It’s your first day at a new job. You’re in a room filled with strangers, each sizing you up as you awkwardly fumble through icebreakers. Sound familiar? That’s onboarding for most people. But it doesn’t have to be. Fun Inclusive Onboarding Questions for New Hires can transform this dreaded experience into an opportunity for laughter, bonding, and getting people excited about being part of an inclusive culture. When asked the right questions, new hires open up about surprising quirks and passions that make them unique. Drawing out these personal insights creates meaningful human connections that foster a sense of belonging and purpose. Sets the stage for more effective collaboration and creativity.
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120+ Fun Onboarding Questions For New Hires
1.1s with New Hires Building a Personal Connection
Connecting with your new hires personally can make all the difference. Asking questions like, "What's something you're excited to bring to this role?" helps uncover their motivations and unique strengths. This is your chance to understand their work style, so ask how they like to receive feedback or what little things make their workday better. These questions set the stage for a supportive relationship.
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- What's something you’re excited to bring to this role?
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- Is there a project you’re especially looking forward to?
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- Who’s someone on the team you’d love to collaborate with?
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- How do you like to get feedback quickly and directly or with some thought and context?
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- What little things make your workday better?
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- Any favorite productivity hacks that keep you on track?
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- What gets you motivated to do your best work?
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- How can I support you in achieving your goals here?
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- What’s one piece of advice that’s stuck with you?
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- How do you like to celebrate wins, big or small?
Logistical Onboarding Questions Setting Up for Success
Everyone works differently, so find out what your new hires need to feel comfortable and productive. Do they prefer a quiet workspace or some background noise? Do they like communicating via email or chat?
Understanding their preferences and needs helps you create an environment where they can thrive. It's also a great way to identify any necessary tools or resources.
Logistical Onboarding Questions
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- Do you work best in a quiet space or with some background energy?
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- Any setup that helps you stay focused and comfortable?
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- Are you more of a call person or prefer chats and emails?
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- How do you generally structure your workday?
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- Is there any tool or resource you still need?
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- What’s your preferred way of working with your teammates, collaborative or independent?
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- Do you swear by any work routines?
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- How do you manage projects, keeping notes, task lists, or reminders?
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- Any questions about the tools or software we use?
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- Is there any additional equipment that could make your day easier?
Team Meeting Icebreakers Creating a Fun and Inclusive Atmosphere
Team meetings can be nerve-wracking for new hires, so break the ice with some fun questions. Ask about a fun fact or recent win they’d like to share. These questions help everyone learn more about each other and create a positive, inclusive atmosphere. And who doesn’t love a good show, book, or movie recommendation?
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- What’s something you learned this week that surprised you?
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- If you could trade jobs with anyone here, who would it be, and why?
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- Any recent wins or successes you’d like to share?
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- What’s a fun fact about you that we wouldn’t know?
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- Got any book, show, or movie recommendations?
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- What’s something on your to-do list that excites you?
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- What’s your favorite way to unwind after work?
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- What’s something that made you laugh recently?
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- Who’s a role model of yours, and why?
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- Got a hidden talent you’d be willing to share?
Networking Event Questions Making Meaningful Connections
Networking events can be intimidating, but they’re a great opportunity for new hires to connect with their colleagues. Encourage them to ask questions like, “What’s the best career advice anyone’s given you?” or “What’s a project you’re proud of from a past job?” These questions help build meaningful connections and get the conversation flowing.
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- If you could have a superpower, what would you choose?
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- What’s the best career advice anyone’s given you?
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- How do you like to spend your weekends?
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- If you could meet one historical figure, who would it be?
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- Got a favorite way to connect with new people?
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- What’s a project you’re proud of from a past job?
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- What’s one thing you wish more people understood about your work?
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- What’s a personal motto you live by?
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- What’s something you’re excited about this year?
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- If you had a mentor, what would you hope to learn from them?
Would You Rather Fun Questions Keeping It Light and Fun
Sometimes, you just need to keep it light and fun. “Would you rather work from home or have an amazing office space?” is a great way to get people talking and laughing. It’s a chance to learn more about your new hires’ personalities and preferences in a low-pressure setting. Who doesn’t love a good ‘would you rather’ question?
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- Would you rather work from home or have an amazing office space?
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- Which personal chef or personal assistant would you pick?
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- Long lunch break or finish an hour early?
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- Go to a company party or a team-building retreat?
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- Never write emails or never have a meeting again?
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- Office with a breathtaking view or a location right next to home?
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- Work on one big project or manage a few small ones?
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- Famous for your work or incredibly wealthy?
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- Collaborate with your best friend or a celebrity you admire?
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- Four 10-hour workdays or five shorter days?
Get to Know Your Coworkers Building a Sense of Community
Building a sense of community is crucial for new hires, and these questions help them get to know their coworkers personally. Ask about their dream vacation spot or favorite movie. These questions encourage genuine connection and help new hires feel like they’re part of the team.
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- What’s your dream vacation spot?
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- Weirdest or funniest job you’ve ever had?
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- If you were a cartoon character, who would you be?
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- Do you have a favorite movie, show, or book?
