Gathering meaningful feedback from new employees during their first 90 days presents unique challenges that many organizations struggle to overcome. At Matter, we understand that identifying which onboarding survey questions truly resonate with new hires, predicting retention, and measuring training effectiveness can feel overwhelming. The onboarding process represents a critical window when initial impressions form and long-term success begins to take shape. Creating effective employee onboarding surveys requires understanding the specific touchpoints where new hires' experiences can make or break their commitment to stay.
Understanding how to develop the right onboarding survey questions for new hires transforms feedback collection from generic questionnaires into powerful diagnostic tools. New hire surveys and questionnaires matter for optimizing the critical first 90 days when employee engagement levels are most malleable. The right knowledge about new employee orientation survey questions helps organizations implement reliable onboarding feedback programs that gather actionable insights. When companies prioritize collecting employee feedback during onboarding, they gain insight into what works and what needs improvement to drive business success.
What is an onboarding survey for new hires?
onboarding_survey_questions_for_new_hires_1.jpg
An onboarding survey for new hires is a structured feedback tool designed to capture employee perspectives and experiences. These surveys gather insights during an employee's first days, weeks, and months with an organization. These employee onboarding surveys focus specifically on the transition experience from candidate to productive team member. Unlike general employee surveys that measure ongoing satisfaction and onboarding surveys target the critical integration period when new employees form lasting impressions about company culture and their new job. The survey questions aim to collect feedback about everything from the recruitment process to training sessions and team integration.
Defining new hire onboarding surveys and their unique focus
New hire onboarding surveys specifically address the challenges and experiences unique to joining an organization. These surveys capture employee sentiment during a period when everything feels new and potentially overwhelming for new team members. The focus extends beyond basic employee satisfaction to examine whether new employees received all the necessary tools, a clear understanding of their role, and adequate support. Organizations use these onboarding surveys to identify gaps in their employee onboarding program before they lead to turnover.
- Onboarding surveys target the first 90 days when impressions matter most for retention
- Questions focus on integration experiences rather than ongoing job satisfaction metrics
- Survey responses reveal whether the onboarding process meets new hire expectations
- Feedback helps HR professionals refine the employee onboarding journey continuously
How new hire surveys differ from general employee surveys
General employee engagement surveys measure the ongoing sentiment of your entire workforce across various dimensions. New hire surveys focus exclusively on the onboarding experience and whether the company's onboarding process effectively prepares employees. The timing differs significantly since employee onboarding survey questions target specific milestones rather than annual checkpoints. Survey questions also differ because new hires cannot yet evaluate long-term career path opportunities or organizational values they have not experienced.
- General surveys assume familiarity with company culture and processes over time
- New hire surveys recognize that new employees lack context for comparison
- Onboarding surveys measure whether expectations from the interview process were met
- The employee lifecycle stage determines which questions generate valuable feedback
Critical timing and touchpoints for new hire feedback collection
Implementing onboarding surveys at strategic intervals over the first 90 days provides comprehensive insight into the new-employee experience. The first week captures initial impressions of the welcome quality and the effectiveness of the orientation process. Thirty-day surveys evaluate whether onboarding training has prepared new hires to perform their job effectively. By 90 days, organizations can assess the overall success of their employee onboarding program and gather valuable insights into retention likelihood.
- Pre-boarding surveys measure communication quality before the official start date
- Day one surveys capture first impressions while the employee feels most observant
- Weekly and monthly touchpoints track how employee sentiment evolves over time
- Multiple survey responses across the onboarding experience reveal patterns and trends
What are the benefits of onboarding survey questions for new hires?
Onboarding surveys are important because they provide organizations with early warning signs of potential problems in their onboarding programs. New hires bring fresh perspectives that tenured employees no longer notice, making their feedback uniquely valuable for improvement. These surveys help HR professionals understand whether the recruitment process accurately represented the job description and company culture. When organizations consistently collect valuable feedback, they lay a foundation for continuous improvement in their onboarding process.
Early identification of onboarding gaps from a new hire perspective
New employees quickly identify gaps that tenured team members have normalized over time in daily operations. The pulse survey approach to onboarding feedback allows organizations to catch issues before they compound. When new hires report unclear job expectations or missing tools and resources, organizations can address problems immediately. Early identification prevents small onboarding gaps from becoming major sources of frustration that impact employee retention.
- Fresh eyes notice inefficiencies and gaps that long-tenured employees overlook completely
- Quick survey responses enable rapid intervention when new hires struggle with integration
- Early feedback prevents minor issues from escalating into reasons for leaving
- Organizations save recruiting costs by fixing problems before they cause turnover
Fresh insights uncovering issues invisible to tenured employees
New employees compare their onboarding experience with that of previous employers, providing valuable benchmarking insights. The recruiting process sets expectations for the employee onboarding program, which it either meets or fails to deliver. When new hires report that the company's communication fell short of promises made during hiring, leaders gain actionable intelligence. These fresh perspectives help organizations understand how their onboarding processes compare with industry standards.
- New hires bring external perspectives based on experiences at other organizations
- Comparisons reveal whether the company's onboarding process meets market expectations
- Feedback about the job description accuracy helps improve the recruitment process
- Insights from new employees drive meaningful improvements to the overall employee experience
Predictive data connecting onboarding quality to retention likelihood
Onboarding surveys help organizations identify which new hires may be at risk of early departure. When survey responses indicate low employee satisfaction or unclear job responsibilities, intervention can improve outcomes. Research regularly suggests that employees who feel appreciated during onboarding are more likely to stay. Data collected through onboarding surveys predicts a new hire's tenure within the organization.
- Early warning indicators in survey responses predict potential turnover before it happens
- Organizations can intervene with at-risk new employees to improve the onboarding experience
- Tracking trends in hire experiences reveals whether changes improve retention over time
- Data-driven decisions about the onboarding program replace guesswork with evidence
Why are new-hire survey questions important for retention?
onboarding_survey_questions_for_new_hires_2.jpg
The connection between onboarding experience quality and first-year turnover represents one of the most significant findings in employee retention research. When new employees receive a strong introduction to the company culture and a clear understanding of expectations, they commit faster. Organizations that prioritize onboarding by regularly collecting feedback demonstrate investment in the employee experience. The employee pulse survey approach during onboarding creates ongoing dialogue that builds engagement.
