Employee Onboarding Survey Guide [+ 15 questions]
According to Gallup, only 12% of companies have effective onboarding programs.
If you’re working for one of them, congrats! If not, you’ve got some work to do because onboarding quality impacts staff retention and productivity. To name just a couple.
And employee onboarding surveys can help you figure out how to do it.
Our guide:
- Discusses the importance of onboarding surveys.
- Explores best practices for conducting them.
- Explains how they differ from recruitment surveys.
Most importantly, it provides 15 sample onboarding survey questions from our template and analyzes the insights they offer.
What is an employee onboarding survey?
An employee onboarding survey is a feedback tool you can use to collect insights from new hires about their onboarding experience.
Its purpose is to evaluate and improve the processes necessary to integrate new employees into your company. And help them thrive.
Why are employee onboarding surveys important?
Onboarding surveys help pinpoint what aspects of the onboarding process are working well and which areas need improvement. So that you can fine-tune the program to better meet new staff needs.
Why does it matter?
First, onboarding affects your ability to retain staff. SHRM data shows that staff who have good onboarding are more likely to stay with your company for 3+ years. Onboarding is your chance to win your new hires’ trust, project a positive brand image, and most importantly, set them up for success.
Talking of success:
Robust onboarding improves staff productivity and performance. Well-onboarded new hires can be 70% more productive!
Think about it:
If you show your new staff what they’re expected to do and how, they don’t have to waste time and energy figuring these things out themselves.
When to run employee onboarding surveys?
Employee onboarding is a long-term process. Gallup estimates that it takes up to a year for employees to reach their full potential. This means you need to conduct more than one onboarding survey.
There are no hard and fast rules on when exactly or how many surveys you should send though.
For example, you may use a quick survey focusing on first impressions within a week or two. To identify areas that need immediate attention.
And then follow up with another survey, say after 30/60/90 days, or after they complete a stage in the onboarding process, like a training course, or their probationary period.
For example, at Code Signing Store, they run 2 onboarding surveys, after 2 weeks and then 90 days:
Our surveys are staggered at two key points: after the first two weeks and then again at the end of the first 90 days. Through this approach, we capture first reactions and more mature opinions once new hires have settled, giving us a well-rounded understanding of their orientation experience.
Michael Hess, Tech Recruiter at Code Signing Store
The important thing is to send the surveys when the experience is still fresh in the employees’ minds.
Employee onboarding survey vs recruitment survey
Employee onboarding surveys and recruitment surveys focus on different stages of the employee lifecycle and serve distinct purposes.
In a nutshell:
The onboarding process aims to evaluate new hire integration, support, and engagement, and identify ways to improve the onboarding process.
Conversely, the recruitment survey focuses on improving the hiring process so that you can attract and recruit the best talent.
Sometimes, the questions about recruitment might sneak into the onboarding survey too.
Employee onboarding survey best practices
Ask clear and specific questions
To make your questions easy to understand, avoid using jargon and complex grammar. You want your respondents to focus on providing meaningful answers, not deciphering what the question means.
Leading or double-barrel questions can confuse respondents and skew the results too.
Check this one out to see what I mean: ‘Why are you satisfied with your onboarding experience and supervisor support?’
The question leads the respondent by assuming they are satisfied. Worse, it asks about 2 different aspects of the new hire’s experience, onboarding and supervisor’s support. The person can be satisfied with one but not the other.
Here are better alternatives:
- How satisfied are you with your onboarding experience?
- How satisfied are you with your supervisor’s support?
Use various types of questions
By including a range of question types, like agree/disagree, star rating, or smiley face ones, you make the survey more accessible and engaging.
Don’t forget to include open-ended questions.
Use them to follow up on structured questions to understand the ‘why’ behind the responses. And to gather insights into problems that might not have occurred to you.
And then use AI tools, like Honestly AI assistant, to extract the key insights and themes.
Keep surveys short and relevant
Your survey shouldn’t be longer than 10-15 minutes. Go over that and you risk losing the attention of your respondents.
This time allows for roughly 10-15 questions, assuming you follow up every closed-ended question with an open-ended one.
Use a survey platform
As mentioned, an employee onboarding survey isn’t a one-off exercise. You’re likely to run a few of them during the employee’s first 12 months with the company.
Do yourself a favor and invest in a reputable survey platform. It will help you administer the surveys and track results over time. For easier evaluation of the changes that you implement.
Using an external survey provider also means you don’t have to worry about compliance with data protection legislation.
And of course, you can use it for all the other surveys that you run as a part of your corporate listening strategy. Including satisfaction, engagement, or wellness surveys.
Pilot the survey
If you’re using the survey tool or running a specific survey type for the first time, there’s a risk that things don’t go to plan. The app can crash, the initial settings may be wrong, and the questions - not as clear as you might have thought.
A dry run can help you avoid such mishaps.
Pilot the survey with a small sample of respondents, like colleagues from a different team.
Here are a few questions to ask during the trial:
- How long did it take to complete?
- Does the data give you the insights you need?
- How is the user experience?
- Are the questions and survey structure clear and accessible?
Employee onboarding survey template
Writing survey questions that are clear, easy to understand, and elicit the information you need is challenging. And time-consuming.
To get this off your shoulders, we’ve created a template with 28 onboarding questions that you can download here.
And if you’re an Honestly user, you can import the questions into your survey within the platform with a few clicks. If you’re not, book the demo, and we’ll show you how it works.
15 example employee onboarding questions
Let’s have a look at 15 questions from the template - and the insights they offer.
