The Best Employee Onboarding Survey Questions to Ask Your New Hires

Onboarding surveys help HR managers gather insightful feedback to improve the onboarding experience.

Discover some of the best questions that can yield valuable insights during the onboarding process. Adjust the question type based on your needs (e.g., converting open-ended questions to rating scale questions).

Questions on the hiring process

Understanding the hiring process helps identify gaps and improve the candidate experience.

Rate this statement on a scale of 1 to 5, where 1 means “strongly disagree” and 5 means “strongly agree:” I felt well-prepared for my role after the recruitment process.

Goal: Assess the effectiveness of the recruitment process in preparing new hires for their roles.

Would you recommend [company name] to other friends to apply? Why?

Goal: Gauge overall satisfaction and identify strong and weak points. A high recommendation rate indicates a positive recruitment experience. If many respondents wouldn’t recommend the company, investigate common reasons and address those issues.

On a scale of 1 to 5, where 1 means “not at all sufficient” and 5 means “very sufficient,” how was the information provided about the company during the recruitment period?

Goal: Ensure transparency and adequacy of information shared. Low scores might suggest the need for more detailed job descriptions, information about company culture, or clearer communication about the recruitment process.

How do you think we can improve our recruitment process?

Goal: Collect actionable feedback for process enhancements. If several respondents mention lengthy response times, streamline the communication process to improve the candidate experience.

Which of the following best describes your experience with the recruitment process?

1. Very positive
2. Positive
3. Neutral
4. Negative
5. Very negative

Goal: Quickly gauge overall sentiment and identify any potential issues. Prevalent negative scores indicate significant issues. Investigate specific complaints and streamline the recruitment process for better candidate experiences.

30 day onboarding survey questions, onboarding experience focused

Evaluating the onboarding experience helps ensure new hires integrate smoothly and feel welcomed.

On a scale of 1 to 5, where 1 means “not at all welcome” and 5 means “extremely welcome,” how welcome do you feel in the organization so far?

Goal: Assess the initial integration and company culture. A low average score may indicate a need to improve welcome initiatives, such as orientation sessions or team introductions.

On a scale of 1 to 5, where 1 means “very unhappy” and 5 means “very happy,” how happy are you being associated with the company?

Goal: Measure overall satisfaction and morale. High happiness scores suggest a positive onboarding process, while lower scores could indicate areas needing attention.

On a scale of 1 to 5, where 1 means “not at all productive” and 5 means “extremely productive,” how productive do you feel working with this company?

Goal: Evaluate engagement and productivity. Low productivity scores may prompt a review of workload distribution, resources, or role clarity.

On a scale of 1 to 5, where 1 means “not at all clear” and 5 means “extremely clear,” how clear were your goals of the onboarding?

Goal: Ensure clarity and alignment of expectations. If clarity scores are low, improve communication of onboarding objectives and expectations.

Which aspect of the onboarding process did you find most helpful?

1. Orientation sessions
2. Mentorship programs
3. Training workshops
4. Team introductions
5. Other (please specify)

Goal: Identify the most valued components of the onboarding process to focus on improving or maintaining. For example,

• Orientation sessions: High preference indicates effective initial integration—ensure these sessions are thorough and engaging
• Mentorship programs: Shows the importance of one-on-one support—maintain and possibly expand mentorship opportunities
• Training workshops: Indicates the need for hands-on learning—ensure workshops are comprehensive and relevant
• Team introductions: Highlights the importance of social integration—continue to facilitate team-building activities
• Other: Provides insight into additional valuable activities that may need to be incorporated or enhanced

What do you like the most about our onboarding process?

Goal: Highlight strengths to maintain. Positive feedback on mentorship programs can validate their effectiveness and encourage their continuation.

What did you like least about the onboarding process?

Goal: Identify pain points to address. Frequent mentions of overwhelming paperwork might indicate a need for a more streamlined process.

What could we change or add to improve our onboarding process?

Goal: Gather specific suggestions for improvement. Suggestions for more hands-on training sessions could enhance onboarding programs.

