Ever start a new job and feel like you're fumbling through a maze blindfolded? That’s what poor onboarding feels like. It’s just as frustrating for HR and hiring managers who put so much thought into processes only to see them fail. Effective onboarding for new hires is crucial for setting the stage for success and is vital to long-term retention and productivity. An inclusive onboarding survey is a critical tool to help you identify what’s working and what’s not. This article will teach you to use surveys to make onboarding a smooth experience for everyone.
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What is a New Hire Orientation Survey?
A new hire orientation survey is a feedback tool companies use to gather employees' insights about their initial workplace experiences. It typically asks employees to evaluate the effectiveness of their orientation, assess how well they’ve been integrated into the team, and share their overall satisfaction with onboarding procedures.
Why Are New Hire Orientation Surveys Important?
These surveys help HR teams identify strengths and weaknesses in the onboarding process, make necessary improvements, and enhance new employees’ experience. By regularly collecting feedback, companies can ensure that their onboarding process is effective in helping employees acclimate to their new roles.
How Do New Hire Orientation Surveys Affect Employee Commitment?
According to BambooHR, employees who had effective onboarding report feeling up to 18x more commitment to their workplace than those who felt the onboarding was less effective. To ensure an effective onboarding program, you must understand what is and isn’t working in your current program.
When Should You Conduct New Hire Orientation Surveys?
New hire orientation surveys should be implemented at the end of the first, third, and sixth months of the new employee’s time at your company. This helps you understand bottlenecks in your company’s onboarding process and successfully onboard new employees.
Who Uses New Hire Orientation Surveys?
Employee onboarding surveys are done in companies of various sizes, from startups to corporations. They are crucial for improving your company’s onboarding process, retention rate, and new employee productivity and satisfaction.
Why New Hire Orientation Surveys Matter
New hire orientation surveys are critical in ensuring the onboarding process is effective, efficient, and welcoming for new employees. Since onboarding is the first real interaction a new hire has with the company's culture, expectations, and environment, it can make or break their perception of the organization.
A well-run onboarding program can significantly boost employee satisfaction, engagement, and retention, while a poorly executed one can lead to confusion, dissatisfaction, and potentially costly turnover.
Here’s why these surveys matter:
Streamlining the Onboarding Process
The onboarding process often involves multiple tasks, people, and systems, which can become disorganized or overwhelming. New hire orientation surveys provide feedback on what worked well and where the process broke down, enabling HR teams to streamline and improve the onboarding experience.
Tackling Turnover Costs
The Society for Human Resource Management (SHRM) estimates that hiring a new employee costs nearly $4,700. Investing in a robust onboarding process supported by feedback from new hire surveys helps avoid the high costs associated with turnover. Employees who feel welcomed, prepared, and valued during onboarding will likely stay with the company long-term.
Enhancing First Impressions
Onboarding is a new employee’s first in-depth experience with a company. Companies can use orientation surveys to gauge how well they make that crucial first impression. A positive onboarding experience sets the tone for future engagement and performance, fostering loyalty and commitment.
Identifying Bottlenecks
Through these surveys, companies can uncover obstacles or challenges new hires face during onboarding, such as unclear role expectations, lack of access to necessary resources, or need for clarity about policies. Addressing these bottlenecks ensures a smoother and more effective process for future hires.
Boosting Early Productivity
Employees who receive thorough onboarding are typically more confident in their roles and can contribute more quickly. Gathering feedback on what training or resources were helpful or missing companies can ensure that new hires are fully equipped to perform their jobs effectively from the start.
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What are The Benefits of a New Hire Orientation Survey?
The first days of an employee's experience at a company are crucial as the onboarding process can make or break an employee’s decision to stay with the company long-term or to leave soon after joining. The Human Capital Institute states that up to 20% of newly hired employees voluntarily terminate their contracts within the first 45 days in the role:
- Unmet expectations
- Poor management
- Dissatisfaction
- Limited opportunities
For self-development causes this. An onboarding survey allows employees to check in after the first week, one month in, six months in, and after a year. It also offers the company a simple way of receiving feedback, which is key for its growth and continuous improvement. By completing regular pulse survey checks, you can:
- Retain talent
- Boost engagement
- Meet new hires' expectations
- Boost your brand
- Improve as a company
Retains talent and raises engagement
One of the main impacts of a negative onboarding experience is its effect on turnover rates due to voluntary termination. New hire turnover costs $1,500 for hourly employees, 100 to 150% of an employee’s salary for technical positions, and up to 213% for C-suite positions. Employees with a positive onboarding experience will likely stay in their new role and stay with the company for a long time. This also encourages early engagement as the survey shows the new hire that their opinion matters and their voice will be heard from day 1.
