New Hire Onboarding Survey Questions

Congratulations! You’ve successfully hired a new employee. It’s now time to create an onboarding survey as every organization needs one. An onboarding survey can help both the new hire and the company to settle into the new role and increase the likelihood of staying longterm. In this article we’ll discuss the importance and benefits of onboarding surveys, best practices to follow, a final onboarding checklist and a free sample survey with onboarding survey questions for new hires.

TABLE OF CONTENTS

• What is a new hire onboarding survey?
• Why are new hire onboarding surveys important?
• What are the benefits of a new hire onboarding survey?
• Onboarding survey best practices
• Checklist for onboarding welcome
• 100 survey questions
• Employee onboarding made simple🚀

What is a new hire onboarding survey?

An onboarding survey is a list of questions that you send to newly hired employees to retrieve feedback on their experience so far at your company. It is important that these surveys are anonymous as they discover information about how the recruiting and hiring process was and also how their first days at the company have been. This will help your company improve not only the onboarding process but also the overall employee experience. In this article we’ll include guidelines to help your onboarding process which can be attained through the features in Factorial’s onboarding software solution.

Why are new hire onboarding surveys important?

According to the Society for Human Resource Management (SHRM) the average cost to hire an employee is nearly $4,700 so underestimating the power onboarding has for your company is an expensive mistake. Onboarding is the first real impression of the company for your new hire so it is crucial that the first impression is a positive one. Employee onboarding can involve a lot of different tasks, people and processes which can oftentimes be overwhelming, poorly run and ultimately leaves the new hire feeling lost and unwelcome. By using an automated employee onboarding checklist companies can help their HR employees to be organized and ensure that the onboarding processes run smoothly for all others. Do you want to know more about what onboarding is? Please click here for an in-depth explanation of the whole onboarding process.

HR onboarding software has improved the whole onboarding process immensely as it removes manual onboarding processes which are slow, tiring, unorganized and hard to update. HR managers are managing hundreds of employee requests, documents and data input with manual processes. This is inefficient and can cause large mistakes in the future. Have you explored the potential growth your company could experience by optimizing your onboarding software platforms? HR software such as Factorial makes the onboarding process simple by boosting efficiency, consistency, employee experience and ensuring that employee data is secure. With Factorial you can easily automate onboarding processes such as surveys, manage contracts and safely store employee information. Click here to find out how much can you save with HR Onboarding Software.

What are the benefits of a new hire onboarding survey?

The first days in an employees experience at a company is crucial as the onboarding process can make or break an employees’ decision to stay with the company long term or to leave soon after joining. The Human Capital Institute states that up to 20% of newly hired employees voluntary terminate their contracts within the first 45 days in the role. This is caused by unmet expectations, poor management, dissatisfaction, and limited opportunities for self-development. An onboarding survey gives employees the opportunity to check in after the first week, one month in, six months in and after a year but also offers the company a simple way of receiving feedback which is key for it’s growth and continuous improvement. By completing regular pulse survey checks you can retain talent, boost engagement, meet new hires expectations, boost your brand and improve as a company.

Retains talent and raises engagement

One of the main impacts of a negative onboarding experience is the effect it has on turnover rates due to voluntary termination. On average the cost of new hire turnover is $1,500 for hourly employees, 100 to 150% of an employee’s salary for technical positions and up to 213% of an employee’s salary for C-suite positions. Employees that have a positive onboarding experience are more likely to stay in their new role and at the company for a long time. This also encourages early engagement as the survey shows the new hire that their opinion matters and that their voice will be heard from day 1. By identifying and addressing key problems early, the company can prevent disengagement and build a trusting relationship with the new hire which retains talent. In recent years competition for talent has risen which makes it more expensive for companies to hire the right employee. This means a strong onboarding process is pivotal for the company to retain the talent they have invested resources in. Committed employees are engaged and more productive as seen in the Gartner report that states that a successful onboarding process increases employee discretionary effort by more than 20% and improves employee performance by up to 15%.

Meets new hires expectations

It is important to remember that the employee experience doesn’t begin when a new hire walks into the office on the first day. During the pre-boarding process the new hire creates an idea in their head of what the company and role will look like based off of the information they have learned throughout the pre-boarding process. From day 1 in the role the new hire is assessing whether their expectations and promises are being met. Onboarding surveys are incredibly useful as they gather insights, personal experiences and identify issues that need to be addressed. This also helps the company understand what their expectations are so that they can meet them if they have not already. A focus on meeting the new hires expectations based on feedback portrays an employee-centric approach which significantly increases the employees experience overall.

