Survey Researchers

Plan, develop, or conduct surveys. May analyze and interpret the meaning of survey data, determine survey objectives, or suggest or test question wording. Includes social scientists who primarily design questionnaires or supervise survey teams.

Most important skills

Reading Comprehension
Active Listening
Writing
Speaking
Critical Thinking
Mathematics
Active Learning
Complex Problem Solving

Key knowledge

English Language
Sociology and Anthropology
Mathematics
Computers and Electronics
Administration and Management
Customer and Personal Service
Psychology
Administrative

What the work involves

Prepare and present summaries and analyses of survey data, including tables, graphs, and fact sheets that describe survey techniques and results.
Consult with clients to identify survey needs and specific requirements, such as special samples.
Analyze data from surveys, old records, or case studies, using statistical software.
Review, classify, and record survey data in preparation for computer analysis.
Conduct research to gather information about survey topics.
Conduct surveys and collect data, using methods such as interviews, questionnaires, focus groups, market analysis surveys, public opinion polls, literature reviews, and file reviews.
Collaborate with other researchers in the planning, implementation, and evaluation of surveys.
Direct and review the work of staff members, including survey support staff and interviewers who gather survey data.

Strongest interest areas (O*NET): Investigative, Conventional, Enterprising.

Qualifications and licensing

Most common education: Bachelor's Degree (50% of respondents)
Related experience: Over 1 year, up to and including 2 years (40%)
On-the-job training: Over 6 months, up to and including 1 year (23.1%)
Preparation level: O*NET job zone 5: Job Zone Five: Extensive Preparation Needed
Licensing: Not yet verified. Check your state licensing board.

Check before planning

Licensing for Survey Researchers is not yet verified for any state: check the state licensing board before planning.

Limits

Distributions show what current workers or occupational experts report, not legal minimums.
Requirements vary by employer and state; time to qualify is not estimated.

Source: O*NET 31.0 Database (USDOL/ETA, CC BY 4.0); BLS Employment Projections · dataset 2026.10.8 · method e3-qualification-1.0.0

Work environment

How the typical conditions of this occupation compare with 911 occupations in O*NET (very low = the lowest fifth).

Levels are relative. Most occupations involve a lot of contact with people, for example, so “very low” can still mean regular contact; the last column shows what workers actually reported.

Rankings compare typical U.S. occupation-level work conditions; individual jobs and employers vary. Data: O*NET 31.0 Work Context and BLS wages (May 2025).
Condition	Level	Compared with other occupations	Most common answer (O*NET survey)
Contact with others	Very low	Lower on contact with others than 80% of occupations compared	46% of surveyed respondents chose “Contact with others most of the time”
Dealing with the public	High	Higher on dealing with the public than 73% of occupations compared	46% of surveyed respondents chose “Very important”
Teamwork	High	Higher on teamwork than 67% of occupations compared	54% of surveyed respondents chose “Extremely important”
Freedom to make decisions	Moderate	Lower on freedom to make decisions than 55% of occupations compared	69% of surveyed respondents chose “Some freedom”
Time pressure	High	Higher on time pressure than 61% of occupations compared	54% of surveyed respondents chose “Once a week or more but not every day”
Conflict situations	Very low	Lower on conflict situations than 83% of occupations compared	52% of surveyed respondents chose “Once a year or more but not every month”
Dealing with unpleasant or angry people	Low	Lower on dealing with unpleasant or angry people than 70% of occupations compared	56% of surveyed respondents chose “Once a year or more but not every month”
Consequence of error	Moderate	Lower on consequence of error than 57% of occupations compared	36% of surveyed respondents chose “Serious”

Work-pressure profile

Time pressure: high
Conflict situations: very low
Dealing with unpleasant or angry people: low
Consequence of error: moderate

Each part is shown on its own. There is no combined stress score, and conditions vary by employer and role.

Full answer distributions