Guide to Creating a New Hire Onboarding Feedback Survey [+Sample Questions]

New hire onboarding feedback surveys are crucial for learning more about the onboarding process. They point out areas that need improvement and ensure that new hires feel welcomed and inspired right away. 

Through the advice of recent hires, businesses can enhance their employee onboarding experience and raise staff retention and happiness. These polls are a useful tool for continuous development and demonstrate the company's commitment to the success of its employees.

What's an Onboarding Survey?

Organizations can use an onboarding survey to get input regarding the onboarding process from recently hired staff members. 

Usually, it entails onboading survey questions about their first training and overall level of satisfaction with the procedure. The survey is created to determine if new hires feel sufficiently supported and how well they are adjusting to their positions.

By identifying the advantages and disadvantages in their onboarding procedure, this input enables businesses to make the required changes. 

In the end, a well-crafted orientation survey ensures a more seamless integration of new employees, which raises engagement and retention rates.

Why Send New Hires a Survey?

Organizations can learn about new hires' experiences and spot problems early on by sending them a survey. Companies that use it are better able to onboard new hires, who are then happy and well-prepared. 

Furthermore, it shows that the business respects their opinions, which promotes an atmosphere of communication and ongoing development.

Not only that, by quickly responding to feedback, organizations can improve employee experience in general, raise morale, and lower turnover. Furthermore, these realizations might result in more efficient training courses and a more friendly workplace for upcoming new workers.

When to Send Out Your Onboarding Questionnaires

Sending onboarding surveys at significant milestones will help you gather input throughout the new hire's journey. Typically, the first survey should be sent after the initial week to gather early impressions and prompt responses to the orientation process. 

One way to find out how well the new hire is adjusting to their position and blending in with the team is to send out a second survey after the first month.

Finally, conducting a third survey at the end of the onboarding process provides comprehensive insights into their entire experience. Due to the timing, the input received at different points provides a better picture of the employee onboarding experience.

Essential New Hire Onboarding Survey Questions

A well-designed new hire onboarding survey will collect thorough input at several points during the onboarding process. 

Weeks one and five, the two primary stages of the survey, provide quick and relevant feedback. Here are the key questions to ask at every stage to get insightful information:

1. Phase One, Week One:

Questions about Recruitment

In this section, it’s important to ask new hires about the quality of the information they received early on, satisfaction with the overall process, and overall feedback on how to improve.

1. I received correct information about [Company] during the hiring process. [Rating Scale]

2. Could the hiring procedure have been improved in any way? [Free Response]

3. How pleased were you with the way our recruiting staff communicated with you? [Rating Scale]

4. Were the responsibilities and job description made very clear? [Yes/No]

5. What is your opinion of the hiring process efficiency? [Rating Scale]

Questions about Their Decision

This section assesses whether the company is meeting the new hire's expectations and the factors that influenced their decision to join.

1. I received clear communication on what affected my decision to accept the employment offer. [Rating Scale]

2. To what degree do you think joining [Company] was the right choice? [Rating Scale]

3. Did the details given throughout the hiring process match your prior experiences? [Yes/No]

4. As a new hire, I feel appreciated and welcomed. [Rating Scale]

5. Did you receive adequate information to start your role effectively? [Yes/No]

Questions about the Onboarding Experience

This section should concentrate on the new hire's first thoughts about the employee onboarding experience and areas that could require improvement.

1. How do you rate the ongoing onboarding process? [Rating Scale]

2. The onboarding materials and resources were helpful and easy to understand. [Rating Scale]

3. How effective was your initial orientation session? [Rating Scale]

4. I understand exactly what my job obligations are. [Rating Scale]

5. How supported do you feel by your manager and team during this first week? [Rating Scale]

2. Phase Two, Week Five Onboarding Survey Questions

Questions about Engagement

This section evaluates the new hire's degree of motivation, engagement, workload comfort, and sense of team value.

1. How engaged do you feel with your work and the company? [Rating Scale]

2. I feel motivated to perform my best in my role. [Rating Scale]

3. How comfortable are you with your workload and responsibilities? [Rating Scale]

4. My contributions are valued by my team. [Rating Scale]

5. How often do you receive feedback on your performance? [Rating Scale]

Questions about Induction

Observe closely how the new hire gets along with coworkers in various departments and how well they understand the goals and culture of the organization.