On a scale of 1 to 5, where 1 means “not at all accurate” and 5 means “extremely accurate,” how accurate were the job descriptions and responsibilities explained at the beginning compared to your work experience?

Goal: Ensure job roles are accurately communicated. Updating job postings and descriptions can address discrepancies between job descriptions and actual responsibilities.

On a scale of 1 to 5, where 1 means “not at all” and 5 means “very much so,” were you given an overview of your career path and progress in the company?

Goal: Assess long-term engagement and career planning. If career path overviews are lacking, conduct regular career planning discussions during onboarding.

Which of the following best describes how well you understand the company’s policies and benefits?

1. Completely understand
2. Mostly understand
3. Somewhat understand
4. Slightly understand
5. Do not understand at all

Goal: Ensure policy and benefit clarity. If understanding is low, improve communication and documentation of company benefits and policies.

Questions about the role and performance

Ensuring role clarity, alignment, and performance readiness ensures that new hires are set up for success and have clear expectations in their roles.

On a scale of 1 to 5, where 1 means “not at all” and 5 means “definitely,” do you see yourself staying with this company for five years?

Goal: Assess long-term commitment. If many employees are unsure about their long-term future, investigate underlying issues such as growth opportunities or company culture.

On a scale of 1-5, where 1 means “not at all confident” and 5 means “extremely confident,” how confident do you feel in using the company’s software, tools, and systems?

Goal: Identify training needs. Low confidence levels might indicate a need for additional training or better onboarding materials.

On a scale of 1 to 5, where 1 means “not at all adequate” and 5 means “very adequate,” how adequate do you feel the materials and equipment provided are to perform your job effectively?

Goal: Ensure adequate resources. Inadequate scores could prompt an audit of equipment and materials provided to new hires.

On a scale of 1 to 5, where 1 means “not at all” and 5 means “very much so,” have you received enough training to perform the job well?

Goal: Evaluate the effectiveness of training programs. If training adequacy scores are low, review and enhance training programs to better prepare new employees.

On a scale of 1-5, where 1 means “not at all” and 5 means “completely,” how well do you understand what is expected of you?

Goal: Confirm role clarity. If expectations are unclear, provide more detailed job descriptions and regular check-ins.

On a scale of 1-5, where 1 means “not at all” and 5 means “completely,” how well can you perform what is expected of you with your current skillset?

Goal: Identify skill gaps. Low scores might indicate the need for additional training or support to bridge skill gaps.

What was the biggest challenge you faced when starting your role?

1. Understanding job responsibilities
2. Learning company software and tools
3. Adapting to the company culture
4. Building relationships with colleagues
5. Other (please specify)

Goal: Identify new hires’ primary challenges to provide targeted support. For example:

• Understanding job responsibilities: Ensure job descriptions are clear and accurate—provide detailed onboarding documentation
• Learning company software and tools: Indicate the need for more comprehensive training programs—offer additional resources and support
• Adapting to the company culture: Suggests a need for better cultural integration—facilitate more social events and team-building exercises
• Building relationships with colleagues: Indicates the importance of social integration—encourage collaborative projects and social activities
• Other: Provides insight into unique challenges that may require specific interventions

Questions about manager support

Effective manager support is crucial for employee satisfaction and performance.

Rate this statement on a scale of 1 to 5, where 1 means “strongly disagree” and 5 means “strongly agree:” My manager provides the support I need to succeed in my role.

Goal: Evaluate managerial support effectiveness. Low scores might indicate a need for managers to offer more guidance and resources. Consider targeted interventions, such as management training programs or mentorship, to improve managers’ support skills.

On a scale of 1 to 5, where 1 means “never” and 5 means “very frequently,” how often does your manager provide constructive feedback?

Goal: Assess the frequency and quality of feedback.

If feedback frequency is low, encourage managers to engage in more regular performance discussions.

On a scale of 1 to 5, where 1 means “not at all comfortable” and 5 means “very comfortable,” how comfortable do you feel approaching your manager with work-related concerns?

Goal: Measure comfort levels in communicating with managers. Low comfort levels suggest that managers need to create a more open and supportive environment.

What could your manager do differently to support your development?