Pre-arrival and initial impressions
The questions in this section aim to evaluate how well-prepared and supported new employees feel before and during their first day.
1. Did the information provided before your first day help you understand what to expect and where to go?
The question helps you evaluate the clarity and helpfulness of the pre-arrival information. Such information sets the stage for a smooth start and reduces first-day anxiety.
2. I had a knowledgeable point of contact for any questions I had before my first day.
This question evaluates how helpful the designated point of contact was in addressing pre-arrival queries. Such a person can help new hires feel more confident and prepared, and create a good initial impression of the company.
3. On my first day, my workspace was organized and I had everything I needed to start working.
The question helps you understand if the physical or virtual workspace provided to new hires on their first day meets their needs. Not having the right tools to start work can increase the first-day stress.
4. What could have made your first day better?
This open-ended question seeks specific feedback on the new hire’s initial experience and helps you identify areas for immediate improvement on the first day.
5. How well was your supervisor prepared for your arrival?
This question evaluates the supervisor’s readiness to welcome and orient the new hire. Employees perceive their onboarding experience as 3.5x better when they’re well-supported by their manager.
Role and performance
The role and performance questions assess how well new hires understand their responsibilities and how they’re supported in achieving their goals.
6. How my job performance is measured was explained to me clearly and comprehensively.
The question rates the clarity of communication about job performance assessment processes. Employees are more productive and efficient when they know performance criteria.
7. I received additional introduction and training for internal systems and general operating practices.
The question tests if the new hire has received the training needed to operate internal systems and follow operational procedures. Such training is essential for employee confidence and efficiency.
8. Does your supervisor regularly check in to address any questions or concerns you may have?
By asking the question, you determine if the supervisors provide adequate support to the new hire during the initial period. This is vital for addressing any early challenges and fostering a supportive work environment.
9. How well do you understand the expectations and responsibilities of your job?
This question assesses the clarity of communication regarding the new hire’s job expectations and responsibilities. Effective communication ensures new hires are aligned with their tasks and organizational goals.
10. Do you feel that you have been well prepared for your job since you started?
This question assesses the overall effectiveness of the onboarding and training process in preparing the new hires to perform their job responsibilities.
Integration and overall experience
The integration and overall experience phase focuses on how well new hires are assimilated into their teams and the organization as a whole.
11. How well do you feel integrated into your team?
The question measures the new hire’s sense of belonging and integration within the team. Well-integrated teams collaborate better and have higher morale.
12. If a friend were starting to work here, what would you tell them to expect during their first day and week?
The question provides insights into the new hire’s unique perception of the onboarding process and their initial experience.
13. Please share any additional feedback or recommendations to improve the organization’s hiring and onboarding processes.
This open-ended question offers an opportunity for new hires to provide feedback and suggest improvements that may not have been captured by other questions.
This question tells us a lot about which parts of our hiring process work well and which ones might need some work. By focusing on specific helpful aspects, we can ensure that we keep improving these areas while also fixing any problems.
Eliot Vancil, CEO at Fuel Logic
14. How satisfied were you with the overall onboarding experience?
This question seeks to assess the new hire’s satisfaction with the entire onboarding process.
15. How likely are you to recommend your organization as an employer after your first weeks on the job?
This NPS-style question assesses the new hire’s overall satisfaction and perception of the organization during the initial weeks of employment. If an employee is ready to recommend the workplace to others at this stage, it indicates the onboarding process is successful.
Employee onboarding survey FAQs
What are the 5 C’s of onboarding?
The 5 C’s of onboarding are Compliance (understanding rules and policies), Clarification (role and expectations), Culture (integrating into company values), Connection (building relationships), and Confidence (ensuring new hires feel competent and capable in their roles).
What is an onboarding checklist?
An onboarding checklist is a structured list of tasks and activities designed to guide new hires through their initial days and weeks in a company, ensuring they receive the necessary training, resources, and introductions.
Companies might have a few such checklists, for example, for the week before, the first day, the first week, etc. Or one comprehensive list for all stages.
How do you evaluate the onboarding process?
Evaluate the onboarding process by collecting feedback through surveys, assessing new hire performance and engagement, and monitoring retention rates.
What is an employee onboarding survey email template?
An employee onboarding survey email template is a pre-designed message sent to new hires to invite them to participate in the onboarding survey. It ensures that the communication is clear, and welcoming, and encourages honest feedback.
Here’s an example:
Dear [Employee’s First Name], Welcome to [Company Name]! We hope your first [X weeks/days] have been rewarding and that you are settling into your new role. As part of our commitment to continuous improvement, we would love to hear about your onboarding experience so far. Your feedback is crucial in helping us refine our onboarding process and ensure that we provide the best possible start for all our new team members. We kindly ask you to take a few minutes to complete the onboarding survey by clicking the link below: [Insert Survey Link] Your responses will be kept confidential and will be used solely to enhance our onboarding program. If you have any immediate concerns or need further assistance, please don't hesitate to reach out to [HR Contact Person/Your Manager]. Thank you for being a part of our team and for your valuable input! Best regards, [Your Full Name] |
Final thoughts
Customer onboarding surveys can help you make informed decisions when redesigning and improving your onboarding programs. Which is vital if you want to ensure that your new hires are well-integrated and have the necessary support to fully spread their wings in your company.
Honestly is a comprehensive feedback platform that allows you to easily administer and analyze employee surveys while ensuring data security and providing an excellent user experience. Want to give it a go? Book a demo!