1. I have a complete understanding of the company's mission and values. [Rating Scale]

2. Have you had opportunities to interact with colleagues from other departments? [Yes/No]

3. I feel integrated into the company's culture. [Rating Scale]

4. The initial training sessions were sufficient and relevant to my role. [Rating Scale]

5. How effective were the team-building activities in helping you connect with colleagues? [Rating Scale]

Questions about Organizational Alignment

This section evaluates the new hire's understanding of their role within the larger organizational context and their alignment with company goals.

1. I understand how my role contributes to the company’s goals. [Rating Scale]

2. How aligned do you feel with the company’s strategic objectives? [Rating Scale]

3. I am clear on the company's policies and procedures. [Rating Scale]

4. Do you have access to the tools and resources needed to perform your job effectively? [Yes/No]

5. How well do you understand the organizational structure? [Rating Scale]

Questions about Role Perceptions

Assess the new hire’s perception of their role, including clarity of expectations and confidence in performing their duties.

1. I feel I have the necessary skills to succeed in my role. [Rating Scale]

2. How clear are you about the expectations and key performance indicators for your position? [Rating Scale]

3. Have your initial experiences in the role met your expectations? [Yes/No]

4. Are there any gaps in your knowledge or skills that need support? [Free Response]

5. How confident are you in your ability to perform your duties independently? [Rating Scale]

Questions about the Onboarding Experience

Gather final feedback on the overall employee onboarding experience, focusing on support received, confidence in the role, and suggestions for improvement.

1. How would you rate the overall onboarding process now that you have been here for five weeks? [Rating Scale]

2. Were there any additional resources or support that would have been helpful? [Free Response]

3. I feel more confident in my role compared to the first week. [Rating Scale]

4. How accessible and supportive have your manager and team been? [Rating Scale]

5. What improvements would you suggest for the onboarding process? [Free Response]

Best Practices for Conducting Onboarding Surveys

To ensure that your surveys are successful, follow these recommended practices:

1. Keep the Surveys Short and Simple: Surveys should be brief and easy to understand. This is so you can demonstrate to the new hires that you value their time.

2. Communicate the Purpose: Clearly state why the survey is being conducted and how the responses will help enhance the onboarding procedure. Remember, open communication channels are key.

3. Be Direct: Ask direct inquiries using plain language. That said, it's advised to steer clear of jargon and complicated vocabulary to facilitate understanding and clear responses from new hires.

4. Ask Only Relevant Questions: Pay attention to inquiries that have a direct bearing on the onboarding procedure and the experience of the recent hire. Asking pointless questions can make people disengaged.

5. Opt for the Online Option: For convenience in distribution and data gathering, employ online survey platforms. For new personnel, online surveys offer convenience and facilitate effective analysis.

6. Follow Up: Address new hires' feedback by getting in touch with them after gathering their responses. An organization that cherishes its employees' opinions will show it via actions.

Utilizing Feedback to Improve Onboarding Processes

Finding opportunities for onboarding process improvement requires analysis of a new hire survey. 

Here's how to evaluate the feedback effectively:

1. Gather and Arrange Data: Utilizing online survey tools, compile survey results and arrange data into groups according to topics including hiring, onboarding experience, and position clarity.

2. Search for Trends and Patterns: Make note of any recurring themes or patterns in the answers. Keep an eye out for patterns in the criticism regarding particular areas of the employee onboarding experience.

3. Quantify Responses: To quantify feedback, assign responses numerical values where appropriate. This makes it simpler to compare and rank the areas that need improvement.

4. Create Action Plans: Create action plans to address areas of improvement that have been identified based on the analysis. Establish precise objectives, due dates, and roles for putting changes into practice.

5. Monitor and Iterate: Keep an eye on how well improvements are working and adjust as needed. Continuous improvement in the onboarding process is ensured by periodically reviewing the analysis process.

Final Thoughts

Hiring well and keeping staff members engaged over time depend on having efficient onboarding processes. Companies can create a productive onboarding procedure that satisfies the demands and expectations of recently hired staff members.

Regular evaluation and improvement are done to make sure the onboarding procedure is still useful and efficient in promoting employee development inside the company. Ultimately, putting money into a thorough onboarding procedure results in a happier and more motivated workforce.

About the Author

Dhruv Mehta, a specialized SEO consultant, is an expert in boosting visibility for SaaS MarTech. In his free time, he enjoys writing about marketing, SaaS, and customer experience. He is also passionate about sharing tried and tested, as well as easy-to-implement, SaaS SEO and marketing insights from Clickass.