50+ Employee Onboarding Surveys Questions to Improve New Hire Experience & Retention

Think back to your first onboarding experience—was it structured and engaging, or did you feel you were left to figure things out independently? For many employees, onboarding can feel overwhelming or underwhelming, and that first impression can significantly impact their engagement and retention.

Organizations that overlook the importance of employee onboarding surveys risk missing out on critical insights that could improve the new hire experience. While HR teams might assume their onboarding process is effective, new employees often have a different perspective.

Simply conducting a survey isn’t enough—it needs to be thoughtfully designed, regularly updated, and strategically implemented to uncover meaningful feedback. After all, you won't get the correct answers if you don’t ask the right questions. In this guide, we’ll explore an employee onboarding survey, why it’s important, and the key questions you should ask to improve the process.

What is an employee onboarding survey?

An employee onboarding survey is a structured feedback tool designed to assess a new hire’s experience during the initial stages of their employment. It helps organizations understand what’s working well, identify challenges, and uncover areas for improvement in their onboarding process.

Good employee onboarding can improve employee retention by 82% and increase employee engagement.

These surveys are not just about measuring job satisfaction—they aim to evaluate whether new employees feel supported, equipped, and connected to the company. By gathering insights at different stages of onboarding, HR teams can pinpoint pain points, enhance training programs, and ensure a smoother transition for future hires.

A well-designed onboarding survey typically covers:

• Clarity of job expectations and responsibilities.
• Effectiveness of training and orientation.
• Quality of manager and peer support.
• Workplace culture and integration into the team.
• Overall satisfaction with the onboarding experience.

By regularly conducting onboarding surveys, organizations can create a more engaging and employee-friendly onboarding process, leading to higher retention, productivity, and long-term success.

Why conduct an employee onboarding survey?

A strong onboarding experience can set the tone for an employee’s long-term success within a company. However, without structured feedback, it’s difficult to know whether your onboarding process is truly effective or missing the mark. This is where an employee onboarding survey becomes valuable—it provides real-time insights into what new hires think, feel, and experience during their first few weeks and months.

Here’s why conducting an onboarding survey is essential:

1. Measures onboarding effectiveness

HR teams often assume their onboarding program is well-structured, but only new employees can confirm if it helps them adjust. Surveys help determine whether new hires feel prepared, confident, and well-integrated.

2. Identifies gaps in training & resources

Not every new hire will speak up if they feel lost or unprepared. Surveys highlight missing resources, unclear job expectations, or training gaps that may hinder a smooth transition.

3. Boosts employee retention

Employees who experience a poor onboarding process are more likely to leave within the first six months. Gathering feedback allows HR teams to address concerns early and create a more welcoming, engaging experience that improves retention rates.

4. Encourages early employee engagement

When new hires see their feedback is valued and acted upon, they feel more connected to the organization. This sense of belonging leads to higher engagement, motivation, and productivity.

5. Reduces turnover costs

High employee turnover can be costly and disruptive. A well-executed onboarding survey helps companies identify and fix common issues, ensuring that new hires stay longer and contribute effectively.

Organizations can refine their processes by conducting regular onboarding surveys, improve the new hire experience, and build a more engaged workforce from day one.

30 Employee onboarding survey questions to ask new hires

A successful onboarding employee survey should be conducted at multiple stages to capture real-time feedback and track the evolving experience of new hires. A one-time new employee onboarding survey might highlight initial impressions, but without follow-ups, companies miss out on critical insights into long-term integration and job satisfaction.

Let's have a look at the best onboarding survey questions for employees.

Pre-Onboarding Survey (Before Day One)

A pre-boarding survey helps HR teams understand how prepared a new hire feels before their first day. It provides insights into whether pre-employment communication, paperwork, and job expectations were clear.

Example survey questions for new employee onboarding:

• Did you receive all the necessary information about your role before your first day?
• How clear were the job expectations outlined during the hiring process?
• Did the HR team provide timely updates about your onboarding schedule?
• Before starting, were you given access to necessary tools (e.g., email accounts, software logins)?
• What additional information would have helped you feel more prepared?

First-week onboarding survey

The first week is crucial for engagement as new hires form their initial impressions of the company. A first-week onboarding feedback survey helps organizations ensure employees feel welcomed and supported.

New employee orientation survey questions:

• Have you been made to feel welcome?
• What excites you about your new job?
• Name one thing about your new job that stands out for you.
• Is there anything that concerns you about your new role?
• Name one thing that could’ve made your first day at work better.
• Did the onboarding process meet your expectations?
• Have you received the help you’ve needed?
• Has the mentoring process been adequate?
• Do you have advice on improving the recruitment process?

