What is an employee onboarding survey

An employee onboarding survey is a structured questionnaire designed to gather feedback from new hires about their onboarding experience within an organization. These surveys aim to assess various aspects of the onboarding process, such as the clarity of job expectations, the effectiveness of training programs, the level of support provided by managers and colleagues, and the overall satisfaction with the initial integration into the company.

What is the purpose of an employee onboarding survey?

The primary purpose of an employee onboarding survey is to collect feedback from new employees about their initial experience within the organization.

The quality of a company’s onboarding process will determine:

• How welcome new hires feel

• How fast they will get productive

• How long they will stay in the company

• How well they create relationships with colleagues

The insights gained from these surveys help organizations identify strengths and areas for improvement in their onboarding practices. This ultimately enhances the experience for future new hires and supports their successful transition into the company.

How do employee onboarding surveys relate to employee engagement?

Employee onboarding surveys are closely related to employee engagement, as a well-structured onboarding process can significantly impact a new hire’s initial impression and long-term engagement with the company. Organizations can foster a positive work environment by ensuring new employees feel supported and valued from day one, leading to higher engagement and commitment.

What role does an employee onboarding survey play in remote work?

In remote work settings, employee onboarding surveys are crucial for understanding how well new hires adapt to the virtual environment. They help HR teams assess the effectiveness of remote onboarding processes, identify challenges specific to remote work, and ensure new employees feel connected and supported despite the physical distance.

Complimentary resource: Onboarding Remote Employees: 10 Best Tips for Managers

How frequently should companies send employee onboarding surveys?

Send onboarding surveys at multiple intervals to capture feedback at different stages of the onboarding process. Commonly, HR teams administer these surveys at:

• The end of the first week

• The end of the first month

• The end of the first 90 days

• After six months

Note: Asking specific questions too early may be ineffective, while asking them too late might prevent you from being able to help when problems arise.

Week 1

Goal: Understand how well your new hire was welcomed and if they have any urgent questions.

• Recruitment process (optional)

• Employer brand and decision for the company

• Preboarding experience

• First-week experience

Week 2

Goal: Zoom in on role clarity and relationships with team members

• Tools and logins

• Processes

• Role expectations

• Colleagues

End of the first month

Goal: Understand productivity hurdles and the overall process

• Overall onboarding process, structure, guidance

• What did they like most

• What did they miss

• Productivity

After 90 days and six months

After three to six months, the employee should understand what it is like to work for the company. Follow-up questions about the employee’s performance will help determine their work ethic and standing.

What categories of questions should be included in an onboarding survey?

Some of the most commonly used categories of questions for employee onboarding surveys are:

• Questions about the recruitment process: These questions aim to understand the accuracy of the information provided during recruitment and the overall candidate experience—they help assess whether the initial expectations set during recruitment align with the actual onboarding experience

• Questions about the employer brand: These questions explore the reasons why the new hire joined the company and their perceived value of the employer brand—they provide insights into the effectiveness of the company’s employer branding and its influence on attracting talent

• Questions relating to the onboarding experience: These questions focus on the new hire’s feelings and perceptions about the onboarding process—they help determine if the new hire felt welcomed, supported, and satisfied with their initial integration into the company

• Questions about role-related onboarding: These questions assess the new hire’s confidence and competence with the company’s software, tools, or systems—they evaluate whether the training provided was sufficient and adequate in preparing the new hire for their role

• Alignment questions: These questions measure how well the expectations of both the new hire and the company are aligned—they ensure that both parties are on the same page regarding the company’s vision, values, and goals, fostering a shared understanding and commitment

• Questions about role clarity: These questions gauge the new hire’s understanding of their role within the team and how they fit into the broader organizational structure—they help identify any areas of confusion or uncertainty regarding job responsibilities and team dynamics

• 90-day to 6th-month questions: These questions focus on the new hire’s progress and adjustment within the company over the first few months—they provide insights into how well new hires are settling in, their work-life balance and any ongoing challenges or support needs they may have

Some examples of typical questions include:

• How would you rate your overall onboarding experience?

• Were your job role and responsibilities clearly explained?

• How effective was the training you received?

• Did you receive adequate support from your team and supervisor?

• Do you feel prepared to perform your job duties?

Find 50+ onboarding survey questions in our complimentary guide.

How can an employee onboarding survey improve the onboarding process?

An employee onboarding survey can improve the onboarding process by identifying gaps and areas for enhancement. The feedback collected helps HR professionals:

• Streamline procedures

• Provide better resources

• Ensure new hires feel welcomed and supported

This leads to higher job satisfaction, better employee retention, and increased productivity.

Onboarding surveys can help quantify specific metrics for the effectiveness of the onboarding process. Common metrics include:

• Satisfaction scores (e.g., on a scale from 1 to 10)

• Employee net promoter score (eNPS) to measure the likelihood of recommending the company

• Completion rates of onboarding tasks

• Time to productivity

• Retention rates of new hires within the first 90 days

Complimentary resources:

• Probation Review Meeting Guides

How can HR teams implement the feedback from employee onboarding surveys?

By following these steps, HR teams will effectively use the feedback from employee onboarding surveys to improve processes and enhance the onboarding experience of future hires:

• Data collection: Start by collecting and compiling the data from onboarding surveys—identify common themes, patterns, and specific areas for improvement

• Create a prioritized list of issues: Rank feedback based on its frequency and impact on new hires—focus on high-priority issues that affect employee satisfaction and retention

• Create action plans: Create specific and measurable action plans for addressing key feedback areas and assign responsibilities to HR team members and relevant department heads

• Communicate these changes: Inform new hires and current employees about the changes your team will implement based on their feedback—use multiple channels, such as emails, meetings, and internal newsletters, to ensure transparency

• Enhance onboarding processes: Update onboarding materials and procedures to address the identified gaps and incorporate feedback into training programs, orientation sessions, and mentoring systems

• Monitor progress: Use follow-up surveys or feedback sessions to gather new hire opinions on the improved onboarding process and continuously refine and enhance onboarding practices to ensure they meet employee needs

• Document and share successes: Record successful changes and their positive impacts on the onboarding process—share these successes with leadership and across the organization to highlight the importance of continuous improvement

Build your workforce with Deel HR

Employee onboarding is an involved process that must be done well if you want to keep your new hire around for more than 45 days.

With Deel, you don’t have to worry about gathering tax information from your new employees or generating their employment contracts. The employment process gets handled by hiring experts so you can focus on building your best business.

Additionally, with Engage, Deel HR's all-in-one talent management suite, you can:

• Create engaging onboarding and learning journeys to get new hires up and running

• Pair new hires with buddies to ensure cultural integration

• Assign role descriptions and career paths for a boost of motivation and higher new hire retention rates

• Automatically trigger onboarding surveys depending on the hire date

• Automate probation reviews and share feedback with new hires

Book a demo to see how we can help you and your team grow.