Onboarding Process Survey Questions and Answers

HR conducts an onboarding process survey to collect quantitative and qualitative feedback that helps improve their orientation program. The best way to understand the new hires is to distribute a survey questionnaire. This process creates a positive channel between the company and the new hire. It also strengthens employee feedback and helps companies optimize their processes.

Why are Onboarding Process Survey Questions Vital?

An organization invests a lot of time and money in onboarding its new employees. It is crucial to make the process simple and create an excellent first impression. Surveys can help organizations effectively measure the success of the onboarding process. Carrying out this survey for the first 6 months of onboarding ensures that the employee can settle in well.

It is wise to keep the questions short and to the point. There can be both open and close-ended questions, and the common types include:

• Likert scale survey questions: This is a closed model question asked on a scale of 1 to 5 with a popular opinion. The answer lies within the options. 
• Open-ended questions: These are suitable for detailed and elaborate responses. 
• Binary survey questions: These surveys have only two answers: yes/no. 

Read on to know more about survey questions based on candidate experience.

Behavioral Questions to Ask During Onboarding Process Survey

When hiring new employees, keep in mind that they do not have exposure to your company, products, and culture. Providing them with incomplete information on the company’s structure, mission, values, and vision will create confusion. A quality onboarding process is crucial to ensure their comfort. Some questions that may be helpful are listed below.

1. Did the job offer make you eager to join the company? Answer with a yes or no.

   The offer letter is intended to attract employees to the job. However, feedback is necessary to improve the offer letter’s quality for future hiring processes. If the answer is no, then it is time to make changes to the offer letter.

   Sample Answer: Yes, the job offer has made me eager to join the company. I’m excited about the opportunity and look forward to contributing to the team.

2. Did you find the job as expected? If not, then what were your expectations?

   The candidate might say that they are happy with the job and the growth expected from the company. It is the hiring team’s responsibility to help them understand the nature of their work.

   Sample Answer: I found the job aligned with my expectations. The role description matched what I had anticipated, and I’m excited to start.

3. Does your direct manager care about you?

   This is a question that employees must answer truthfully. The employer must develop trust to ensure sincere answers. Managers are extremely busy and tend to concentrate on professional work only. Report any unprofessional behavior encountered.

   Sample Answer: I believe my direct manager cares about my growth and success. We’ve had positive interactions during the interview process, and I’m optimistic about our working relationship.

4. Do you feel welcome in the organization so far?

   Most organizations know the importance of welcoming new employees and making them feel special. This creates a positive impact and relieves their nervousness. They will be excited to see their colleagues welcoming them into the organization.

   Sample Answer: Yes, I feel welcome in the organization so far. The team has been friendly and supportive, which has helped ease my transition.

5. What would have made your first day better?

   This important question provokes innovative and humorous responses. If their mentor is friendly, the new hire is likely to be satisfied on their first day.

   Sample Answer: To make my first day even better, having a clear onboarding plan and a brief introduction to team members would have been helpful. It would have eased any initial nerves and allowed me to dive into my tasks more smoothly.

6. Did you receive the necessary resources to work with your team?

   Experienced employees appreciate when resources are provided according to their skills. Any delay in distribution may delay their work with their team. In cases where employees are leading a team, resource deficits could lead to work delays. Such cases should be rectified immediately after taking feedback.

   Sample Answer: Yes, I’m fully prepared to work with my team. I value open communication and cooperation, and I’m excited to bring my skills and ideas to the group to achieve our collective goals.

Soft Skill Questions to Ask During Onboarding Process Survey

New joiners look forward to getting started and making significant contributions to their organization. Mistakes in the onboarding process may lead them to search for a new job. By appropriately asking them the following survey questions, the company can gain their trust, win their hearts, and make them an excellent asset.

1. How clearly was your job role explained to you? (Rate from 1-10)

   Providing new employees with complete clarity on their new job is important. Were they given the same job role as explained? If their answer is ten, the hiring manager has done a great job in explaining the job, resulting in the employee having a clear growth vision.

   Sample Answer: I would rate it as an 8. The initial explanation was clear, but as I gained more hands-on experience, I discovered nuances that were not covered in the initial briefing.

2. How can we help you with your learning curve?

   Analyzing employee learning curves at specific intervals lets the company understand if they are using resources and progressing their skills. The hiring manager must get employee feedback on how the organization can help them reach higher performance.

   Sample Answer: I believe regular check-ins and constructive feedback would be beneficial. Additionally, access to relevant training materials and mentorship from experienced team members would greatly assist my learning curve.

3. Did you find the onboarding process helpful in transitioning from your old role to this one? (Answer with a yes/no)

   People may need help adjusting to a new company’s culture and setting. Give the new hire manageable tasks at first to help them feel comfortable in the new environment.