Connection between new hire experience and first-year turnover
First impressions during the onboarding experience strongly influence whether new employees decide to stay or leave. When the employee onboarding program fails to prepare new hires for their role, frustration builds quickly. Organizations with structured onboarding surveys identify disconnects between expectations and reality before they cause resignations. Engaged employees who receive excellent onboarding support are far more likely to remain beyond their first anniversary.
- Studies show that most turnover decisions happen within the first 90 days of employment
- Poor onboarding experiences lead to rapid departure regardless of compensation levels
- New hires who feel supported are more likely to remain beyond their first year
- Investing in onboarding feedback collection yields measurable retention improvements
How questions demonstrate organizational commitment to new employees
Sending onboarding survey questions signals to new hires that the organization values their perspective and voice. When employees feel valued through regular feedback opportunities, they develop stronger organizational commitment. The act of asking for input creates psychological investment from new employees in the company's success. Organizations that gather feedback consistently build trust with new team members from day one.
- Asking for feedback demonstrates that new hire opinions genuinely matter to leadership.
- Regular check-ins through surveys create touchpoints that strengthen the employment relationship
- New employees who feel heard are more likely to engage fully with their new job
- The feedback process itself builds loyalty even before improvements are implemented
Impact on engagement levels during the critical first impressions period
The first week and first month represent windows when experiences have the most influence on employee engagement. Initial impressions about company culture, team leaders, and the orientation process create lasting perceptions. When new hires receive excellent onboarding materials and support, their engagement levels rise immediately. Organizations use onboarding surveys to ensure every new employee has a consistent, high-quality experience that builds engagement.
- Engagement formed during onboarding tends to persist throughout the employee lifecycle
- Positive first experiences create momentum that carries through initial challenges at work
- New employees who bond with team members early develop a stronger organizational attachment
- The onboarding program sets the foundation for long-term success and productivity
20+ new hire onboarding survey questions for a welcome experience
The welcome experience sets the tone for everything that follows in a new hire's journey. These onboarding survey questions capture whether new employees felt expected, valued, and prepared from their first moments. Organizations use this feedback to refine how they welcome new team members and create positive first impressions. The questions below help HR professionals determine whether their welcome processes meet new-hire expectations.
First day reception and greeting quality questions
The first day creates lasting impressions that influence how new employees perceive company culture and their decision to stay. These pulse survey questions focus on whether new hires felt genuinely welcomed upon arrival.
- Did someone greet you promptly when you arrived on your first day?
- How welcome did you feel by the team on your first day?
- Were team members prepared for your arrival and knew you were starting?
- Did your manager personally welcome you on your first day?
- How would you rate the overall warmth of your first day reception?
Welcome materials and communication clarity questions
Effective onboarding materials help new employees understand what to expect and feel prepared for their new job. These questions assess whether pre-boarding and day one communications met expectations.
- Did you receive clear information about what to expect before your first day?
- Were the welcome materials helpful in preparing you for your new role?
- How clear was the company's communication about logistics before you started?
- Did you receive a welcome package or materials that made you feel valued?
- Were your questions answered promptly before your start date?
Initial workspace and technology setup questions
Having all the necessary tools ready signals organizational preparedness and respect for the new employee's time. These questions evaluate whether technology and workspace readiness met expectations.
- Was your workspace ready and set up when you arrived?
- Did you have access to all the technology you needed on day one?
- Were your login credentials and system access working immediately?
- How would you rate the technology setup process during your first day?
- Did you experience any delays in getting the tools and resources you needed?
Team introduction and initial interaction questions
Team integration begins with quality introductions that help new employees build relationships quickly. These questions measure whether initial team interactions supported successful onboarding.
- Were you properly introduced to your immediate team members?
- Did you have opportunities to meet colleagues beyond your immediate team?
- How comfortable did you feel approaching team members with questions?
- Were introductions to key stakeholders scheduled and organized effectively?
- Did you feel like part of the team by the end of your first day?
- How effectively did team leaders facilitate your introduction to the group?
25+ onboarding survey questions for training effectiveness
onboarding_survey_questions_for_new_hires_3.jpg
Training effectiveness determines whether new hires can perform their job effectively within expected timeframes. These employee engagement survey questions assess whether onboarding training prepared new employees for success. Organizations use this feedback to improve the onboarding training curriculum and delivery methods. The questions below help identify gaps between training content and actual job requirements.
Training content relevance and comprehensiveness questions
Relevant training content accelerates time to productivity and builds new hire confidence in their abilities. These questions evaluate whether training sessions covered essential knowledge.
- How relevant was the training content to your actual job responsibilities?
- Did the training cover all the essential skills you need for your role?
- Were there any important topics missing from your onboarding training?
- How well did training materials align with your job description expectations?
- Did the training address the specific challenges you face in your role?
- Were training sessions organized in a logical progression that built understanding?
Knowledge retention and practical application questions
Effective training enables new employees to apply what they learned immediately in their work. These questions measure whether training translates into practical job performance.
- How confident do you feel applying what you learned in training?
- Were you able to use the training knowledge immediately in your work?
- Did training include practical examples relevant to your specific role?
- How well did training prepare you to handle common job situations?
- Were you given opportunities to practice skills before performing them independently?
- Did you receive reference materials to support knowledge retention after training?
Training pace and information overload questions
New hires can experience information overload when onboarding materials are delivered too quickly. These questions assess whether the training pace supported effective learning.
- Was the training pace appropriate for absorbing the information presented?
- Did you feel overwhelmed by the amount of information during training sessions?
- Were breaks provided to allow processing of new information between topics?
- How well did the training schedule allow for questions and clarification?
- Did you have enough time to complete training activities without rushing?
- Was information delivered in manageable segments rather than all at once?
Hands-on learning and practice opportunity questions
Practical application opportunities help new employees build confidence before working independently. These questions evaluate whether training included adequate hands-on components.
- Were you given hands-on practice opportunities during training?
- Did training include shadowing experienced team members?
- How adequate were opportunities to practice skills in a safe environment?
