Employee Onboarding Surveys: 60 Questions That Help Retain Top Talent

For many new hires, the initial 45 days are nothing short of transformative. It’s a whirlwind of meeting new colleagues, learning company protocols, and determining if the job meets their expectations. In fact, (SHRM) notes that roughly 20% of employee turnover occurs within the first 45 days. That’s a staggering statistic, implying that one in five new hires may leave before they’ve truly had a chance to settle in.

So, how can you capture these critical insights early on and ensure your onboarding process is on point? The answer lies in targeted onboarding surveys.

In this article, we’ll explain what onboarding surveys are, why they’re essential, and how to conduct them at key milestones, 7 days, 30 days, and 90 days.

What Are Onboarding Surveys? (Also Known as New Hire Surveys)

Onboarding surveys also referred to as new hire surveys are essentially planned sets of questions intended to record new hires' initial experiences. To obtain both quantitative and qualitative information, these surveys usually include open-ended, rating scale, and multiple-choice items or a mix of everything. The goal is to learn how new hires view their general workplace culture, training efficacy, role clarity, and integration into the organization.

These surveys are far from being a pointless formality; rather, they aid in identifying problems and areas for development, making new recruits feel appreciated and acknowledged from the outset.

Structuring Your Onboarding Surveys: A 7-30-90-Day Roadmap

A phased approach is essential as opposed to a single, lengthy survey to record changing experiences at significant turning points over the first ninety days. Because of the dynamic nature of the onboarding process, a single survey cannot adequately capture the changes a new worker experiences. They are acclimating to the company during the first week, interacting with their role within 30 days, and settling into long-term expectations by 90 days. This method guarantees prompt response, enabling you to monitor progress, spot problems early, and modify assistance as necessary.

Stage 1: The First 7 Days (15 Questions)

In these initial days, focus on capturing those raw, unfiltered first impressions. This stage goes beyond checking if the desk is set up, it’s about understanding whether new hires feel genuinely welcomed, have met the essential contacts, and are beginning to grasp the basics of their role.

Stage 2: The First 30 Days (25 Questions)

By 30 days, new hires have had a chance to settle in and understand the nuances of their role and the organization. This phase probes deeper into role clarity, team integration, training effectiveness, and available support.

Stage 3: The First 90 Days (20 Questions)

By 90 days, new hires should be transitioning from the initial “getting-started” phase to focusing on professional development. At this point, the survey should address long-term role alignment, cultural fit, communication effectiveness, and initial perceptions of performance management.

Onboarding Survey Question Types:

• Multiple-Choice Questions: These provide quick, quantifiable insights and are ideal for identifying trends. For example, if many new hires rate role clarity as “Somewhat Clear,” it signals an area that may need improvement.

• eNPS (Employee Net Promoter Score): A quick measure of overall satisfaction. Asking how likely new hires are to recommend the company gives you a clear picture of their engagement and loyalty.

Recommended Read: Everything About Employee Net Promoter Score (eNPS)

• Likert Scale: Respondents rate statements on a scale, typically from 1 to 5 or 1 to 7, ranging from "Strongly Disagree" to "Strongly Agree." This provides more nuance than yes/no questions, helping capture the intensity of new hires’ opinions.

Source: Vantage Pulse

• Yes/No with Comment Options: These simplify responses while allowing brief explanations.

• Open-Ended Questions: Capture detailed, nuanced feedback that standard questions might miss.

Applying Sentiment Analysis

It can be intimidating to process a lot of qualitative comments. Open-ended comments can be automatically classified into positive, neutral, or negative attitudes using AI-powered sentiment analysis by survey platforms like Vantage Pulse or ThriveSparrow. You may easily discover reoccurring problems and select areas for immediate change with the help of this technology and improve employee sentiment.

Best Practices for Rolling Out Onboarding Surveys: Actionable Strategies

Scheduling onboarding surveys at 7, 30, and 90 days is not enough to get the most out of them. Here are some doable tactics to guarantee that your surveys produce insightful, frank responses:

Establish clear expectations and a timeline:

Create a thorough onboarding calendar that details the reasons behind and times for survey distribution. Include a quick pre-survey orientation email, for example, assuring new personnel that the purpose of these surveys is to improve corporate procedures and not to assess individual performance. Anxiety is lessened by this forthright clarity.