Talent competition has risen, making it more expensive for companies to hire the right employees. This means a strong onboarding process is pivotal for the company to retain the talent they have invested in. Committed employees are engaged and more productive. The Gartner report shows that a successful onboarding process increases employee discretionary effort by more than 20% and improves employee performance by up to 15%.
Meets new hires' expectations
It is important to remember that the employee experience doesn’t begin when a new hire walks into the office on the first day. During the pre-boarding process, the new hire creates an idea in their head of what the company and role will look like based on the information they have learned throughout the pre-boarding process. From day 1, the new hire assesses whether their expectations and promises are met.
Onboarding surveys are beneficial as they gather insights and personal experiences and identify issues that must be addressed. This also helps the company understand the new hires' expectations so it can meet them if necessary. Focusing on meeting the new hires' expectations based on feedback portrays an employee-centric approach, significantly increasing the employee's overall experience.
Boosts your brand
An excellent first impression reflects positively on the company's brand as the employee becomes an ambassador for the business. Satisfied employees share their positive experiences with others online on platforms such as Glassdoor and Trustpilot and offline via word of mouth.
Employees who feel welcomed and culturally aligned with the company are more likely to promote the brand's values, contributing positively to the brand image. When looking for a new job, 71% of people rely on referrals from current employees. Being an employer of choice with a reputation for a smooth and supportive work environment is invaluable to any company looking to attract talent.
4. Opportunity for improvement
Gallup states that “the most effective feedback is the kind you ask for” as it changes the dynamic by building partnerships and boosting engagement. Feedback helps companies understand their employees and identify their strengths and weaknesses. Employees know firsthand where the inefficiencies are, and they can provide valuable insight.
This insight can lead to continuous improvement and enhancements for future new hires. As Forbes states, creating an environment where employees' feedback is valued and actioned demonstrates a commitment to constant improvement. Finally, employee feedback can be used for idea generation as a way of adding to your onboarding process. Employees can offer new, innovative ideas on improving the whole process, leading to higher satisfaction and lower turnover rates.
5. Better Employee Integration
Effective onboarding is tied to increased employee connection, culture integration, performance, engagement, job satisfaction, and more. You can make huge improvements across the entire organization by improving one process.
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6 Best Practices for a New Hire Orientation Survey
- Timing is Everything
Get those onboarding surveys out right after the onboarding process is complete. Don't wait. Automate them through your HR software to hit key milestones right after onboarding, at the 1-month mark, six months in, and again after a year. This ensures you catch fresh impressions, track progress, and stay relevant.
- Simplicity is Key
Keep orientation surveys straightforward. New hires are already juggling a ton of new info, so make it easy for them to give you feedback. Clear, simple, and concise questions are the way to go.
- Feedback is Only as Good as Your Response
Gathering feedback is just the start. You must dig into the survey results to spot trends and problems and then take action. Develop an action plan based on your findings. When employees see you responding to their input, it builds trust and loyalty. It’s crucial for hitting your HR goals and KPIs.
- Variety Keeps Things Interesting
Mix up your survey questions. Use open-ended and quantitative questions to get a full picture of the onboarding experience. Cover topics like company culture, engagement with onboarding activities, benefits understanding, team integration, and overall satisfaction. This helps you pinpoint strengths and areas for improvement.
- Lighten the Mood
Onboarding can be overwhelming for new hires, especially the team handling it. Make it fun wherever you can. Consider starting new hires on a Friday instead of a Monday. People are generally in better spirits by the end of the week, which can set a positive tone.
- Don’t Leave Them Hanging
Follow up on any concerns or issues in the survey responses. Consider using non-anonymous surveys to make it easier to address specific feedback. This shows employees you’re serious about making improvements and value their input.
78 New Hire Orientation Survey Questions To Enhance Employee Experience
Questions about the Recruitment Process: Unpacking the Candidate Journey
1. How accurately was the job role described during the recruitment process?
Understanding how well the job role was portrayed helps ensure alignment between expectations and reality.
2. Did you provide enough information about the company culture during recruitment?
This question uncovers if the company culture was effectively communicated to set realistic expectations.
3. Did you feel the recruitment process was clear and transparent?
Transparency in recruitment builds trust and sets the tone for the employee’s experience.
4. How satisfied were you with the communication between the recruitment team and yourself?
Good communication is key to a smooth recruitment process and positive first impressions.