Goal: Collect specific feedback for managerial improvement. Employees might suggest more personalized development plans or increased mentorship opportunities.

On a scale of 1 to 5, where 1 means “very poorly” and 5 means “very well,” how would you rate your manager’s ability to communicate expectations clearly?

Goal: Evaluate managers’ communication clarity. Low ratings might indicate the need for better communication training.

Which area do you feel your manager excels at the most?

1. Providing clear instructions
2. Offering constructive feedback
3. Supporting professional development
4. Communicating effectively
5. Showing personal interest

Goal: Identify managerial strengths to reinforce and areas for potential improvement. For example:

• Providing clear instructions: Indicates effective task management—encourage continued clarity in communication
• Offering constructive feedback: Highlights the importance of regular feedback—maintain and enhance feedback practices
• Supporting professional development: Shows the value of growth opportunities—invest in continued development and training programs
• Communicating effectively: Indicates strong communication skills—encourage managers to maintain transparency and openness
• Showing personal interest: Highlights the importance of personal connections—foster a supportive and caring management approach

Questions about teamwork and team integration

Evaluating teamwork and team integration helps ensure new hires feel supported and collaborative in their roles.

On a scale of 1-5, where 1 means “not at all” and 5 means “very comfortable,” how comfortable do you feel reaching out to coworkers when needed?

Goal: Assess team supportiveness. If comfort levels are low, foster a more collaborative and open team environment.

On a scale of 1 to 5, where 1 means “not at all” and 5 means “very much so,” do the people around you help you achieve success with your job?

Goal: Measure teamwork and collaboration. Low scores might suggest the need for better teamwork initiatives or team-building activities.

Are you comfortable expressing work-related concerns? (On a scale of 1-5, where 1 means “not at all” and 5 means “very comfortable”)

Goal: Ensure a supportive environment for feedback. If employees are uncomfortable, work on creating a more open and trusting work environment.

What do you think could improve teamwork within your team?

Goal: Collect actionable feedback to enhance teamwork. Suggestions may include more team-building activities or better communication practices.

Which team activity do you find most effective in building team cohesion?

1. Team meetings
2. Collaborative projects
3. Social events
4. Team-building exercises
5. Other (please specify)

Goal: Determine which activities best promote team cohesion to focus resources effectively. For example:

• Team meetings: Shows the importance of regular communication—ensure meetings are well-structured and inclusive
• Collaborative projects: Indicates the value of working together on tasks—facilitate more opportunities for joint projects
• Social events: Highlights the importance of informal interactions—organize regular social gatherings
• Team-building exercises: Emphasizes the need for structured team-building activities—invest in effective team-building programs
• Other: Provides insight into other effective activities that may be beneficial to incorporate

90-day to 6-month questions

Long-term feedback helps assess ongoing integration and satisfaction.

On a scale of 1 to 5, where 1 means “not at all” and 5 means “very well,” how well can you achieve work-life balance?

Goal: Evaluate work-life balance. If work-life balance scores are low, consider offering more flexible work arrangements or support for work-life integration.

On a scale of 1 to 5, where 1 means “not at all” and 5 means “very much so,” do you feel accepted by everyone on your team?

Goal: Assess team integration. Low scores might suggest the need for initiatives to foster inclusivity and team bonding.

On a scale of 1 to 5, where 1 means “not at all effective” and 5 means “very effective,” how effective has communication with necessary personnel been in getting the job done?

Goal: Assess communication effectiveness. Review and improve internal communication channels and practices if new hires assess communication as ineffective.

On a scale of 1 to 5, where 1 means “not at all” and 5 means “completely,” how well have your experiences so far matched your expectations?

Goal: Align expectations with reality. If there is a significant mismatch, investigate areas where the company did not meet expectations and address gaps.

On a scale of 1 to 5, where 1 means “not at all clear” and 5 means “very clear,” how clear are the goals and accountabilities for everyone on the team?

Goal: Ensure clarity of team goals. If clarity is lacking, improve communication and documentation of team objectives and responsibilities.

On a scale of 1 to 5, where 1 means “not at all” and 5 means “very much so,” how well do you understand how your performance is measured?