- Were training exercises realistic representations of actual work situations?
- Did you receive coaching during practice sessions to improve performance?
- Were you comfortable asking questions during hands-on training activities?
- Did training prepare you to perform your job effectively without excessive supervision?
- Were there opportunities to receive feedback on your practice work?
20+ new hire survey questions about manager support and guidance
Manager relationships significantly influence new hire success and the likelihood of staying with the organization. These pulse survey software questions measure whether managers provide adequate support during onboarding. The manager's role in onboarding extends beyond task assignment to include coaching, feedback, and relationship building. These questions help organizations understand whether managers are fulfilling their critical onboarding responsibilities.
Manager accessibility and availability questions
Accessible managers help new hires navigate challenges and build confidence during the critical onboarding period. These questions assess whether managers made themselves available when new employees needed guidance.
- How accessible has your manager been when you needed support or guidance?
- Does your manager regularly make time for your questions and concerns?
- How quickly does your manager respond when you reach out for help?
- Do you feel comfortable approaching your manager with problems or challenges?
- Has your manager scheduled regular check-ins to support your onboarding?
Communication frequency and quality questions
Quality manager communication helps new hires understand expectations and priorities clearly. These questions evaluate whether manager communication supports successful onboarding.
- How would you rate the quality of communication from your manager?
- Does your manager communicate expectations clearly and specifically?
- Are you receiving adequate information about priorities and projects?
- How well does your manager keep you informed about team activities?
- Does your manager communicate in a way that is easy to understand?
Onboarding guidance and direction clarity questions
Clear direction from managers helps new employees focus their energy on the right priorities. These questions measure whether managers provide sufficient guidance during onboarding.
- Has your manager provided clear direction about your initial priorities?
- Do you understand what success looks like in your role, based on your manager's guidance?
- Has your manager explained how your role contributes to the team and the organization's goals?
- Did your manager clearly explain your job responsibilities?
- Has your manager provided adequate context for assignments and projects?
Feedback timeliness and helpfulness questions
Timely feedback helps new hires calibrate their performance and correct course when needed. These questions assess whether managers provide useful feedback during onboarding.
- Does your manager provide timely feedback on your work?
- How helpful is the feedback you receive from your manager?
- Does your manager balance positive feedback with constructive guidance?
- Do you receive enough feedback to understand how you are performing?
- Has manager feedback helped you improve your performance during onboarding?
- Does your manager recognize your accomplishments and progress during onboarding?
15+ onboarding questions for cultural integration assessment
onboarding_survey_questions_for_new_hires_4.jpg
Cultural integration determines whether new hires develop a strong connection to the organization beyond their immediate role. These onboarding survey questions assess whether new employees understand and connect with organizational values. Strong cultural integration during onboarding predicts long-term success and commitment to the organization. The questions below help organizations understand whether their culture is being effectively communicated to new hires.
Company values understanding and resonance questions
Understanding company values helps new employees align their behavior with organizational expectations. These questions measure whether value communication during onboarding was effective.
- How well do you understand the company's mission and core values?
- Were company values clearly communicated during your onboarding experience?
- Do the company's stated values align with the behaviors you have observed?
- How well do your personal values align with the organization's values?
- Can you see how the company's mission connects to your daily work?
Cultural fit and alignment perception questions
Perceived cultural fit significantly influences engagement and retention among new employees. These questions assess whether new hires feel they belong in the organizational culture.
- How well do you feel you fit with the overall company culture?
- Does the work environment match what you expected from the interview process?
- Do you feel comfortable being yourself at work within this culture?
- How inclusive and welcoming has the culture been toward you as a new employee?
- Does the company culture support your preferred working style?
Mission and purpose connection questions
Connection to organizational purpose drives engagement and commitment among employees at all levels. These questions evaluate whether new hires feel connected to something meaningful.
- Do you understand how your role contributes to the company's mission?
- Does your work feel meaningful and connected to larger organizational values?
- How inspired are you by the organization's goals and direction?
- Do you feel proud to work for this organization based on its mission?
- Has onboarding helped you understand the broader impact of your work?
- Do you feel connected to the company's purpose beyond your specific job responsibilities?
20+ new hire questionnaire items for peer relationships
Peer relationships provide crucial support for new hires as they navigate their first months in a new organization. These employee pulse survey questions assess whether new employees are building healthy working relationships. Strong peer connections improve collaboration, knowledge sharing, and the overall onboarding experience. The questions below help organizations understand whether new hires are integrating socially with their teams.
Team welcome and acceptance experience questions
Feeling welcomed and accepted by peers influences new hire comfort and confidence significantly. These questions measure whether new team members felt embraced by their colleagues.
- How welcome have you felt by your immediate team members?
- Did team members make an effort to include you in conversations and activities?
- Do you feel accepted as a team member at this point?
- Have team members been friendly and approachable toward you?
- Did you receive a warm welcome from colleagues beyond your immediate team?
Peer support and collaboration questions
Supportive peers help new hires learn faster and navigate challenges more effectively. These questions assess whether colleagues provided adequate support during onboarding.
- How willing have team members been to help you learn and get up to speed?
- Do colleagues share knowledge and information freely with you?
- Have you found team members willing to answer your questions patiently?
- How collaborative has your experience been with peer team members?
- Do team members include you in collaborative work and decision-making?
Social integration and connection-building questions
Social connections at work improve engagement, satisfaction, and retention among new employees. These questions evaluate whether new hires are building genuine workplace relationships.
- Have you had opportunities to get to know team members personally?
- Do you feel like you have begun building friendships at work?
- Have you been included in team social activities and informal gatherings?
- How connected do you feel to your colleagues on a personal level?
- Have you identified peers you can rely on for support and advice?
Psychological safety and comfort level questions
Psychological safety enables new hires to ask questions, admit mistakes, and contribute ideas freely. These questions measure whether new employees feel safe taking interpersonal risks.
- How comfortable do you feel asking questions, even if they seem basic?
- Do you feel safe admitting when you do not know something?
- Can you share ideas and opinions without fear of negative judgment?
- How comfortable are you providing honest feedback to team members?
- Do you feel psychologically safe to make mistakes while learning?
- Has the team created an environment where you can be authentic?
