When your newest hires walk in on for the first day, they are often brimming with excitement and…a touch of nervous energy. Now, you want to ensure the journey from candidate to thriving team member is smooth and enjoyable, setting them for long-term success. Thankfully, this intricate process is often streamlined by employing new hire onboarding survey questions with templates.
These are not the generic surveys that leave you with more questions than answers. This collection offers targeted questionnaires for every stage, from pre- to the 90-day mark, uncovering their unique perspectives and pinpointing gaps in your onboarding journey.
The new hire survey questions will ensure even remote hires feel connected and supported. We also have post-onboarding surveys, allowing you to gather feedback, recognize achievements, and implement changes that make a real difference.
Table of contents
What are New Hire Onboarding Survey Questions?
New Hire Onboarding Survey Questions are tools used to gather feedback from new employees throughout their onboarding journey. These questions play a crucial role in assessing their experience, identifying any hurdles, and ultimately creating a seamless transition from candidate to thriving member of the team. Here’s what these questions look like and why they matter:
Types of Onboarding Survey Questions:
- Pre-Onboarding Surveys: Gather preferences, expectations, and accessibility needs before the start date. They might ask about learning styles, preferred communication channels, or any prior experience relevant to the role.
- 30-Day Onboarding Surveys: Assess early progress and understanding of responsibilities, and identify any roadblocks faced in the first month. Examples include workload management, clarity of roles, and comfort in seeking help.
- 90-Day Onboarding Surveys: Evaluate long-term integration, career development progress, and overall satisfaction after three months. They might address cultural fit, skill development, and future goals within the company.
- Virtual Onboarding Surveys: Specifically assess the effectiveness of remote onboarding experiences, focusing on technology usage, communication challenges, and sense of connection within the team.
- Post-Onboarding Surveys: Celebrate achievements, gather feedback on the entire onboarding process, and identify areas for improvement beyond the initial months. These might ask about the overall experience rating, suggestions for future hires, and ongoing support needs.
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What are the Benefits of New Hire Onboarding Survey Questions
New hire onboarding surveys offer a wealth of benefits beyond simply gathering data. By actively listening to your new hires through these surveys, you unlock valuable insights that can positively impact both the individual and the overall company culture. Here are some key advantages:
For individuals:
- Smoother transition: Identifying early challenges and providing targeted support can alleviate stress and ease the initial learning curve.
- Increased clarity and engagement: Understanding expectations and receiving feedback fosters a sense of purpose and belonging.
- Personalized development: Tailored training and guidance based on individual needs accelerate skill development and career growth.
- Empowered voice: Feeling heard and valued promotes job satisfaction and boosts loyalty to the company.
For companies:
- Improved onboarding processes: Data-driven insights inform adjustments to enhance future onboarding experiences.
- Reduced turnover: Addressing concerns and fostering engagement early on can lead to higher retention rates.
- Stronger company culture: Feedback helps identify and address cultural gaps, promoting inclusivity and belonging.
- Talent development: Understanding employee needs informs strategic investments in training programs and career development opportunities.
- Competitive advantage: A positive onboarding experience creates a strong employer brand, attracting and retaining top talent.
In addition to the above, new hire onboarding surveys can also:
- Identify strengths and weaknesses in your current onboarding program.
- Help you identify and address any potential discrimination or harassment that may be occurring.
- Provide valuable insights into your company’s work-life balance culture.
- Help you identify any areas where new hires may need additional support, such as with technology or communication.
What are the Key Factors to Consider for Effective New Hire Onboarding Survey Questions?
When crafting new hire onboarding survey questions, remember they serve as your window into the employees’ experience. Careful consideration helps you gather genuine feedback, tailor questions to specific stages, and ultimately, create a successful onboarding journey. Here are some key factors to consider:
1. Purpose and Stage:
- Clearly define the goal of each survey: Are you assessing initial impressions, gauging progress, or evaluating long-term integration? Align questions with the specific stage of the onboarding journey (pre-boarding, 30-day, 90-day, etc.).