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- What’s something you always keep at your desk?
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- Do you have any family traditions you love?
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- If you had to eat one food for the rest of your life, what would it be?
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- If you could learn a skill instantly, what would you choose?
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- Any karaoke favorites?
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- What’s something you want to cross off your bucket list?
One-Week Check-In Ensuring a Smooth Transition
The first week can be overwhelming, so check in with your new hires to see how they’re doing. Ask about any challenges they’re facing or surprises they’ve encountered. This is your chance to address any concerns and ensure they feel supported by the team.
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- How are you feeling about your first week?
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- Is there anything that you need help with?
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- Are you feeling supported by the team?
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- What’s one thing you’re excited to learn?
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- Any surprises so far about the role?
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- Are you comfortable with the tools and resources?
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- What’s a goal you’re setting for yourself this month?
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- How’s your workload been so far?
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- Any questions we haven’t answered yet?
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- What’s one small way we could improve the onboarding process?
Two-Week Check-In Supporting Their Growth and Development
After two weeks, your new hires should be settling in and taking on more responsibility. Check-in to see how they’re doing and if there are any tasks or projects they’re excited about. Offer any additional resources or support they might need to succeed.
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- What’s been the biggest challenge for you so far?
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- Are there any tasks or projects you’re excited about?
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- How’s it going connecting with the team?
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- Any resources or tools you still need?
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- What’s one thing you’re enjoying?
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- Looking back, is there anything you wish you’d known sooner?
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- Do you feel prepared for your upcoming tasks?
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- How would you describe your onboarding experience so far?
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- Have you made connections with anyone on the team?
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- What’s something you’re still curious about?
30-Day Check-In Celebrating Wins and Setting Goals
By the 30-day mark, your new hires should feel more comfortable in their roles. Ask about any accomplishments they’re proud of and how you can help them work toward their career goals. This is a great time to celebrate their successes and set new goals for the future.
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- What’s one accomplishment you’re proud of this month?
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- How comfortable do you feel in your role now?
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- Is there any additional training that could help you succeed?
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- Anyone in the company you’d like to meet?
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- How comfortable do you feel giving and receiving feedback?
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- Any improvements you’d suggest for onboarding?
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- Are you clear on team and company goals?
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- What would help you feel more engaged in your work?
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- Got any skills you’d like to focus on next month?
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- How can we help you work toward your career goals?
60-Day Check-In Ensuring Long-Term Success
After 60 days, your new hires should be well on their way to becoming fully integrated team members. Check-in to see how they feel about their role and if they need anything to succeed. This is your chance to address their challenges and set them up for long-term success.
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- What are some things you’re enjoying most about your role?
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- Do you feel like you have the resources to perform well?
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- How’s your work-life balance?
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- Any recent successes you’re especially proud of?
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- How clear do you feel about the company’s big goals?
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- Are you comfortable with our work processes?
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- Got any feedback for your manager or the team?
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- What’s one change you’d make in your workflow?
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- Is there a project you’re looking forward to?
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- Anything specific you’d like more support with?
90-Day Check-In Reflecting on Their Experience
The 90-day check-in is a chance to reflect on their onboarding experience and any challenges they’ve faced. Ask about their biggest achievement and what they see as their biggest strength in the role. This is a great opportunity to gather feedback and improve the onboarding process.
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- What’s been your biggest achievement so far?
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- How well do you feel integrated with the team?
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- Any challenges you’ve faced that you’d like to discuss?
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- How do you feel about your work environment?
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- What’s one area you’d like to focus on improving?
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- What do you see as your biggest strength in this role?
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- Any feedback on the onboarding process now that you’ve completed it?
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- What’s a big goal you’re setting for the next quarter?
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- How would you describe the company culture?
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- What’s been the most rewarding part of your role?
Holiday Fun Questions Spreading Some Cheer
The holidays are a great time to spread some cheer and get to know your new hires on a personal level. Ask about their favorite holiday traditions or best Halloween costumes. These questions help create a fun and festive atmosphere and encourage genuine connection.
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- Got a favorite holiday tradition?
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- Do you prefer a snowy winter holiday or a warm one?
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- What’s a holiday treat you look forward to every year?
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- Most memorable gift you’ve ever received?
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- Do you have a favorite holiday movie?
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- What’s your favorite holiday to celebrate?
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- Do you enjoy decorating for the holidays?
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- Best Halloween costume you’ve ever worn?
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- If you could spend a holiday anywhere in the world, where would it be?
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- Do you have any unique family holiday traditions?
Related Reading
• Small Business Onboarding • Onboarding Remote Employees • Onboarding Phases • New Team Member Announcement • Onboarding Meeting • New Hire Onboarding Survey Questions • New Hire Orientation Survey • Onboarding and Training • Onboarding Goals
Why Have an Onboarding Questionnaire for New Hires?
Building Psychological Safety from Day One
Joining a new team can be nerve-wracking. An onboarding questionnaire with fun, engaging questions can help melt away those nerves and build psychological safety. When people can be real without worrying about judgment, they’re more likely to share ideas and speak up. Start with easy and enjoyable questions so new hires feel at ease and welcome. This sets the stage for creativity and honest conversations down the road.