5. Did the recruitment process meet your expectations?
Assessing expectations helps identify any gaps between what was promised and delivered.
6. Were you given sufficient time to make decisions during the recruitment process?
Time to decide is important for candidates to feel respected and valued.
7. Did you feel any part of the recruitment process was rushed?
Rushed processes can lead to misunderstandings and dissatisfaction.
8. How well did the recruitment process prepare you for your first day?
This assesses if candidates feel ready and informed before starting.
9. Were the expectations set during recruitment aligned with your actual job role?
Checking alignment helps ensure no surprises once the employee starts.
10. How would you rate your overall experience with the recruitment team?
Overall satisfaction helps gauge the effectiveness of the recruitment process.
Questions about the Employer Brand: Why They Chose You
11. What attracted you most to join our company?
Understanding attraction points helps tailor recruitment strategies.
12. Did the company’s reputation influence your decision to accept the offer?
Reputation matters. This question assesses its impact on decision-making.
13. How well did the employer brand reflect the actual work environment?
Alignment between brand and reality builds trust and satisfaction.
14. How would you describe the company’s employer brand after joining?
New perspectives can reveal areas for improvement in branding.
15. What aspects of the company’s values resonate with you?
Aligning personal and company values strengthens engagement.
16. Were the company’s vision and mission communicated clearly during the hiring process?
Clear communication of vision and mission sets the stage for alignment.
17. How would you compare our company’s employer brand to competitors?
Competitive insights can help refine and position the brand effectively.
18. Do you feel proud to work for this company?
Pride in the workplace is linked to engagement and retention.
19. What improvements, if any, could be made to the employer brand?
Constructive feedback can guide brand enhancements.
20. How did the company’s communication of benefits and perks affect your decision to join?
Benefits and perks are often important factors in decision-making.
Questions Relating to the Onboarding Experience: Feeling Welcome and Supported
21. Did you feel welcomed by the team on your first day?
A warm welcome sets a positive tone and eases nerves.
22. Was the onboarding process well-structured and organized?
Structure and organization prevent confusion and frustration.
23. How satisfied are you with the support provided during your onboarding?
Support fosters confidence and belonging in new hires.
24. Did you have access to all necessary resources (IT equipment, login credentials, etc.) on time?
Timely access to resources is crucial for productivity and satisfaction.
25. How well did your onboarding experience match your expectations?
Checking alignment helps identify areas for improvement.
26. Were your questions and concerns addressed promptly during onboarding?
Prompt responses show care and attention to new hires’ needs.
27. How would you rate the overall effectiveness of the onboarding program?
Overall effectiveness helps gauge the program’s success.
28. Did you feel a sense of belonging to the company within the first few weeks?
Belongingness is linked to engagement and retention.
29. Were there any challenges you encountered during the onboarding process?
Identifying challenges can help improve the onboarding experience.
30. What suggestions do you have to improve the onboarding process for future hires?
New hire feedback is valuable for continuous improvement.
Questions about Role-Related Onboarding: Building Confidence and Competence
31. How confident are you in using the company’s tools and software for your role?
Confidence in tools and software is essential for productivity.
32. Did the role-specific training provide you with the knowledge and skills needed for your job?
Training should prepare new hires for success in their roles.
33. Were you provided with clear instructions on how to use the necessary systems?
Clear instructions prevent confusion and frustration.
34. Did you feel adequately prepared to start contributing to your role after onboarding?
Preparation is key to building confidence and competence.
35. How well did the onboarding process introduce you to your team and responsibilities?
Introductions to team and responsibilities help new hires feel connected.
36. Did you feel overwhelmed by the amount of information provided during onboarding?
Overwhelming new hires can lead to confusion and disengagement.
37. Was the role-specific training personalized to fit your learning pace?
Personalized training helps new hires feel supported and valued.
38. Were you given sufficient opportunities to ask questions about your role during onboarding?
Opportunities to ask questions build confidence and competence.
39. Do you feel prepared to meet the expectations of your role?
Preparation is key to success and satisfaction in a new role.
40. How would you rate the support you received from your manager during role onboarding?
Manager support is crucial for new hires’ success and satisfaction.
Questions about Role Clarity: Understanding Where You Fit In
41. Do you have a clear understanding of your job responsibilities?
Clarity on responsibilities is essential for success and satisfaction.
42. Were your daily tasks clearly explained during the onboarding process?
Clear explanations prevent confusion and frustration.
43. How well do you understand how your role fits the company structure?
Understanding role fit helps new hires feel connected and valued.
44. Who should approach if you have questions regarding your role?
Knowing who to approach builds confidence and competence.