Onboarding survey after two weeks

Once two weeks have passed, it’s time to check in again to gauge how they’ve settled in. New hires may have formed some of their own opinions by now.

This is where you’re able to gain insights on training, the job, and the challenges experienced early on.

• Has the help you’ve been receiving been overbearing or just enough?
• Has the training answered all your questions or concerns?
• Have you encountered a noteworthy hurdle so far?
• Do you feel you're well equipped to do your job?
• Have you got a handle on your responsibilities?
• Are there any grey areas related to work policies and role requirements?

30-day onboarding survey

A lot can happen in a month, and now is not the time to assume that your new hire hasn’t experienced any bumps in their recruitment journey. At this time, they’re either feeling comfortable, or you’ll be able to tell whether your onboarding initiatives are cutting it or not.

30-day employee onboarding survey questions:

• How well do you understand your role and responsibilities now?
• Have you received sufficient training to perform your tasks effectively?
• Do you feel comfortable reaching out to your manager for support?
• Are there any challenges preventing you from fully adapting to your role?
• What improvements would you suggest for the onboarding process?
• Is there a strong link between your job responsibilities and the training you’ve received?
• Have you noticed any loopholes?
• Do you have a clear understanding of what is expected of you in your role?
• Has the onboarding time frame been adequate?
• Are you well equipped with the knowledge to do at your job?
• Have we missed anything, or have we covered all the necessary bases?

60-day onboarding survey

By the second month, employees have had enough time to integrate into their teams. This survey helps evaluate engagement levels, workload balance, and workplace culture.

Example employee onboarding survey questions:

• Do you feel a sense of belonging within your team?
• Have you been given opportunities to collaborate with colleagues?
• Do you feel your workload is manageable?
• Have you received constructive feedback from your manager?
• What suggestions do you have for improving the onboarding process?

90-day onboarding survey (final review)

Three months down the line, the recruit may not be as starry-eyed anymore, and they should now be able to give you valuable feedback about their onboarding. A 90-day onboarding survey measures overall satisfaction and long-term retention potential.

Onboarding survey questions for new hires:

• Do you feel fully integrated into the company culture?
• How confident are you in your ability to succeed in your role?
• Would you recommend this company to others as a great place to work?
• Are there areas where you still need more support or training?
• What is one thing we could improve about the onboarding process?
• Did the onboarding leave you feeling well-equipped, or were you left doubting yourself?
• Did you experience any information gaps?
• Can you encourage a friend who’s feeling overwhelmed about starting a new job?
• Is your current role very different from your previous job?
• Do you think the onboarding was successful or not?
• How else would you like to add value to the company besides your current responsibilities?
• Do you see yourself spending a few more years at the company?
• Do you feel like your role enhances the company's advancement?
• Can we, as a company, do anything to help you improve your performance?

Organizations can track engagement trends, identify pain points, and refine their onboarding strategy by breaking down onboarding surveys into these key stages.

How to conduct an effective employee onboarding survey

A well-structured employee onboarding survey goes beyond gathering feedback—it helps HR teams refine the onboarding experience, boost engagement, and improve long-term retention. However, for an onboarding survey to be effective, it must be timely, well-structured, and easy to complete.

Here’s how organizations can design and implement an effective onboarding employee survey:

1. Choose the right survey format & timing

Not all employee onboarding surveys are created equal. The format and timing of the survey should align with the employee’s journey to capture meaningful insights at different stages.

• Pre-Onboarding Survey: Sent before Day 1 to assess how well-prepared a new hire feels.
• First-Week Survey: Conducted at the end of Week 1 to gauge initial impressions.
• 30-Day Onboarding Survey: Evaluates early experiences with training and job responsibilities.
• 60-Day Survey:  Assesses how well new hires are integrating into their teams.
• 90-Day Survey: Measures long-term satisfaction and retention potential.

2. Keep the survey short & focused

Long, complex surveys lead to low completion rates. Aim for 5-10 well-structured questions that directly address the new employee onboarding experience.

• Use Likert scale ratings (e.g., “Strongly Agree” to “Strongly Disagree”) for quick responses.
• Include at least one open-ended question for detailed feedback.
• Use new employee onboarding survey templates to save time and ensure consistency.

3. Ensure anonymity for honest feedback

New hires may hesitate to provide critical feedback if they fear it might negatively impact their job. Ensuring survey anonymity encourages them to be more honest and open.

• Use a third-party survey tool or HR software to anonymize responses.
• Avoid collecting personally identifiable information in onboarding employee surveys.
• Clearly communicate that all feedback will be used to improve onboarding.