15+ new employee orientation survey questions for logistics
onboarding_survey_questions_for_new_hires_5.jpg
Logistical aspects of onboarding significantly impact new hire productivity and satisfaction during the first days. These pulse survey example questions assess whether administrative processes ran smoothly. Efficient logistics demonstrate organizational competence and respect for new employees' time. The questions below help organizations identify friction points in their onboarding operations.
Administrative process efficiency questions
Efficient administrative processes allow new hires to focus on learning their role rather than paperwork. These questions evaluate whether the administrative onboarding was smooth and well-organized.
- How efficient was the paperwork and documentation completion process?
- Were administrative tasks completed in a timely and organized manner?
- Did you experience any delays or confusion with administrative processes?
- How would you rate the overall efficiency of HR administrative onboarding?
- Were you given clear instructions for completing the required documentation?
Paperwork and documentation clarity questions
Clear documentation helps new employees understand policies, benefits, and expectations accurately. These questions assess whether the onboarding materials were understandable.
- Were policy documents and employee handbook materials clear and understandable?
- Did you receive an adequate explanation of benefits and enrollment processes?
- How clear were the instructions for completing the required forms?
- Were you provided documentation about company policies and procedures?
- Did you understand your employment terms and conditions clearly?
Technology provisioning and setup questions
Technology readiness on day one enables new hires to begin learning and contributing immediately. These questions measure whether technology provisioning met expectations.
- Were all the necessary technology tools provided and working by your start date?
- Did you receive adequate training on company-specific software and systems?
- How quickly were technical issues resolved when they occurred?
- Were the technology setup instructions clear and easy to follow?
- Did you have IT support available when you needed assistance?
Physical workspace adequacy questions
A prepared workspace signals organizational readiness and respect for new team members. These questions evaluate whether the physical workspace setup met needs.
- Was your physical workspace ready and adequate for your needs?
- Did you have all the necessary supplies and equipment from day one?
20+ new hire questions about role clarity and expectations
Role clarity directly impacts new hire confidence, productivity, and the likelihood of staying with the organization. These onboarding survey questions assess whether new employees understand their job responsibilities clearly. When job expectations are unclear, new hires experience frustration and decreased engagement over time. The questions below help organizations identify where role communication needs improvement.
Job responsibility understanding questions
A clear understanding of job responsibilities enables new hires to prioritize their efforts effectively. These questions measure whether role expectations were communicated successfully.
- How clearly do you understand your primary job responsibilities?
- Was your role explained in sufficient detail during onboarding?
- Do you understand which tasks are your highest priorities?
- How well does your actual role match the job description from recruitment?
- Are you clear about the scope and boundaries of your position?
Performance expectations clarity questions
Clear performance expectations help new employees understand what success looks like in their role. These questions assess whether performance standards were communicated effectively.
- Do you understand how your performance will be measured and evaluated?
- Has your manager clearly explained expectations for your first 90 days?
- Are you clear about the quality standards expected for your work?
- Do you understand what excellent performance looks like in your role?
- Have goals and objectives been established for your first months?
Success criteria and metrics questions
Understanding success criteria helps new hires focus their energy on what matters most. These questions evaluate whether new employees know how they will be evaluated.
- Are you clear about the metrics that will determine your success?
- Do you understand what milestones you should achieve during onboarding?
- Has your manager explained how your work will be assessed?
- Do you know what accomplishments are expected by specific timeframes?
- Are the success criteria specific enough to guide your daily priorities?
Decision-making authority and boundaries questions
Understanding decision-making authority prevents new hires from overstepping or being overly hesitant. These questions assess whether role boundaries were clarified during onboarding.
- Do you understand what decisions you can make independently?
- Are you clear about when you need to seek approval or guidance?
- Has your manager explained your level of authority within the team?
- Do you understand how your role interacts with other positions?
- Are you clear about escalation paths when you encounter issues?
- Do you understand the boundaries between your role and adjacent roles?
15+ onboarding survey questions measuring resource availability
onboarding_survey_questions_for_new_hires_6.jpg
Access to necessary resources determines how quickly new hires can become productive in their roles. These pulse survey tool questions assess whether new employees received adequate tools and support. When resources are missing or inadequate, new hire frustration increases, and productivity suffers significantly. The questions below help organizations identify resource gaps affecting new employee success.
Tools and technology adequacy questions
Adequate tools enable new hires to perform their jobs effectively without resorting to workarounds. These questions evaluate whether technology resources met job requirements.
- Do you have all the technology tools you need to do your job effectively?
- Are the software systems you use appropriate for your work requirements?
- Is your computer equipment adequate for your job responsibilities?
- Have you received access to all systems necessary for your role?
- Are there any tools you need but do not currently have access to?
Information and documentation accessibility questions
Accessible information helps new hires find answers independently and learn efficiently. These questions assess whether knowledge resources are available and useful.
- Can you easily find the information you need to do your job?
- Are process documents and procedures readily accessible?
- Is the company's intranet or knowledge base useful for finding answers?
- Do you have access to historical information relevant to your work?
- Are documentation and resources organized in a way that makes sense?
Support system and help with resource questions
Support systems help new hires navigate challenges and continue learning beyond formal training. These questions measure whether help resources are adequate.
- Do you know where to go when you need help or have questions?
- Are there designated people you can turn to for different types of support?
- Is there a buddy or mentor assigned to help you during onboarding?
- How adequate is the support available when you encounter challenges?
- Do you feel supported in your learning and development needs?
Equipment and supplies provision questions
Physical resources and supplies enable new hires to perform their work without delays. These questions evaluate whether physical resources met needs.
- Did you receive all the necessary supplies and materials for your role?
- Is your workspace equipped with everything you need to work comfortably?
10+ onboarding survey questions for hiring managers about handoff
The handoff from recruitment to onboarding is a critical transition that significantly affects the new-hire experience. These questions assess whether hiring managers facilitated smooth transitions for new team members. Effective handoffs ensure that promises made during the recruiting process are fulfilled during onboarding. The questions below help organizations improve coordination between recruitment and onboarding teams.