Goal: Ensure clarity of performance metrics. If understanding is low, provide clearer performance metrics and regular performance reviews.

On a scale of 1 to 5, where 1 means “not at all” and 5 means “completely,” how well do you understand the organization’s plan for the future?

Goal: Align individual goals with organizational vision. If understanding is low, improve communication of the company’s strategic plans and how employees fit into them.

On a scale of 1 to 5, where 1 means “not at all” and 5 means “completely,” how much do you believe in the organization’s future success?

Goal: Measure confidence in the company’s future. Low scores indicate a need to bolster employee confidence through transparent communication about the company’s vision and achievements.

Onboarding survey questions for remote employees

Addressing the unique challenges of remote work helps ensure remote employees feel supported and connected.

On a scale of 1 to 5, where 1 means “not at all connected” and 5 means “very connected,” how connected do you feel to your team despite working remotely?

Goal: Assess the effectiveness of remote communication and team bonding. Low connection scores may suggest a need for virtual team-building activities or more frequent check-ins.

On a scale of 1 to 5, where 1 means “not at all effective” and 5 means “very effective,” how effective are the remote communication tools provided by the company?

Goal: Evaluate the adequacy of remote work tools. If effectiveness scores are low, consider upgrading communication tools or providing additional training.

What challenges do you face while working remotely?

Goal: Identify specific issues remote employees encounter. Address common challenges like isolation or technical difficulties through better support and resources.

On a scale of 1 to 5, where 1 means “not at all” and 5 means “very much so,” how well do you feel you have a good work-life balance while working remotely?

Goal: Assess work-life balance specific to remote work. If the work-life balance is poor, offer flexible work hours or wellness programs.

What can the company do to support you better in your remote role?

Goal: Gather actionable feedback to improve remote work support. Suggestions may include more regular check-ins, better tools, or clearer communication.

What is the biggest challenge you face as a remote employee?

1. Communication with the team
2. Accessing necessary resources
3. Maintaining work-life balance
4. Feeling connected to the company culture
5. Other (please specify)

Goal: Identify remote employees’ specific challenges to provide targeted support. For example:

• Communication with the team: Indicates the need for better communication tools or practices—invest in effective remote communication platforms
• Accessing necessary resources: Suggests issues with resource availability—ensure remote employees have access to all necessary tools and resources
• Maintaining work-life balance: Highlights the challenge of balancing work and personal life—offer flexible working hours and wellness programs
• Feeling connected to the company culture: Indicates isolation—facilitate virtual team-building activities and regular check-ins
• Other: Provides insight into other unique challenges that may require specific interventions

Best practices for your new hire onboarding surveys

Answering these surveys should feel like a smooth process for the employees. All employees, especially new hires, have a lot going on with their jobs, so it’s vital to make participation as easy as possible.

Here are some best practices for effective surveys:

• Mix question types: Incorporate a blend of open-ended and quantitative questions—rating scale questions measure specific measures and track improvements in the onboarding process, while open-ended questions identify specific issues and capture detailed responses
• Keep the surveys short and simple: Target a maximum of ten questions per survey with options for answers to make them close-ended
• Communicate the purpose: The main goal of asking these questions is to improve the process—explain how you will use the results so that the employees understand their opinions can contribute to better experiences for future hires
• Ask only relevant questions: Not all questions will apply to all positions, so customize the survey to ensure it is relevant to the respondents.
• Opt for online survey tools: Online surveys make distribution and answering questions more accessible and more streamlined—you’ll be able to gather and review results faster than manually printed surveys; online surveys can also encourage more engagement and better responses because of their efficiency and accessibility
• Follow up: Address concerns or issues whenever people voice them—this will, in some cases, be easier if you include a non-anonymous survey in your mix

Build your workforce with Deel

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 Deel Engage you can:

1. Create engaging onboarding journeys to get new hires up and running
2. Pair new hires with buddies to ensure cultural integration
3. Assign role descriptions and career paths for a boost of motivation and higher new hire retention rates
4. Automatically trigger onboarding surveys depending on the hire date
5. Deel HR, our truly global HRIS solution, is always included for free

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