- Avoid overwhelming new hires: Keep the surveys concise and relevant to the current stage, focusing on key areas and avoiding information overload.
2. Targeting and Personalization:
- Consider the new hire’s role and individual needs: Adapt questions to their specific position, responsibilities, and any unique requirements.
- Maintain relevance to your company culture: Align questions with your values, communication style, and work environment. This fosters a sense of connection and relevance for the employee.
3. Question Focus and Clarity:
- Seek both objective and subjective feedback: Balance closed-ended questions (e.g., multiple choice) with open-ended ones (e.g., “What could be improved?”) to gather broader insights.
- Prioritize clarity and conciseness: Ensure questions are easy to understand and avoid ambiguity. This leads to more accurate and meaningful responses.
- Focus on specific and actionable feedback: Avoid vague questions that are difficult to translate into concrete improvements. Aim for specific areas where adjustments can be made.
4. Sensitivity and Confidentiality:
- Mind cultural sensitivities: Be mindful of language and avoid questions that might be perceived as offensive or discriminatory.
- Address any potential concerns upfront: Assure anonymity and confidentiality to encourage honest feedback without fear of repercussions.
- Offer diverse response options: Consider alternative answers or open-ended options to account for individual experiences and perspectives.
New Hire Onboarding Survey Questions
Below are the best onboarding survey questions for new hires:
Pre Onboarding Survey Questions
Before your new hire sets foot in the office, a pre-onboarding survey can be an invaluable tool for setting the stage for a successful start. These questions help you gather essential information, build anticipation, and personalize the onboarding experience right from the get-go. Here’s why they’re important:
Information Gathering: Identify any logistical needs, preferred communication channels, or learning styles to tailor the onboarding process.
Engagement and Connection: Show genuine interest in their expectations, concerns, and excitement, fostering a sense of belonging.
Reduced Anxiety: Provide clarity about what to expect in the first few days, easing nerves and promoting a smooth transition.
Targeted Onboarding: Use responses to personalize onboarding materials, training modules, and introductions, maximizing their learning experience.
Now, let’s see the Pre-Onboarding Survey Questions that can help you achieve these goals:
1. What are your preferred methods of communication (e.g., email, phone, team chat)?
2. Do you have any accessibility needs or accommodations we should be aware of?
3. What are your learning styles or preferred training methods?
4. Is there any information you haven’t found on our website that you’d like to know before your start date?
5. What are your initial expectations and goals for your role?
6. Do you have any specific questions or concerns about your new position or the company?
7. What excites you most about joining our team?
8. Are there any professional development opportunities you’re particularly interested in?
9. Would you like to connect with any team members beforehand, or participate in any virtual introductions?
10. Do you have any dietary restrictions or preferences for your welcome lunch?
11. What time of day do you usually prefer to start and finish your workday?
12. Do you have any prior experience using specific software or tools relevant to your role?
13. What are your preferred methods for receiving feedback (e.g., one-on-one meetings, written reports)?
14. How comfortable are you navigating new technology and learning new skills?
15. What are your preferred pronouns?
16. Would you like to share any relevant hobbies or interests to help you connect with colleagues?
17. Is there anything specific you’d like us to include in your onboarding materials?
18. What are your preferred methods for staying informed about company news and updates?
19. Do you have any upcoming personal commitments or travel plans that might impact your onboarding schedule?
20. Would you like to participate in any virtual team-building activities before your start date?
21. What are your preferred methods for giving feedback to colleagues or managers?
22. What are your thoughts on remote work policies or hybrid work arrangements?
23. Is there anything specific you’d like us to prepare for your workspace?
24. What are your preferred methods for celebrating achievements and milestones?
25. Is there anything else you’d like us to know to help you feel welcome and prepared for your first day?
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30 Day Onboarding Survey Questions
After the initial welcome period, the 30-day mark offers a valuable opportunity to gauge your new hire’s experience and make adjustments for a smooth transition into their role. These questions help you assess their understanding of their role, identify any roadblocks, and gather feedback for continuous improvement in your onboarding process.