Recruitment to onboarding transition quality questions
Smooth transitions from recruiting to onboarding set the stage for positive new hire experiences. These employee engagement survey providers' questions evaluate handoff effectiveness from the manager's perspective.
- How well was information about the new hire communicated before their start?
- Did the recruiting process set appropriate expectations for the role?
- Was adequate time provided to prepare for the new employee's arrival?
- How well did recruiting convey the new hire's background and expectations?
- Were any disconnects identified between interview promises and role reality?
New hire preparedness and expectation alignment questions
Aligned expectations between recruitment and reality significantly improve new-hire satisfaction. These questions assess whether expectations were appropriately set and met.
- Did the new hire arrive with realistic expectations about their role?
- Were any surprises discovered about role requirements after starting?
- How well did the interview process prepare the new hire for this position?
- Were there gaps between what was promised and what was delivered?
- Did the new hire receive accurate information about company culture beforehand?
Team readiness and integration facilitation questions
Team preparation improves new-hire welcome experiences and significantly accelerates integration. These questions measure whether teams were ready to receive new employees.
- Was the team adequately prepared for the new employee's arrival?
- Did team members have the information needed to support onboarding effectively?
20+ new hire experience questions measuring emotional journey
onboarding_survey_questions_for_new_hires_7.jpg
The emotional journey during onboarding significantly influences new-hire engagement and the likelihood of retention. These questions capture how new employees feel at different stages of their onboarding experience. Understanding the emotional dimension helps organizations provide better support during challenging transitions. The questions below track confidence, stress, and belonging as new hires progress through onboarding.
Confidence level and comfort progression questions
Building confidence during onboarding prepares new hires for independent contribution and success. These eNPs-related questions track confidence development over time.
- How confident do you feel in your ability to perform your job?
- Has your confidence level increased since your first day?
- Do you feel comfortable working independently on basic tasks?
- How prepared do you feel to handle challenges in your role?
- Has onboarding built your confidence in succeeding at this organization?
Excitement and enthusiasm maintenance questions
Maintaining new-hire excitement during onboarding prevents early disengagement. These questions assess whether initial enthusiasm has been sustained.
- How excited are you about your role and this organization currently?
- Has your enthusiasm for working here changed since you started?
- Do you feel engaged and interested in your daily work?
- Are you motivated to contribute and make an impact in your role?
- Has the reality of the job matched your initial excitement level?
Stress level and overwhelm assessment questions
Managing stress during onboarding prevents burnout and supports healthy adjustment to new roles. These questions measure whether new hires are experiencing excessive stress.
- How would you rate your current stress level related to your new job?
- Do you feel overwhelmed by the amount of information during onboarding?
- Are you experiencing anxiety about meeting expectations in your role?
- Is the onboarding workload manageable and appropriate?
- Do you have adequate support for managing the stress of a new job?
Belonging and acceptance feelings questions
Feeling a sense of belonging accelerates integration and significantly improves new-hire commitment. These questions assess whether new employees feel they fit and belong.
- Do you feel like you belong at this organization?
- How accepted do you feel by your team and colleagues?
- Do you feel like an insider or still like an outsider?
- Has onboarding helped you develop a sense of connection to the organization?
- Do you feel valued as a member of this team?
- Has the onboarding experience made you feel like this was the right choice?
10+ onboarding survey examples with complete question sets
Complete onboarding survey examples provide templates that organizations can adapt to their specific needs. These engagement survey examples include questions organized by timing and focus area. Using proven question sets ensures comprehensive coverage of important onboarding dimensions. The examples below provide ready-to-use surveys for each critical milestone in the new hire journey.
8 Day one new hire survey examples
Day one surveys capture first impressions while experiences are fresh and vivid for new hires. These questions focus on the welcome quality and the immediate needs assessment.
Welcome experience quality and first impressions:
- How welcome did you feel on your first day with us?
- Was someone there to greet you when you arrived this morning?
- Did your first-day experience meet your expectations?
Administrative process efficiency assessment:
4. Were administrative tasks and paperwork handled efficiently?
5. Did you have all the necessary tools and access by the end of the day?
Immediate needs and concern identification:
6. Are there any immediate concerns or needs you want to share?
7. What would have made your first-day experience better?
8. How excited are you about starting this new job on a scale of 1 to 10?
15 End of week one onboarding survey example
Week one surveys evaluate whether initial training and integration have been effective so far. These questions cover training, support, and early cultural impressions.
Initial training effectiveness evaluation:
- How effective has your first week of training been overall?
- Was the training pace appropriate for your learning style?
- Do you feel prepared to begin applying what you have learned?
- Were training sessions engaging and relevant to your role?
Manager and team support assessment:
5. How accessible has your manager been during your first week?
6. Do you feel supported by your immediate team members?
7. Were you introduced to the key people you need to know?
Cultural introduction and understanding:
8. How well do you understand the company culture so far?
9. Does the culture feel welcoming and inclusive to you?
10. Do you understand the company's mission and values?
Resource adequacy and tool access:
11. Do you have all the tools and resources you need to work?
12. Is your workspace adequate for your job requirements?
13. Have technology issues been resolved promptly when needed?
14. What additional resources would help you during onboarding?
15. How satisfied are you with your first week experience overall?
20 30-day new hire survey examples
Thirty-day surveys provide deeper insight into role clarity and progress in integration. These questions assess whether onboarding has prepared new hires for their responsibilities.
Role preparation and confidence level:
- How clearly do you understand your job responsibilities now?
- How confident do you feel performing the core aspects of your role?
- Do you understand how your performance will be evaluated?
- Has your role matched expectations from the recruitment process?
Training comprehensiveness and application:
5. Was your training comprehensive enough to prepare you for your role? 6. Have you been able to apply training knowledge in your daily work?
7. Were there any skill gaps not addressed by training?
8. Do you need additional training in any specific areas?
Manager relationship and support quality:
9. How would you rate your relationship with your manager?
10. Does your manager provide adequate feedback on your work?
11. Is your manager accessible when you need guidance or support?
12. Has your manager set clear expectations for your development?
Team integration and collaboration:
13. How integrated do you feel with your team at this point?
14. Have you developed productive working relationships with colleagues?
15. Do you feel comfortable collaborating with team members?
Resource availability and support systems:
16. Do you have access to all resources needed for your role?
17. Is adequate support available when you encounter challenges?
18. Do you know where to find help when you need it?
19. What improvements would enhance your onboarding experience?
20. How likely are you to still be working here in one year?
18 60-day onboarding survey for new hires example
Sixty-day surveys assess deepening integration and emerging development needs. These questions focus on performance understanding and engagement levels.