   Sample Answer: Yes, I found the onboarding process helpful. It provided a solid foundation for me to transition smoothly into my new role and understand the company’s expectations.

4. Do you feel that your work environment is psychologically and physically safe? (Rate 1- 10)

   This rating decides whether employees will stay with the company in the long run. To ensure high output, the hiring team must implement the feedback they get. Only then will the employees believe that the management hears their voice.

   Sample Answers: I would rate it as a 9. The company prioritizes safety, both mentally and physically. However, there’s always room for improvement in any work environment.

5. Have you been given enough training and resources to perform your job?

   Be it a small or multinational organization, employee training is crucial. A new hire has to undergo consistent training to prepare for higher responsibilities. Proper training is essential to ensure efficient resource use.

   Sample Answer: Yes, I have received adequate training and access to the necessary resources to perform my job effectively. If there are additional resources or training opportunities available, I’m open to utilizing them to further enhance my skills.

6. Are you confident about our company’s success? 

   This question reveals the employee’s belief in the business and their eagerness to advance. A positive answer implies that the new hire is unlikely to leave the job. Experienced candidates must have done thorough research before joining the organization. They have a vision for both their own and the company’s growth. Asking this question will be a great way to focus on improvements and walk on a successful path.

   Sample Answer: Yes, I am confident in our company’s success. I’ve seen the dedication and innovation within the organization, which gives me optimism about our future growth and achievements.

Final Round Questions to Ask During Onboarding Process Survey

Feedback from all new employees will help the organization understand what they expect. Their suggestions will enhance the quality of the onboarding process.

1. How would you summarize your onboarding experience in 3 words?

   An expected answer might be ‘precise, confident, and visionary’. Sometimes, answers might reflect areas of improvement.

   The answer might push the organization to think about the potential for improvement or help the employer gain confidence. A crisp answer will save time and provide solutions to queries about the benefits of the process or its indications for the future.

   Sample Answer:

   • Informative: This word indicates that the candidate found the onboarding process to be rich in information and knowledge-sharing. They likely received a thorough introduction to the company’s policies, culture, and job responsibilities.
   • Engaging: This suggests that the candidate felt actively involved and interested in the onboarding activities. It indicates that the training or orientation sessions were not dull or passive but instead encouraged participation and interaction.
   • Supportive: This word highlights that the candidate received assistance and guidance throughout the onboarding process. It signifies that the company and its employees were responsive to questions and concerns, creating a supportive environment for new hires.

2. List 3 ways to improve our onboarding process.

   Potential answers might look like this:

   • Get monthly feedback from employees

   • Introduce a buddy system

   • Refrain from rushing and present the culture gradually

   New hires with varied levels of experience can give innovative ideas to make the onboarding process more exciting and engaging.

   Sample Answer: First, I’d recommend incorporating more interactive training modules to make learning more engaging. Second, it might be beneficial to assign a mentor or buddy to new hires for a smoother transition. Lastly, streamlining paperwork and administrative tasks can help save time.

3. Which part of the onboarding process did you think was a waste of time?

   This may be funny, but HR teams seriously consider erasing this question from their hiring processes. However, the best people to ask which part seemed unnecessary are the new hires who went through it.

   Sample Answer: I found all aspects of the onboarding process valuable, but if I had to pick one area for improvement, it would be the redundancy in paperwork. Digitizing and automating certain forms could make the process more efficient.

4. What is the main thing you would change about our Senior Management team?

   Answers may center around improving appreciation and motivation strategies. Employees think of these aspects as support systems that keep them going. Employees want their managers to be proactive and supportive.

   Sample Answer: I don’t have enough experience with the Senior Management team to provide a comprehensive assessment at this point. I’m eager to learn from their leadership and contribute to the team’s success.

5. I am satisfied with the overall onboarding process. (Rate 1 to 5)

   Knowing if the candidate is satisfied with the onboarding process is very important. Asking for their opinion gives them the trust that the company cares for their wellness.

   Sample Answer: I would rate my satisfaction as a 4. The onboarding process was well-structured and informative, but there’s always room for improvement in any process.

6. Did you experience any discrimination from anyone in the company?

   Candidates should be able to work peacefully at their workplace. Any discrimination related to their status, age, sex, or origin should be immediately addressed and taken into action. Such acts can hinder the work output and should not be tolerated in any organization.

   Sample Answer: No, I did not experience any discrimination during my onboarding process or interactions with colleagues. The company appears to maintain an inclusive and respectful environment.

Focus on Improving the Onboarding Process

An onboarding survey should be performed at the right time, not too soon and not too late. It should establish trust with the employee and make sure their responses will not be used against them. Surveys say that new hires who experience bad onboarding processes begin searching for new jobs swiftly. Focus on areas that need improvement and make your next onboarding process successful by implementing these onboarding process survey questions.