Why are 30-day surveys important?
Gauge Progress and Understanding: Evaluate how well the new hire grasps their responsibilities, expectations, and company culture.
Identify Challenges and Roadblocks: Uncover any difficulties they’re facing, allowing you to provide targeted support and address concerns.
Measure Training Effectiveness: Assess the effectiveness of your onboarding materials and training programs, making adjustments as needed.
Promote Open Communication: Encourage honest feedback, fostering trust and creating a safe space for dialogue.
Personalize Development: Use their feedback to tailor future training and mentorship opportunities, accelerating their growth.
Now, let’s see the 30-Day Onboarding Survey Questions to help you achieve these goals:
1. How comfortable do you feel with your current workload and responsibilities?
2. Are there any aspects of your role that you find unclear or require further explanation?
3. Do you have the resources and tools you need to perform your job effectively?
4. How would you rate the effectiveness of your onboarding training and preparation?
5. Have you had the opportunity to connect with key team members and stakeholders?
6. Do you feel comfortable asking questions and seeking help when needed?
7. Are there any cultural aspects of the company that you’re still adjusting to?
8. What are your biggest wins and accomplishments so far?
9. What areas do you feel you need the most support or development in?
10. Have you participated in any company events or social activities? If so, how was your experience?
11. How would you rate the overall communication and feedback you’ve received?
12. Do you feel your expectations for the role and the company have been met?
13. What surprised you most about your new role or the company culture?
14. Do you have any suggestions for improving the onboarding experience for future employees?
15. How confident do you feel about achieving your short-term goals in this role?
16. What are your long-term career aspirations within the company?
17. How satisfied are you with your work-life balance?
18. Do you feel comfortable providing feedback to your manager or colleagues?
19. What are your preferred methods for receiving feedback and guidance?
20. Have you experienced any instances of discrimination or harassment?
21. Do you feel valued and respected as a member of the team?
22. What motivates you and keeps you engaged in your work?
23. How can we better support your professional development and growth?
24. Is there anything else you’d like to share about your experience so far?
25. What are you most looking forward to in your future with the company?
90 Day Onboarding Survey Questions
With three months under their belt, your new hire has experienced the initial rush of onboarding and settled into their daily routine. The 90-day survey provides a crucial opportunity to assess their long-term integration, gauge overall satisfaction, and identify areas for continued development. These questions help you measure their progress, address lingering concerns, and ultimately, shape a successful future within the company.
Why are 90-day surveys important?
Evaluate Long-Term Fit: Assess how well the new hire has integrated into the team, culture, and overall company dynamics.
Identify Remaining Challenges: Uncover any ongoing difficulties or roadblocks, enabling you to provide ongoing support and prevent potential turnover.
Measure Career Development: Evaluate their progress towards long-term career goals and adjust development plans accordingly.
Boost Engagement and Retention: Foster open communication and address concerns, increasing their sense of belonging and commitment.
Gather Valuable Feedback: Gain insights into your onboarding process, company culture, and employee development programs, informing future improvements.
Now, let’s explore the 90-Day Onboarding Survey Questions to help you achieve these goals:
1. How comfortable and confident do you feel in your role now compared to 30 days ago?
2. Have you mastered the key skills and responsibilities required for your job?
3. Do you feel like your contributions are valued and make a difference to the team?
4. How would you rate the effectiveness of your ongoing training and development opportunities?
5. Do you feel you have a strong network of support within the company?
6. Have you had the opportunity to work on projects that align with your career goals?
7. How would you describe the company culture and how well do you fit in?
8. What areas do you feel you’ve grown the most since starting your role?
9. What areas do you still need further development in?
10. What are your biggest challenges or frustrations currently facing in your role?
11. Do you feel comfortable communicating your concerns and providing feedback to your manager or colleagues?
12. How satisfied are you with your compensation and benefits package?
13. What are your overall impressions of the company’s career advancement opportunities?
14. On a scale of 1 to 10, how likely are you to recommend this company as a great place to work?
15. What are your key takeaways and learnings from your onboarding experience so far?
16. What suggestions do you have for improving the onboarding process for future hires?
17. Do you feel prepared and confident to take on new challenges and responsibilities?
18. What are your short-term and long-term goals within the company?
19. How can we better support your career development and growth moving forward?
20. What motivates you and keeps you engaged in your work at the company?
21. Have you experienced any instances of discrimination or harassment since your start date?
22. Do you feel valued and respected as a member of the team and the company?
23. What are your biggest concerns about your future with the company (if any)?
24. What excites you most about your future with the company?
25. Is there anything else you’d like to share about your experience as a new hire at the company?
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Virtual Onboarding Survey Questions
In today’s increasingly remote workplace, virtual onboarding has become the norm for many new hires. However, navigating the unique challenges of onboarding without physical interaction requires specific attention. Virtual onboarding surveys help assess your remote onboarding process, identify areas for improvement, and ensure your new hires feel connected and supported even through a digital lens.
Why are virtual onboarding surveys important?
Evaluate Technology and Tools: Assess the effectiveness of the technology and tools used for virtual onboarding, ensuring seamless communication and collaboration.
Gauge Engagement and Connection: Measure how well virtual interactions foster a sense of belonging and connection within the team, addressing potential feelings of isolation.
Identify Communication Gaps: Uncover any communication challenges or misunderstandings, ensuring clarity and transparency throughout the process.
Gather Feedback on Resources: Assess how well virtual resources and training materials meet the needs of remote onboarding, promoting learning and development.
Provide a Safe Space for Feedback: Encourage honest feedback on the virtual onboarding experience, allowing you to adapt and improve for future hires.
Let’s explore Virtual Onboarding Survey Questions:
1. How comfortable do you feel with the technology and tools used for virtual onboarding (e.g., video conferencing and communication platforms)?
2. Have you experienced any technical difficulties during your virtual onboarding experience?
3. Do you feel like you have sufficient opportunities to interact with your manager and colleagues virtually?
4. How effective have virtual introductions and team-building activities been in helping you feel connected to the team?
5. Do you feel comfortable asking questions and seeking help from your manager or colleagues in a virtual setting?
6. How clear and consistent has communication been throughout your virtual onboarding process?
7. How accessible and helpful are the virtual resources and training materials provided for onboarding?
8. How satisfied are you with the level of support and guidance you’ve received during your virtual onboarding?
9. Did you feel adequately prepared for the technical aspects of working remotely (e.g., virtual tools, communication etiquette)?
10. Are there any aspects of your virtual onboarding experience that you found particularly helpful or valuable?
11. What changes would you suggest to improve the virtual onboarding experience for future hires?
12. Do you feel confident and prepared to work effectively in a remote environment?
13. How has your overall experience with virtual onboarding compared to your expectations?
14. How often would you like to have virtual team meetings or social interactions?
15. What additional virtual tools or resources would be helpful for remote onboarding?
16. Have you participated in any virtual training sessions? If so, how effective were they?
17. Do you feel comfortable providing feedback to your manager or colleagues virtually?
18. How would you prefer to receive feedback and guidance remotely?
19. Have you experienced any feelings of isolation or disconnection during your virtual onboarding?
20. What can the company do to foster a stronger sense of community and belonging for remote employees?
21. Do you feel you have the same opportunities for growth and development as employees working in the office?
22. How can the company better support your work-life balance in a remote environment?
23. Do you feel valued and appreciated as a remote employee?
24. What are your biggest concerns about working remotely as a new hire?
25. What are you most looking forward to about working remotely at the company?
Post-Onboarding Survey Questions
After the initial onboarding period concludes, a post-onboarding survey offers a valuable opportunity to gauge the long-term effectiveness of your onboarding process and celebrate your new hire’s progress. These questions help you assess their overall integration into the company, identify areas for continued support, and gather valuable insights to strengthen your onboarding program for the future.