Performance expectations understanding:
- Do you have a clear understanding of the success criteria for your role?
- Has your manager discussed your progress and development areas?
- Do you understand how you will be evaluated during reviews?
- Are you meeting the expectations set for your first 60 days?
Career development awareness:
5. Do you understand potential career path opportunities at this organization?
6. Has your manager discussed your professional development goals?
7. Are you aware of learning and growth resources available to you?
8. Do you feel the organization invests in employee development?
Engagement level and commitment:
9. How engaged do you feel with your work currently?
10. Are you excited about your future with this organization?
11. Do you feel proud to work for this company?
12. Would you recommend this organization to friends seeking employment?
Work-life balance and well-being:
13. Is the workload manageable and sustainable for you?
14. Do you feel the organization supports work-life balance?
15. Are you experiencing any concerns about workload or stress?
16. Do you have what you need to maintain your well-being?
17. What could improve your experience during the next 30 days?
18. How satisfied are you with your overall onboarding experience?
25 90-day comprehensive new hire survey examples
Ninety-day surveys provide a comprehensive evaluation of the entire onboarding experience. These questions cover all dimensions and gather overall effectiveness ratings.
Overall onboarding effectiveness rating:
- How would you rate your overall onboarding experience on a scale of 1 to 10?
- Did the onboarding program prepare you for success in your role?
- How well organized was the onboarding program overall?
- Were onboarding milestones and expectations clearly communicated?
Long-term retention likelihood:
5. How likely are you to still be working here in one year?
6. How likely are you to recommend this organization as an employer?
7. Do you feel committed to building your career here long-term?
8. Has the onboarding experience strengthened your commitment?
Comprehensive improvement recommendations:
9. What aspects of onboarding were most valuable to your success?
10. What aspects of onboarding need the most improvement?
11. What was missing from your onboarding experience?
12. What advice would you give to improve the onboarding process?
13. What would you tell a new hire about the onboarding experience?
Net Promoter Score for new hire experience:
14. On a scale of 0 to 5, how likely would you be to recommend our onboarding program?
15. What drove your rating of the onboarding experience?
16. Did onboarding help you feel connected to the organization?
17. Did onboarding prepare you to perform your job effectively?
18. How would you describe the onboarding experience in one word?
19. Did you receive adequate support throughout the onboarding period?
20. Were there any surprises during onboarding that should have been addressed?
21. How would you rate the training quality during onboarding?
22. How would you rate manager support during onboarding?
23. How would you rate team integration during onboarding?
24. How would you rate resource availability during onboarding?
25. What single change would most improve the onboarding experience?
175+ onboarding survey questions for new hires, organized by timing
onboarding_survey_questions_for_new_hires_8.jpg
Comprehensive question banks organized by timing provide the foundation for effective onboarding surveys. These employee engagement survey questions cover every stage of the new-hire journey. Organizations can select relevant questions from each section to build custom surveys. The questions below span from pre-boarding through the 90-day milestone.
12 Pre-boarding new hire questions
Pre-boarding surveys assess whether communication before the start date adequately prepares new hires. These questions help organizations improve the period between offer acceptance and day one.
Communication quality before start date:
- How satisfied were you with the communication after accepting the offer?
- Were you kept informed about what to expect on your first day?
- Did you receive timely responses to questions before your start date?
Information completeness and clarity:
4. Did you receive all the information you needed before starting?
5. Were pre-boarding materials clear and easy to understand?
6. Did you receive your employment paperwork with adequate time to review?
Technology and equipment coordination:
7. Were technology and equipment arrangements communicated clearly? 8. Did you receive information about accessing company systems before starting?
9. Were IT setup details provided in advance of your first day?
Excitement level and expectation setting:
10. How excited were you about starting before your first day?
1. Did pre-boarding communication increase your enthusiasm about joining?
12. Were your expectations about the role clearly set before starting?
20 Day one new hire onboarding survey questions
Day one surveys capture the critical first impressions that shape ongoing perceptions. These questions cover every aspect of the first-day experience.
Welcome experience and reception quality:
- Were you greeted promptly and warmly when you arrived?
- Did team members seem prepared and expecting your arrival?
- How welcomed did you feel on your first day overall?
- Did you receive a personal welcome from your manager?
First impressions and initial comfort level:
5. Did your first-day experience meet your expectations?
6. How comfortable did you feel in the new environment by the end of the day?
7. Were you impressed by the organization on your first day?
8. Did first impressions match what you expected from the interview?
Administrative process efficiency:
9. Was paperwork and documentation handled efficiently?
10. Did administrative processes feel organized and professional?
11. Were instructions for completing requirements clear?
12. Did you understand the benefits enrollment information provided?
Workspace setup and technology functionality:
13. Was your workspace ready and set up when you arrived?
14. Did all necessary technology work properly on day one?
15. Were system credentials and access working immediately?
16. Did you have all the necessary tools and supplies provided?
Manager introduction and initial guidance:
17. Did your manager meet with you on your first day?
18. Did you receive initial guidance about first-week priorities?
19. Was adequate time scheduled for the manager introduction?
20. Do you know when your next meeting with your manager will be?
25 End of first week new hire survey questions
Week one surveys assess whether early training and integration efforts are working effectively. These questions cover all major dimensions of the first-week experience.
Training effectiveness and comprehension:
- How effective has your first week of training been overall?
- Was the training content relevant to your job responsibilities?
- Were you able to understand and retain training information?
- Did training include adequate practice opportunities?
Information pacing and overload assessment:
5. Was the pace of information delivery appropriate for you?
6. Did you feel overwhelmed by the amount of information this week?
7. Were breaks provided to process new information between sessions?
8. Did the training schedule allow adequate time for questions?
Manager accessibility and support:
9. How accessible has your manager been during your first week?
10. Did your manager check in with you regularly this week?
11. Were you able to get questions answered by your manager promptly? 12. Did your manager provide clear guidance about priorities?
