How to create new hire surveys

If possible, ensure the survey is anonymous to encourage honest feedback. While the survey should be thorough, keep it short to respect employees’ time.

To create effective new hire surveys, start by identifying key areas of interest, such as onboarding experience, job satisfaction and support provided. Develop clear, concise questions that address these areas, using a mix of quantitative scales (e.g., Likert scale, number-based rating scale, yes/no) and qualitative open-ended questions.

You can choose to pilot the survey with a small group to refine questions and format, then distribute it to new hires at strategic points during their initial months. Analyze the results to identify trends and areas for improvement, and use the insights to enhance the onboarding process and overall employee experience.

Week one onboarding survey questions for new hires

Below are example questions you can ask new hires about onboarding after their first week at your company. Typically, this period is still marked by major adjustments, so keep questions simple and relate them directly back to the last five days and the last part of the recruitment/hiring process.

• What was your favorite or most valuable part of our onboarding process? (Open)
• What did you like least about the onboarding process/what part had the least value? (Open)
• Do you feel like your new role and responsibilities were fully explained? (Y/N)
• Do you feel that your new role and responsibilities match the role and responsibilities you expected from the recruitment and interview process? (Y/N)
• Were your training materials up to date and accurate? (Y/N)
• List three of our company’s core values. (Open)
• How satisfied do you currently feel in your role with our company? (Scale 1-5)
• How do you feel about your long-term potential with our company? (Open)*

*Asking this question at each of the three survey stages will help you understand how new hires’ opinions evolve as onboarding continues. A rise in perceived potential may indicate increasing satisfaction with the company, while decreasing perception of potential can be a sign the employee feels overlooked or like the company isn’t a good fit.

Week four onboarding survey questions for new hires

After four weeks, new hires will likely have a better understanding of the company, their role and how it all comes together. Instead of looking for direct feedback on your onboarding process and materials, gauge how the employee feels about their job and the organization as a whole.

• Overall, I feel that the daily company culture and the company’s written culture and core values align. (Y/N)
• I have all the resources and tools I need to succeed at my job. (Y/N)
• I feel my experience and skills are a good match for this position. (Scale 1-5)
• I’m proud to work here. (Y/N)
• I would recommend that a friend or family member apply here. (Y/N)
• I feel like I’m settling into my role. (Scale 1-5)
• I’m getting the right advice and support from my team. (Scale 1-5)
• The company’s core values and culture are well-reflected in volunteer opportunities and corporate events/partnerships. (Y/N)
• What are you hoping to get out of the next two months in this role? (Open)
• How do you feel about your long-term potential with our company? (Open)

Month three onboarding survey questions for new hires

After three months, new hires aren’t so new anymore. They have a routine, they’re becoming familiar with the quirks of each colleague and manager and most people begin to feel more comfortable. That means they have a more realistic impression of your company and are probably more open about expressing it. You can use feedback from this survey to compare insights from the first week.

• How clear are you about your job responsibilities and expectations? (Very Unclear, Somewhat Unclear, Neutral, Somewhat Clear, Very Clear)
• Have you had the opportunity to set clear goals with your manager? (Yes, No, Partially)
• I feel heard and respected by my supervisor. (Y/N)
• I feel like I’m recognized for my achievements. (Scale 1-5)
• When I make a mistake, I feel I get the appropriate support, training or other positive correction. (Scale 1-5)
• There are ample opportunities to expand my skills through lunch and learns, workshops, paid training, etc. (Y/N)
• My experience with this company matches or exceeds the expectations I had when hired. (Y/N)
• What, if anything, would you change about your first 90 days here? (Open)
• How do you feel about your long-term potential with our company? (Open)

Onboarding survey questions for new hires working remotely

With about one-third of remote work-eligible employees now working outside the office, it’s important that onboarding surveys are tailored to new hires working a hybrid or remote schedule.

• What additional tools could’ve made your remote work onboarding process easier? (Open)
• How satisfied are you with the support you received from your immediate supervisor during onboarding? (Scale 1-5)
• Do you feel your immediate supervisors and colleagues are easy to reach? (Scale 1-5)
• How thorough do you feel your training was in regards to remote-specific software and company processes? (Scale 1-5)
• What software or program would you like to see implemented during the remote onboarding process? (Open)
• How easy is it to sign onto the company platform and access shared folders? (Scale 1-5)
• Have you found it difficult to attend scheduled meetings and adhere to the expected work-from-home schedule? (Y/N)

Taking action on onboarding survey results

Your new hire survey questions should generate information that leads to actionable changes. For example, you might receive feedback saying the employee felt unclear about their job responsibilities. To address this concern, your company could:

• Update job descriptions
• Create or improve onboarding guides
• Schedule more frequent one-on-one meetings

Continuously discuss new hiring onboarding feedback with other managers to develop key metrics to track changes and revisit problem areas to see whether your solutions are gaining traction. Watch for patterns in the data that suggest a certain department or supervisor is setting a new benchmark for onboarding excellence.

Sending out surveys can make new employees feel more included and engaged. Review your surveys regularly, and consider tailored surveys for specialty positions or different roles with different levels of responsibilities to get even more insight into the health of your company.