136,"description":137,"featured":14,"jsonld":138,"keywords":139,"metaDescription":140,"metaImage":141,"metaTitle":142,"publishedAt":143,"slug":144,"updatedAt":145,"__hash__":146,"body":147,"id":148,"coverImgWidth":25,"coverImgHeight":26,"readingStats":149},"How to Analyze Customer Feedback Faster With AI Forms","https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002FHow_to_Make_User_Research_Survey_3_94f4c59e87.png","cover of a blog post about ai customer feedback forms","2026-01-21T04:29:55.787Z","Learn how to analyze customer feedback and uncover valuable insights faster with AI customer feedback forms, saving time and spotting key trends fast.",[],"customer feedback forms,\nhow to analyze customer feedback,\nfeedback forms,\nhow to collect customer feedback,\n","Learn how to analyze customer feedback and uncover valuable insights faster with AI customer feedback forms, saving time and spotting key trends instantly.",[],"How to Analyze Customer Feedback Faster With AI Forms?","2026-01-21T04:30:04.838Z","how-to-analyze-customer-feedback-faster-with-ai-feedback-forms","2026-01-21T04:30:04.843Z","1tiEB2NwwaSWikOfQLdk-DFaeWQoS_cvTNKAJNBhRIM","![cover of a blog post about ai customer feedback forms](https:\u002F\u002Fformester-strapi.s3.ap-south-1.amazonaws.com\u002FHow_to_Make_User_Research_Survey_3_94f4c59e87.png)\n\n**Analyzing hundreds of customer feedback responses manually** can take hours. Reading each comment, identifying pain points, and summarizing insights is time-consuming and often overwhelming.  \n\n**But what if your feedback form could analyze responses automatically using AI?**  \n\nIn this guide, you’ll learn how **[AI-powered customer feedback forms](\u002Ftemplates\u002Fcategories\u002Fcustomer-surveys\u002F)** can help you process responses faster, highlight key insights, and prioritize the feedback that really matters, all without extra software.\n\n## What Is an AI Customer Feedback Form?\n\nAn AI customer feedback form collects responses and **automatically analyzes them using AI**. It can:  \n\n- Determine sentiment—positive, negative, or neutral  \n\n\n- Highlight key issues and recurring problems  \n\n\n- Note suggestions or opportunities  \n\n\n- Summarize each response in a few sentences  \n\n\n- Assign an actionable “Insight Score” to prioritize feedback  \n\nThis allows teams to **spot high-value feedback instantly**, instead of manually reviewing every submission.\n\n### Why Use AI to Analyze Customer Feedback?\n\nAI-powered feedback forms are ideal when:  \n\n- You receive large volumes of responses  \n\n\n- You need to identify trends and patterns quickly  \n\n\n- Teams want consistent scoring and insights  \n\n\n- Product managers or customer experience teams need actionable recommendations fast  \n\nBy automating analysis, you save time and ensure important feedback is never overlooked.\n\n### Common Use Cases for AI Customer Feedback Forms\n\nAI feedback forms work for many scenarios:  \n\n- Product feedback and feature requests \n\n\n- Customer satisfaction surveys  \n\n\n- Service improvement insights  \n\n\n- Post-event or post-purchase feedback  \n\n\n- Spotting pain points and growth opportunities  \n\n\n\nThese forms let teams focus on insights, not manual reading.\n\n### How to Create an AI Customer Feedback Form with Formester\n\n- **Create your feedback form** using the **[AI form generator](\u002Fai-form-generator\u002F)** or a **[pre-built template](\u002Ftemplates\u002F)** and customize it for your survey  \n\n- **Publish the form** and share the URL with your customers  \n\n- **Go to Automate > [AI Workflows](\u002Ffeatures\u002Fai-workflows\u002F)**. Create a new workflow, name it, and choose when it should run—either on new submissions or manually  \n\n- **In the prompt section**, instruct the AI to:  \n - Analyze responses  \n\n - Determine sentiment  \n\n - Highlight main issues  \n\n - Summarize feedback  \n\n\n  - Assign an Insight Score and add it to the results tab  \n\n**Example Prompt:**\n```\nYou are a customer insights assistant. For each feedback response:\n\n1. Determine the sentiment: positive, negative, or neutral.\n2. Highlight main issues or pain points.\n3. Note any suggestions or opportunities mentioned.\n4. Summarize the response in 1-2 sentences.\n5. Assign an Insight Score (1-10) based on how actionable the feedback is.\n6. Add the Insight Score as a new column named \"Insight Score\" in the results tab.\n7. Apply the same scoring method to all responses.\n8. Only use the information provided; do not guess or add extra details.\n\n```\n\n- **Create the workflow** to automatically analyze every new feedback submission  \n\n### How to Test and Review Feedback Insights\n\n- Submit a test response after setup  \n\n- Trigger the AI workflow using the test submission  \n\n- Go to the **Results Tab** and view columns like customer name, email, summary, and Insight Score  \n\n- **Filter or sort responses** by Insight Score to focus on the most actionable feedback  \n\n- Remove filters if you want to review all submissions—nothing is deleted  \n\nThis method **saves hours of manual work** and lets you quickly identify patterns, prioritize issues, and take action based on high-value feedback.\n\n### Final Thoughts\n\n**Customer feedback doesn’t have to be overwhelming.** AI-powered forms let you analyze hundreds of responses in minutes.  \n\nBy combining structured feedback forms with **AI workflows in Formester**, you can make faster, data-driven decisions, uncover key insights instantly, and focus on what truly matters, improving customer experience and business outcomes.\n\n\n","blog\u002Fblog\u002Fhow-to-analyze-customer-feedback-faster-with-ai-feedback-forms.md",{"text":150},"3 min read",1788439056784]