Team welcome and integration:
13. How welcomed have you felt by your team members?
14. Did colleagues make an effort to include you in activities?
15. Have you been introduced to key people you need to know?
16. Do you feel like you are becoming part of the team?
Company culture introduction:
17. How well do you understand the company culture now?
18. Were company values explained during your first week?
19. Does the culture feel welcoming and supportive?
20. Did onboarding include cultural orientation components?
Resource and tool availability:
21. Do you have access to all the tools needed for your job?
22. Is your workspace adequate and properly equipped?
23. Are technology resources working properly for you?
24. Do you know where to find the information and resources you need?
25. What additional support would help you next week?
18 Two-week new hire questionnaires
Two-week surveys capture the transition from initial orientation to active learning. These questions assess whether early knowledge is translating into application.
Knowledge retention and application:
- Are you able to apply training knowledge in your daily work?
- How well are you retaining information from initial training?
- Can you complete basic tasks independently at this point?
- Do you feel training prepared you adequately for your role?
Role clarity and responsibility understanding:
5. How clearly do you understand your primary responsibilities?
6. Are you clear about which tasks are your highest priorities?
7. Does your actual role match expectations from the job description?
8. Do you understand how your work contributes to team goals?
Peer relationship development:
9. Are you building productive relationships with colleagues?
10. Have you identified peers you can turn to for support?
11. Do you feel accepted and included by team members?
12. Are colleagues helpful when you have questions or need guidance?
Questions and concerns resolution:
13. Are your questions being answered promptly?
14. Do you know who to approach for different types of questions?
15. Are you comfortable raising concerns or issues?
16. Have any concerns from your first week been addressed?
17. What questions remain unanswered at this point?
18. What would most help you during the next two weeks?
30-day onboarding survey questions for new hires
Thirty-day surveys provide a comprehensive assessment of early onboarding effectiveness. These questions cover all major dimensions of the first month experience.
Job responsibility clarity and confidence:
- How clearly do you understand your job responsibilities now?
- How confident do you feel performing the core aspects of your role?
- Can you work independently on most routine tasks?
- Do you feel prepared to handle increasingly complex assignments?
- Has your confidence level increased since your first day?
Training adequacy for role requirements:
6. Was the training comprehensive enough to prepare you for your role?
7. Were there skill gaps not adequately addressed by training?
8. Do you need additional training in any specific areas?
9. Did training include enough practical application opportunities?
10. Are ongoing learning resources available when you need them?
Manager relationship quality:
11. How would you rate your relationship with your manager?
12. Does your manager provide regular and helpful feedback?
13. Is your manager accessible when you need guidance?
14. Has your manager set clear expectations for your development?
15. Do you feel supported by your manager during onboarding?
Team dynamics and collaboration:
16. How integrated do you feel with your team at this point?
17. Have you developed productive working relationships with colleagues? 18. Are you comfortable collaborating with team members?
19. Do you feel like a valued member of the team?
20. Is collaboration encouraged and supported within the team?
Cultural alignment and values integration:
21. Do you feel aligned with the company culture and values?
22. Are stated values reflected in daily behaviors you observe?
23. Do you feel proud to work for this organization?
24. Does the culture support your preferred working style?
25. Do you feel you belong at this organization?
Resource sufficiency assessment:
26. Do you have access to all resources needed for your role?
27. Is adequate support available when you encounter challenges?
28. Are there any resources you still need but do not have?
29. What improvements would enhance your onboarding experience?
30. How satisfied are you with your first 30 days overall?
60-day new hire survey questions
Sixty-day surveys assess deepening integration and emerging growth needs. These questions focus on independence, support, and development.
Independent work capability:
- Can you now work independently on most aspects of your role?
- Do you require less oversight than when you first started?
- Are you comfortable making decisions within your authority?
- Do you feel confident handling challenges that arise?
- Can you troubleshoot problems independently?
Ongoing support adequacy:
6. Is ongoing support adequate for your current development stage?
7. Do you have access to resources for continued learning?
8. Is your manager providing an appropriate level of guidance now?
9. Are colleagues still helpful when you have questions?
10. Do you know where to find help when you need it?
Growth opportunity awareness:
11. Do you understand career path opportunities at this organization?
12. Has your manager discussed your professional development goals?
13. Are you aware of learning and development resources available?
14. Do you feel the organization invests in employee growth? 1
5. Are there opportunities to expand your skills in your role?
Team contribution and impact:
16. Do you feel you are making meaningful contributions now?
17. Is your work recognized and valued by the team?
18. Have you been able to make an impact on team goals?
19. Do you feel like a productive member of the team?
20. Are you contributing to projects and initiatives meaningfully?
Organizational commitment level:
21. How committed do you feel to this organization?
22. Are you planning to build your career here long-term?
23. Do you feel excited about your future with this organization?
24. Would you recommend this organization as an employer?
25. How likely are you to still be working here in one year?
90-day new hire experience questions
Ninety-day surveys provide a comprehensive final assessment of the onboarding program. These questions evaluate all dimensions and gather detailed improvement recommendations.
Overall onboarding program effectiveness:
- How would you rate your overall onboarding experience?
- Did onboarding prepare you for success in your role?
- Was the onboarding program well organized and structured?
- Were expectations and milestones clearly communicated?
- Did onboarding feel comprehensive?