4. Balance close-ended & open-ended questions

A good employee onboarding survey should include a mix of quantitative and qualitative questions.

• Close-ended questions provide quick, measurable insights (e.g., "How satisfied are you with your training?").
• Open-ended questions allow employees to share personalized feedback and suggestions.

5. Make surveys accessible & mobile-friendly

New employees may not always have access to a desktop, especially in remote or hybrid work settings. Ensuring surveys are mobile-friendly increases participation rates.

• Use HR platforms like Empuls that integrate with Slack, Microsoft Teams, and mobile apps.
• Allow employees to pause and resume surveys at their convenience.
• Send reminders via email or internal messaging tools to encourage completion.

6. Follow up & take action on feedback

The worst thing an organization can do is collect survey responses and do nothing with them. To maintain trust and transparency, HR teams should:

• Analyze responses and identify trends across different survey stages.
• Share key findings with leadership and managers.
• Implement changes based on feedback (e.g., updating training modules, improving communication).
• Follow up with employees to show how their input led to meaningful improvements.

Engage with your employees from day one

Taking for granted that you could lose new hires within the first few days without engaging them could result in a rookie error. Studies show that up to 20% of employee turnover can happen within the first 45 days of employment.

Engaging them means equipping them to realize their potential from day one and affording them the necessary tools to do what they need to do. And it doesn't stop there.

Once the onboarding process has ended, the engagement needs to continue to ensure you haven’t lost them.

Onboarding needs to be a priority

New hires will notice if onboarding is not a top priority. It’s essential to ensure they feel engaged as soon as they start work. An engagement plan that engages them before their first day at the office is better yet.

In the days leading up to that, provide them with valuable information, not only the ‘boring’ stuff. Send them videos of the vibe in the building or photos of past events to make them feel a bit more comfortable about starting.

Be clear

Be clear about expectations, communicating them so that new hires and managers clearly understand what will enable a good working relationship.

If new hires are well-informed, they’ll know what is expected of them. This allows the relationship to be mutually beneficial as they start on a clean slate - preventing any misconceptions arising from the get-go.

Training

Training should be more than just reading through a manual in a group. Instead, a thorough step-by-step dialogue should walk them through the processes.

Make your new hires feel comfortable enough to ask questions, as this sets the tone for how you want them to feel in their role daily.

Engaging them in training gives them the toolbox needed to fulfill their responsibilities. Simultaneously, the company can ensure that the time and money spent on recruitment are valuable investments.

The onboarding survey

A good employee onboarding survey will give you valuable insight into how your new hires feel entering your company. This can help you identify areas needing improvement and help your new employees feel comfortable and engaged.

This sets the right tone from the get-go, and you can use the survey as a metric to measure new employees’ levels of engagement over time.

Revolutionize your employee onboarding survey with Empuls

Empuls makes onboarding surveys smarter, faster, and more actionable. From automated surveys to AI-driven insights, it helps HR teams capture real-time feedback, identify gaps, and effortlessly improve the new hire experience.

Pre-built & customizable onboarding surveys

• Ready-to-use employee onboarding survey templates tailored for different milestones.
• Customizable survey questions for new employee onboarding to fit company needs.

Automated survey delivery

• Schedule pre-onboarding, first-week, 30-day, 60-day, and 90-day surveys.
• Send virtual onboarding survey questions for remote employees.
• Deliver surveys via email, Slack, Teams, or HR portals.

AI-Driven analytics & insights

• Identify engagement trends and pain points in survey responses.
• Segment feedback by department, role, or location.
• Generate real-time, data-backed recommendations.

Actionable feedback for managers

• Auto-send nudges to managers for better onboarding support.
• Provide clear action plans based on survey results.

Seamless HR system integration

• Connects with HRIS platforms like BambooHR, SAP SuccessFactors, and Workday.
• Works with Slack & Microsoft Teams for seamless participation.

With Empuls, onboarding surveys go beyond feedback collection—they drive real improvements in retention, engagement, and employee satisfaction.

Final thoughts

Onboarding surveys are not just about asking questions but asking the right questions. This is what creates successful onboarding.

The feedback received from the survey should be part of a strategic outcome - one that is revised to improve the new hire's experience.

This way, you can immediately reduce employee turnover and boost engagement and employee satisfaction. Not only does it benefit you as an employer, but it’s also a way of measuring how successful the employee is at their job and how well they've adapted to your organization.

Empuls offers ready-to-use onboarding survey templates to take the stress out of this process. Send out the survey and start collecting data. Empuls lets you quickly see the survey results to evaluate how your new hires feel from the start.