Boosts your brand

A good first impression reflects positively on the companies brand as the employee becomes an ambassador for the business. Satisfied employees share their positive experiences with others online on platforms such as Glassdoor and Trustpilot and offline via word of mouth. Similarly, employees who feel welcomed and culturally aligned with the company are more likely to promote the brands values which contributes positively to the brand image. Being an employer of choice with a reputation for a smooth and supportive work environment is invaluable to any company looking to attract talent.

Opportunity for improvement

Gallup states that “the most effective feedback is the kind you ask for” as it changes the dynamic by building partnerships and boosting engagement. Feedback helps companies to understand their employees and identify the strengths and weaknesses within the company. Employees know firsthand where the inefficiencies are and they can provide valuable insight. Additionally, this insight can lead to continuous improvement and enhancements for future new hires. As Forbes states, creating an environment where employees feedback is valued and actioned on demonstrates a commitment to continuous improvement. Finally, employees feedback can be used for idea generation as a way of adding to your onboarding process. Employees can offer new innovative ideas on how to improve the whole process leading to higher satisfaction and lower turnover rates.

Onboarding survey best practices

Creating onboarding surveys is easy once you get the hang of it. Here is a list of best practices to get you started.

Send the onboarding surveys in a timely manner

Ensure that your HR software sends an automatic survey to the new hire once their onboarding has been completed, at the 1 month mark, 6 months in and again after 1 year.

Keep surveys clear, simple and easy to follow

Onboarding surveys must be clear, simple and easy to follow for employees as many will not have an excess of time to complete the survey. New hires have a lot of new information to learn in their first weeks at the company so ensuring the survey is easy to fill out is crucial.

Take action and ensure that you analyze the feedback

Conducting an onboarding survey is crucial to ensure that your onboarding process meets the standards needed but it is even more crucial to analyze the results. This analysis will guide you in creating an action plan to solve reoccurring problems. Ensuring that you create an action plan to address the information you have collected is key for gaining employee trust and building loyal relationships. Understanding the feedback collected and its impact on your overall business is an essential part of implementing a strong HR strategy and hitting your HR KPI’s.

Regular updates

Finally, It is important that your onboarding survey is updated regularly to ensure it is evolving with the company, its people and its mission. Did you know Factorial’s HR software can now send automated surveys through a workflow inside the system. This allows you to access detailed insights such as analytics and eNPS metrics, quick and easy feedback, and removes another lengthy step in your list of HR tasks!

Have fun!

The onboarding process can be daunting for new hires and stressful for the onboarding team so ensuring it is as fun as possible can make it easier for everyone involved. Try adding in creative onboarding ideas such as having the new hire start on a Friday instead of a Monday. Generally the atmosphere is better on a Friday compared to a Monday morning!

100 onboarding survey questions

Here are 100 survey question examples to help to create an effective onboarding process:

Survey questions for pre-boarding

1. On a scale of 0-10, how would you rate the hiring process with us?
2. The job description explained in the job post was accurate?
3. During the hiring process I was given the opportunity to communicate my skills, experience and goals?
4. What could we at [company] have improved?
5. Before joining [company] what were you working as?
6. Does everything that you were told in the recruitment process align with what you experience daily?
7. What aspects of your new job excites you?
8. Did the pre-boarding experience make you feel excited for your new role?
9. Did you have enough information about your pre-boarding?
10. Who was in charge of your hiring process?
11. How satisfied are you with the overall process?

Survey questions for after week 1

1. Please indicate why you joined [company]?
2. What were you doing before joining [company]?
3. Why did you leave your last position?
4. Was your first day organized well?
5. Did you have a clear agenda for your first day?
6. Do you feel welcomed at [company]?
7. Was there anything you wish you had known before your first day?
8. Do you feel you have been given the tools and trainings necessary to succeed?
9. How could we have improved your pre-boarding process?
10. How could we have improved your onboarding experience at [company]?
11. My first day at [company] met my expectations [yes/no]
12. Do you have a clear idea about the mission, vision and values at [company]
13. Is there anything that concerns you about [company]?
14. Name one thing that could have been better during your first day.
15. Do you know who to contact if you have questions about your role or [company]?