Why are post-onboarding surveys important?
Measure Long-Term Integration: Evaluate how well the new hire has settled into their role, team, and overall company culture.
Identify Ongoing Needs and Challenges: Uncover any persistent difficulties or unmet needs, enabling you to provide targeted support and course correction.
Celebrate Successes and Milestones: Recognize their achievements and progress, fostering a sense of accomplishment and belonging.
Gather Feedback for Future Improvement: Obtain valuable insights into your onboarding program, allowing you to identify strengths and areas for refinement.
Boost Engagement and Retention: Show continued investment in their development and well-being, increasing their loyalty and commitment to the company.
Now, let’s explore Post-Onboarding Survey Questions:
1. Reflecting, how would you rate your overall onboarding experience?
2. How prepared and confident do you feel in your role now compared to your first day?
3. Do you feel your current workload and responsibilities are manageable and fulfilling?
4. Have you been able to achieve your key objectives and goals since your start date?
5. Are you receiving the ongoing support and guidance you need from your manager and colleagues?
6. How would you describe the company culture and how well do you fit in now?
7. Do you feel valued and appreciated for your contributions to the team?
8. What are you most proud of accomplishing since joining the company?
9. What areas do you feel you’ve grown and developed the most in your role?
10. What areas do you still need further development or support in?
11. Do you feel like you have a clear career path and growth opportunities within the company?
12. How satisfied are you with your compensation and benefits package?
13. What are your overall impressions of the company’s work-life balance culture?
14. On a scale of 1 to 10, how likely are you to recommend this company as a great place to work?
15. What aspects of your onboarding experience did you find most helpful and valuable?
16. What suggestions do you have for improving the onboarding process for future hires?
17. Do you feel comfortable and confident about communicating any concerns or challenges you may face?
18. What are your short-term and long-term goals within the company?
19. How can we better support your continued development and career growth?
20. What motivates you and keeps you engaged in your work at the company?
21. Have you witnessed or experienced any instances of discrimination or harassment since your start date?
22. Do you feel safe and respected as a member of the team and the company?
23. What are your biggest concerns about your future with the company (if any)?
24. What are you most excited about in your future with the company?
25. Is there anything else you’d like to share about your experience as a new hire at the company?
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FAQs
Onboarding surveys provide valuable feedback throughout the onboarding process, allowing you to assess the new hire’s experience, identify challenges, and make adjustments for improvement. This leads to smoother integrations, increased engagement, and higher retention rates.
Common types include pre-onboarding surveys to gather initial expectations, 30-day surveys to assess early progress, 90-day surveys to evaluate long-term integration, virtual onboarding surveys for remote hires, and post-onboarding surveys to celebrate achievements and gather overall feedback.
Focus on open-ended and specific questions that address important aspects like workload, support, culture fit, development opportunities, and overall satisfaction. Keep the length manageable and ensure your questions are relevant to the individual’s role and the stage of their onboarding journey.
Promote participation by emphasizing the importance of their feedback. Analyze responses carefully and identify trends or areas for improvement. Share key findings with stakeholders and action on feedback to demonstrate your commitment to improvement.
Many online resources offer free templates and best practices. Start by identifying your survey goals and the type of information you need. Tailor existing templates to your specific context and pilot your survey with a small group before launching it company-wide.
Conclusion
Onboarding surveys are powerful tools for navigating the often-complex journey of welcoming new hires. They offer a voice to your employees, allowing you to understand their needs, identify growth areas, and celebrate their achievements. Whether pre-boarding, during integration, or post-onboarding, these surveys provide valuable insights that can shape a successful employee experience and build a thriving work environment.
References
- surveymonkey.com – New hire onboarding survey
- talentlyft.com – Sample of Employee onboarding survey questions
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