Jumpstarting Positive Communication
Good communication is everything, especially when you’re new. Onboarding questionnaires can kick off the open dialogue by prompting new hires to share their backgrounds and goals. It helps them connect with colleagues, listen actively, and build the confidence to speak up. This lays the groundwork for a culture where everyone feels comfortable contributing, which is crucial for teamwork and collaboration.
Breaking Down Silos
Departmental silos can make a company feel disjointed. Onboarding questionnaires encourage new hires to think about collaboration with other teams, setting a tone of interconnectedness. Asking questions promoting cross-departmental introductions helps reduce the “us vs. them” mentality, fostering a unified company culture and better teamwork.
Protecting Well-being and Combating Burnout
Burnout is rising, and a stressful onboarding process can worsen it. Setting a positive tone with light-hearted questions can ease the anxieties of starting a new job. Creating a friendly, open environment helps new hires feel supported and appreciated, which can combat burnout and improve morale and engagement.
Aligning New Hires with Company Culture
An onboarding questionnaire is a chance to introduce new hires to the company’s core values and mission. By including questions that align with the company culture, you create a pathway for new hires to connect their values with the organization's values. This alignment promotes a sense of belonging and clarity, helping new hires see how they fit into the larger mission, which is critical for long-term engagement and retention.
Collecting Feedback for Improvement
Onboarding questionnaires offer a great way to collect new hires’ feedback on the onboarding experience. This feedback is valuable for refining the onboarding process, as it reveals areas for improvement and ensures that future hires have a smoother, more effective onboarding journey. Making new hires feel that their opinions matter from the beginning fosters trust and positions the organization as a place that values growth and improvement.
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What to Consider When Crafting Your Onboarding Questions
Encourage Authenticity with Open-Ended Questions
Open-ended questions are your secret weapon for bringing out the best in new hires. They give people the room to share their thoughts and experiences. Instead of getting stuck with yes or no answers, you better understand where they're coming from. It’s a great way to discover more about their skills and perspectives. It sets the tone that their voice matters.
Align Questions with Culture and Values
Want to get your new hires on board with what matters most at your company? Use questions that highlight your culture and values. If teamwork and innovation are at the core of your work, ask about their past experiences in these areas. This helps them see how they fit into the organization and connects them to the company’s mission.
Craft Questions with Sensitivity and Inclusivity
Inclusivity is essential in onboarding. Keep things respectful and avoid probing into personal areas that don’t relate to their role. Instead, focus on questions that make everyone feel welcome and respected, regardless of their background. This ensures a positive experience and sets a professional tone from the start.
Focus on Role-Relevant Questions
Help new hires connect their past experiences to their new role. Ask questions that highlight their skills and how they align with their responsibilities. This approach builds confidence and helps managers better support their integration into the team.
Foster Open Dialogue with Feedback-Oriented Questions
Encourage new hires to share their thoughts on the onboarding process. Ask for their initial impressions and whether they need clarification on anything. This helps improve the process for future hires and sends the message that feedback is valued.
Related Reading
• How to Influence Culture in the Workplace • How Long Does It Take to Onboard a New Employee • How to Onboard Remote Employees • How to Onboard New Employees • How to Improve Onboarding Process • How to Create an Onboarding Process • How to Improve Connection in the Workplace • How to Build High Performing Teams • Effective Onboarding • Remote Onboarding Best Practices • Best Onboarding Programs • Onboarding Activities
Why Does The Onboarding Experience Matter?
The Impact of Onboarding on Employee Success
Onboarding is about more than just the first few days. It's the initial step in shaping an employee's journey within your organization. A well-structured onboarding experience can increase productivity, loyalty, and engagement. When new hires feel valued and supported, they're more likely to succeed early in their careers.
A Gallup study found that only 12% of employees felt their company did a great job with onboarding, but those who did were nearly three times more likely to say they have the best possible job. A better onboarding experience can make a significant difference.
The Ripple Effect of Engaged Employees
The benefits of effective onboarding extend beyond individual success. Engaged employees contribute positively to a company's:
- Profitability
- Turnover rate
- Safety record
- Absenteeism
- Product quality
- Customer ratings
Onboarding offers an ideal opportunity to boost employee engagement by fostering a supportive relationship between new hires and management, reinforcing the company's commitment to helping employees grow, and proving that management recognizes their talent.
Onboarding and the Employee Value Proposition
Onboarding also gives new hires their first look at how an organization's employee value proposition (EVP) may or may not be realized. An EVP defines the value employees will get from working for a particular organization and embodies the promises made during recruitment. When onboarding aligns with the EVP, it shows new hires that the company culture lives up to its promises, setting the stage for long-term success.
Related Reading
• New Hire Orientation Presentation Ideas • Fun Ways to Introduce New Team Members • New Hire Training Plan • HR Onboarding Checklist • Best Practices for Onboarding New Employees • Onboarding Gifts for New Hires • New Employee First Week Schedule Template • Onboarding Activities • New Employee Checklist • New Hire Welcome Kit • New Hire Orientation Best Practices
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