Survey questions for after 1 month

1. Are you confident in using the systems you need in your role?
2. From 0-10 how would you rate your onboarding experience at [company]?
3. Was the onboarding process organized efficiently?
4. Do you feel confident about your decision to join [company]?
5. Has the information that was provided to you during the recruiting process been accurate so far?
6. Do you feel welcomed in your team?
7. Does your manager support you in your role?
8. Has your training thus far equipped you for the role?
9. Has the first month at [company] met your expectations?
10. On a scale of 0-10, where 0 is very unlikely and 10 is very likely, how likely would you recommend working at the company thus far?
11. Has the onboarding process met your expectations?
12. Has the mentoring process been helpful?
13. Is the onboarding assistance you’ve been receiving helpful or distracting?
14. What is unclear about your role and responsibilities so far?
15. Has the onboarding timeframe you were given accurate?
16. Did you get access to your benefits in a timely manner?
17. Do you feel we have covered all the necessary bases?
18. Does [Company] motivate you to go beyond what you did in your last role?
19. How well do you understand your compensation package?
20. Do you think the benefits at [company] are great?
21. Are you happy with your compensation?
22. How would you rate the physical workspace?
23. Were your onboarding activities engaging and effective?
24. How long was your onboarding?
25. How well do you understand the companies retirement/pension benefits?
26. How satisfied are you with your remote working set up?
27. Have you had 1-1 meetings with your team members to get to acquainted?
28. On a scale of 0-10 how likely are you to stay with the company longterm based on your onboarding experience?
29. Were diversity and inclusions topics covered in your onboarding?
30. Do you know where to find internal job openings for referrals?
31. Were you given the opportunity to integrate with other departments to grow your network?
32. Did you experience any technical difficulties during your onboarding?

Survey questions for after 6 months

1. Do you feel included in your team?
2.  Have you made friends at work?
3. Does your manager supports you in your role?
4. Do you meet with your manager/mentor on a regular basis?
5. Were you provided with the necessary tools and equipment to transition easily?
6. On a scale of 0-10 how well do you understand your role and the responsibilities of your role?
7. On a scale of 0-10, how likely would you recommend working at the company thus far?
8. How smooth was your transition into [company]?
9. Have you had a team blend activity?
10. How comfortable are you expressing your ideas with your team?
11. Do you understand the companies policies and procedures?
12. Are there any policies that are unclear or hard to understand?
13. Do you see yourself working here in 2 years?
14. How often do you think about looking for a job at another company?
15. How is this role different to your last role?
16. Do you understand the organizations goals?
17. Is there anything we at [company] could do to improve your performance?
18. Does your manager effectively communicates the companies goals and objectives with you?
19. Does your manager communicate with you effectively day-to-day?
20. Are you involved in any work groups such as CSR, sports teams, D&I etc?
21. How well does [company] support work-life balance?
22. Do you feel you are overworked?

Survey questions for after 1 year

1. On a scale of 1-10 how well did the onboarding process prepare you for your role this year?
2. Were you provided with adequate support and resources to succeed in your first year?
3. Did you feel you require extra training in any area of your role?
4. Do you feel included in your team?
5. Are your proud to work at [company]?
6. Do you feel you have been provided with opportunities to grow and develop within the last year?
7. On a scale of 0-10, how likely would you recommend working at the company thus far?
8. How often do you think about searching for a job at another company?
9. How responsive has the onboarding team been about your previous feedback, if any?
10. Do you feel that your feedback is valued?
11. On a scale of 0-10 how confident are you that you will continue to receive support long term?
12. What do you not like about [company]?
13. How would you rate your relationship with your manager?
14. What obstacles slowed down your transition to the company, if any?
15. Do you feel integrated into company culture?
16. How satisfied are you with what you have learned since your first day?
17. How clear is your career path with [company]?
18. What do you enjoy most about working at [company]?
19. On a scale of 0-10, how well do you think the company communicates its future plans?
20. Is there anything else you would like to share about your experience over the past year?

As you now know, ensuring that you have a strong onboarding process is key for retaining talent, boosting engagement and boosting your brand image. Check out our articles on employee onboarding checklist essentials and 8 essential onboarding documents for new hires to learn more about the onboarding process! If you’re looking for a HR software solution that will solve your main HR pain points, click the image below to set up a demo with our team at Factorial.