Select a Sturdy, Safe Survey Platform:

Employ a technology that ensures complete anonymity by providing each respondent with an identical paper form or a single, non-identifiable link. Verify that the platform complies with data protection regulations and let your new hires know this in plain terms. Employees are more inclined to be truthful when they are aware that their answers cannot be linked to them.

Recommended Read: The 10 Best Employee Survey Tools for 2025

Pay Attention to Business Procedures, Not Individual Performance:

Ask about the onboarding process, the availability of resources, and the position expectations' clarity. Consider posing queries such as "How clear are the instructions provided for your role?" as an alternative to "Are you struggling with your tasks?" This change in emphasis makes it easier for staff members to offer constructive criticism without worrying about the consequences of their own reputation.

Pilot Your Survey:

Conduct a pilot survey with a small group or internal HR staff prior to general launch. This phase assists you in recognizing sensitive or unclear questions that could deter honest answers. Make changes to your survey's language and flow based on the pilot's input.

Connect Feedback to Useful Results:

Don't let the data sit around collecting dust. To address common difficulties, establish a systematic review procedure with deadlines. For instance, if several new hires express confusion about the orientation materials, arrange a meeting with the training team to update those materials. Then, share the changes with your employees.

Close the feedback loop and follow up:

After resolving the concerns brought up, let prospective hires know about the modifications. A straightforward statement such as "We've updated our onboarding manual based on your feedback" shows that their suggestions result in tangible enhancements. This openness promotes continued involvement and fosters trust.

Provide Training to Empower Managers:

Educate managers on how to properly use sentiment analysis reports and evaluate survey data. Managers can hold more fruitful one-on-one meetings and contribute to the development of a positive work environment when they know how to convert feedback into improvements that can be implemented.

Regularly Review and Update the Survey Process:

Monitor response rates and overall satisfaction continuously. Adjust your questions and rollout strategy based on what the data tells you. This ongoing evaluation ensures that your surveys remain relevant and effective as your organization evolves.

Why Onboarding Surveys Are Essential

One cannot stress the importance of onboarding surveys enough. Here's why they're significant:

• Reducing Early Turnover: High turnover is not just a financial drain; it disrupts team dynamics and morale. With research showing that replacing an employee can cost up to 20% of their annual salary (Center for American Progress), catching issues early is crucial.

• Boosting Engagement: Only about 12% of employees feel their company nails the onboarding process, according to a Gallup study. Surveys help pinpoint where improvements are needed to foster a supportive environment.

• Identifying Hidden Frustrations: Frequently, nervousness or confusion prevent new hires from directly voicing issues. A well-crafted survey offers a secure environment for open communication, identifying problems before they become more serious.

• Shaping the Employee Lifecycle: Effective onboarding is the critical first chapter in an employee's lifecycle. Surveys during this phase establish benchmarks for future development milestones, inform targeted training programs, and create personalized career path opportunities that extend throughout their tenure with your organization.

• Enhancing Employee Experience: The impression formed during onboarding colors an employee's entire perception of your company. Surveys help you craft a positive, supportive introduction that demonstrates your commitment to employee wellbeing. When employees feel valued from day one, they're more likely to remain engaged, develop loyalty, and become ambassadors for your organization's culture.

Want to put these insights into action? Try our Employee Onboarding Template to streamline your process today!

In conclusion

Good onboarding surveys get important input and promote significant change. By employing anonymous, business-focused questions to collect insights at 7, 30, and 90 days, you foster a positive work environment for new workers. By incorporating these insights into performance evaluations and continuous enhancements, engagement is increased, attrition is decreased, and the groundwork for long-term organizational success is laid.

FAQs

1. How can onboarding surveys improve employee retention?

Onboarding surveys identify early frustrations or confusion that could lead to turnover. By addressing these issues proactively, employees feel supported, improving their engagement and likelihood to stay long-term.

2. Can I use onboarding surveys for remote employees?

Yes, onboarding surveys are equally valuable for remote employees. They help assess how well remote workers are integrated into the team, whether they have the necessary resources, and if they feel connected to the company culture.

3. How can I ensure employees feel comfortable giving honest feedback in surveys?

Ensure anonymity, make participation voluntary, and emphasize that feedback is solely for improving company processes, not for evaluating individual performance. Providing clear communication about how responses are used helps build trust.

This article was co-authored by Sahil, Nilotpal and Supriya, who work as digital marketers at Vantage Circle. For any queries reach out to editor@vantagecircle.com.