Training comprehensiveness and value:
6. How valuable was the training you received overall?
7. Did training adequately prepare you for your job responsibilities?
8. Was the training content relevant and applicable to your role?
9. Were training methods effective for your learning style?
10. Would you recommend changes to the training curriculum?
Manager support throughout the journey:
11. How would you rate your manager's support throughout onboarding?
12. Did your manager provide adequate feedback and guidance?
13. Was your manager accessible when you needed help?
14. Did your manager set you up for success in your role?
15. How would you rate the quality of the manager relationship?
Cultural integration and belonging:
16. Do you feel integrated into the company culture now?
17. Do you understand and connect with organizational values?
18. Do you feel like you belong at this organization?
19. Is the culture what you expected based on the interview process?
20. Do you feel proud to work for this organization?
Role preparation adequacy:
21. Did onboarding prepare you adequately for your role?
22. Are there skills or knowledge you still need to develop?
23. Do you feel confident performing all aspects of your job?
24. Does your role match expectations set during recruitment?
25. Are you clear about how to succeed in your position?
Retention likelihood and satisfaction:
26. How likely are you to still be working here in one year?
27. How likely are you to recommend our onboarding program to others?
28. How satisfied are you with your decision to join this organization?
29. What single improvement would most enhance onboarding?
30. What aspects of onboarding were most and least valuable?
How Matter can help with onboarding survey questions for new hires
Matter provides comprehensive tools to streamline and enhance your onboarding feedback collection across every milestone. The platform includes new hire-specific question banks optimized for each stage of the employee onboarding journey. Automated survey scheduling ensures new employees receive surveys at critical touchpoints without manual intervention from HR professionals. Matter integrates employee rewards ideas with survey completion to celebrate new hires who provide valuable feedback.
Matter's new hire-specific question banks are optimized for each milestone
Matter offers pre-built question templates designed specifically for the unique perspectives and experiences of new employees. These questions address what matters most at each stage from pre-boarding through 90 days. Organizations can customize templates while maintaining research-backed question structures that generate actionable insights. The question banks cover all dimensions, including welcome experience, training effectiveness, and retention likelihood.
- Pre-built templates save time while ensuring comprehensive feedback coverage
- Questions are worded appropriately for new hires who lack organizational context
- Customization options allow alignment with specific company culture and values
- Regular updates ensure questions reflect current best practices in onboarding research
Automated survey scheduling at critical new hire touchpoints
Matter automates survey delivery based on employee start dates, eliminating manual tracking and sending. Organizations configure survey schedules once, and the platform automatically handles distribution at day one, week one, 30 days, 60 days, and 90 days. Automated reminders increase response rates without requiring HR intervention. Real-time dashboards show survey responses as they arrive, enabling rapid identification of at-risk new hires.
- Automatic scheduling prevents surveys from being forgotten during busy periods
- Consistent timing across all new hires enables meaningful trend analysis
- Reminders improve participation rates without burdening HR teams
- Real-time analytics identify concerning patterns before they lead to turnover
Recognition integration, celebrating new hire achievements, and survey completion
Matter connects onboarding feedback with recognition to create a positive association with providing input. New hires receive recognition for completing milestone surveys, reinforcing participation behavior. The platform also enables recognizing team members who excel at welcoming new employees based on survey feedback. This integration creates a virtuous cycle where feedback leads to recognition and improvement.
- Survey completion celebrations encourage participation and engagement
- Recognition rewards can include digital gift cards, charitable donations, or company swag
- Feedback identifies exceptional welcomers who deserve recognition for their efforts
- Integration between surveys and recognition creates a cohesive employee experience
Frequently asked questions about onboarding survey questions for new hires
Q: What are the best onboarding survey questions for new hires?
A: The best questions focus on welcome quality, training effectiveness, manager support, team integration, and retention likelihood. Essential questions include first-day experience ratings, training comprehension assessments, manager accessibility evaluations, team belonging measurements, role clarity confirmations, resource availability checks, and retention likelihood indicators. Questions should be specific, actionable, and appropriate for the timing of each survey milestone.
Q: What should you ask in a new hire survey?
A: Ask about welcome experience and first impressions, training effectiveness and knowledge retention, manager accessibility and support quality, team integration and peer relationships, cultural understanding and values alignment, resource availability and tool access, role clarity and performance expectations, confidence levels and comfort progression, and overall satisfaction with retention likelihood. Include both rating scales for trending and open-ended questions for detailed feedback.
Q: When should you send onboarding surveys to new hires?
A: Send surveys at critical milestones, including pre-boarding before day one, end of day one for first impressions, end of first week after initial training, 30 days when role clarity emerges, 60 days when integration deepens, and 90 days for comprehensive evaluation. Multiple touchpoints provide longitudinal data showing how employee sentiment evolves and identifying when specific issues emerge during onboarding.
Q: What are good new hire questionnaire questions?
A: Good questions should be specific and experience-based rather than abstract. Examples include welcome experience ratings, workspace readiness assessments, job responsibility clarity checks, tools and resources availability confirmations, manager accessibility evaluations, team belonging measurements, company values understanding confirmations, role confidence ratings, improvement suggestions, and recommendation likelihood indicators. Focus on observable experiences.
Q: What are the new employee orientation survey questions?
A: Orientation-specific questions focus on formal onboarding events and activities. Include orientation program effectiveness ratings, information comprehensiveness assessments, session engagement evaluations, presenter and content quality ratings, culture understanding confirmations, topic value rankings, missing content identifications, improvement suggestions, and role preparation assessments. These questions help improve the structure of orientation programs.
Q: How many questions should a new hire survey include?
A: Question quantity depends on survey timing and goals. Survey length should scale with the onboarding timeline:
- Day one surveys: 8 to 12 questions
- First-week surveys: 15 to 20 questions
- 30-day surveys: 20 to 30 questions
- 90-day surveys: 25 to 35 questions
Keep surveys under 15 minutes to maintain high response rates among busy new hires. Multiple shorter surveys throughout onboarding yield better data than a single lengthy survey.
Final thoughts on onboarding survey questions for new hires
Well-crafted onboarding survey questions for new hires capture employee perspectives and experiences during their critical first 90 days. This is the period when impressions form and retention decisions begin. Organizations can use new hire survey feedback to identify team members who excel at welcoming new employees, recognize managers who provide exceptional onboarding support, and celebrate new hires who complete milestone employee surveys and achieve early successes.
Matter offers automated survey scheduling from pre-boarding through 90-day intervals and customizable templates built for new-hire perspectives. Recognition features celebrate milestones and participation, while real-time analytics identify at-risk employees early. The result is seamless feedback collection that transforms overwhelming first weeks into confidence-building experiences, accelerating productivity and reducing early turnover.
Ready to optimize your new hire experience with proven onboarding survey questions? Schedule a demo with a Matter expert today and discover how our platform can help you gather meaningful new hire feedback, identify risks early, and create a culture of continuous improvement.
