Employee Onboarding & New Hire Surveys | Qualtrics UK

Onboarding & New Hire Surveys

Onboarding surveys, sometimes referred to as new hire surveys, measure the new employee experience and help leaders improve the onboarding and new hire process.

Request Demo

Effective onboarding and new hire surveys should be tailored to fit the organization and provide insight from questions like...

  • Was the new hire given the necessary information and resources they need to succeed in his/her new role?
  • Did the new hire meet with their supervisor or manager and were they given the opportunity to address any questions or concerns?
  • Did the employee’s supervisor or manager provide the new hire with clear job expectations?
  • Did the new hire feel comfortable and welcomed into his/her team or role?
  • Did the new hire receive proper product training or orientation in order to succeed in his/her role?

By gathering information from each new hire and tracking items such as satisfaction, manager feedback and the effectiveness of orientation processes, HR leaders and managers can maximize and optimize the investment they make in hiring and training new employees.

Best practices for onboarding & new hire surveys

When deploying any type of employee survey, care should be taken to ensure that the resulting data is actionable, that employees feel comfortable giving honest feedback, and that feedback collection is timely and relevant. As you begin deploying onboarding and new hire surveys consider the following:

  • Survey employees at the right time Consider the best time to survey employees— after their first day, their first week, first month, first 3 months, or at all of those points. Regardless of when you send your onboarding survey, waiting too long to send onboarding and new hire survey requests means losing out on valuable insights. It may be helpful to automate or schedule feedback requests so you can collect information from new hires immediately after they pass a particular orientation milestone. This will help employees recall and report on their experience in a richer and more accurate way.
  • Keep it short and to the point Completing these surveys shouldn't feel like a chore. Limit new hire or onboarding surveys to 10 questions or less, and avoid asking more than 3 open-ended questions to reduce the burden on employees. That way, you'll maximize your responses and make sure you get feedback from people with a wide range of views.
  • Measure onboarding effectiveness Don't lose sight of the real reason you're asking these onboarding survey questions. You need to ensure that new hires are ramping up as quickly as possible and begin harnessing new hires' high levels of engagement. Ultimately, your survey questions should be written to accomplish these goals.
  • Directly ask employees to identify changes they'd like to see in the onboarding and new hire process Give employees the ability to not only rate their experience, but to shape future processes. By asking and acting on feedback, you not only build a better experience for future employees, you also engage and empower current employees.
  • Make sure questions are relevant to your organization's onboarding process Tailoring your questions to mirror your organization's unique onboarding and new hire processes will result in more actionable data. While a generic question set can give you a great starting point, it is important to ensure that the themes and question wording are connected to the actual onboarding process that the survey takers have gone through.

Tying onboarding & new hire data with employee engagement data

Employee engagement is a proven driver of employee productivity, attrition, revenue, and customer experience—and employee engagement starts the minute a new hire starts working at your organization. Employees are generally highly engaged in their first days with an organization so capturing employee feedback at the new hire stage of the employee lifecycle allows you to set an anchor for early tenure engagement so you can better track how engagement fluctuates over time. Understanding when and how engagement dips or changes can provide very actionable data that an organization can use to target intervention.