45. How well do you understand the expectations set for you in your role?
Understanding expectations is key to success and satisfaction.
46. Are there any aspects of your role that are unclear or confusing?
Identifying areas of confusion helps improve role clarity.
47. Have you received feedback on your performance so far?
Feedback is essential for growth and development.
48. Do you know how your success in this role will be measured?
Understanding success metrics is key to achieving goals.
49. Is there anything about your role that you feel is missing or needs more clarity?
Identifying areas for improvement helps refine role clarity.
50. How clear was the communication about your role’s priorities?
Clear communication of priorities prevents confusion and frustration.
90-Day to Sixth-Month Questions: Settling In and Moving Forward
51. How comfortable do you feel in your role after 90 days?
Comfort in the role is linked to confidence and satisfaction.
52. Have your expectations of the company changed after your first three months?
Checking expectations helps identify areas for improvement.
53. Do you feel you’ve fully integrated into the team?
Integration into the team is key to engagement and retention.
54. How well have you adjusted to the company’s culture?
Adjustment to culture helps new hires feel connected and valued.
55. Do you feel like you’re making meaningful contributions to the team?
Making meaningful contributions builds confidence and satisfaction.
56. How would you rate your work-life balance after your first few months?
Work-life balance is essential for well-being and satisfaction.
57. What additional support could help you perform better in your role?
Identifying support needs helps new hires succeed and thrive.
58. Do you feel the company has met your expectations regarding career growth?
Meeting career growth expectations is key to retention and satisfaction.
59. Have you received enough feedback to improve your performance?
Feedback is essential for growth and development.
60. Are there any ongoing challenges you’re facing in your role?
Identifying challenges helps address and overcome them.
61. How confident are you in achieving your performance goals after six months?
Confidence in achieving goals is linked to success and satisfaction.
62. Do you feel you have the tools and resources to succeed long-term?
Access to tools and resources is key to long-term success.
63. How satisfied are you with ongoing communication with your manager?
Communication with the manager is crucial for new hires’ success and satisfaction.
64. Do you feel more aligned with the company’s mission now than when you started?
Alignment with the mission is linked to engagement and satisfaction.
65. How likely are you to recommend this company to others after your first six months?
The likelihood to recommend is a strong indicator of satisfaction and engagement.
66. On a scale of 1 to 5, where 1 means “not at all” and 5 means “very well,” how well can you achieve work-life balance?
Work-life balance is essential for well-being and satisfaction.
67. On a scale of 1 to 5, where 1 means “not at all” and 5 means “very much so,” do you feel accepted by everyone on your team?
Acceptance by the team is key to engagement and retention.
68. On a scale of 1 to 5, where 1 means “not at all effective” and 5 means “very effective,” how effective has communication with necessary personnel been in getting the job done?
Effective communication is crucial for productivity and satisfaction.
69. On a scale of 1 to 5, where 1 means “not at all” and 5 means “completely,” how well have your experiences so far matched your expectations?
Checking alignment helps identify areas for improvement.
70. On a scale of 1 to 5, where 1 means “not at all clear” and 5 means “very clear,” how clear are the goals and accountabilities for everyone on the team?
Clear goals and accountabilities prevent confusion and frustration.
71. On a scale of 1 to 5, where 1 means “not at all” and 5 means “very much so,” how well do you understand how your performance is measured?
Understanding performance metrics is key to achieving goals.
72. On a scale of 1 to 5, where 1 means “not at all” and 5 means “completely,” how well do you understand the organization’s plan for the future?
Understanding the plan helps new hires feel connected and valued.
73. On a scale of 1 to 5, where 1 means “not at all” and 5 means “completely,” how much do you believe in the organization’s future success?
Belief in the organization’s future success is linked to engagement and satisfaction.
Specific Virtual Orientation Survey Questions: Navigating Remote Onboarding
74. Did enough consideration and effort be put into integrating you, notwithstanding the virtual onboarding process?
Efforts to integrate new hires are crucial for engagement and satisfaction.
75. Were you given enough opportunities to establish connections with the team and get to know them outside the team meetings?
Opportunities to connect with the team build relationships and belonging.
76. Do you feel connected to your new workplace?
Connection to the workplace is key to engagement and retention.
77. Is it clear to you what is the mission and vision of the organization and how your work
relates to them?
Understanding the mission and vision helps new hires feel connected and valued.
78. Would an on-premise onboarding have presented you with better onboarding experiences? In what way?
Comparing virtual and on-premise onboarding experiences helps identify areas for improvement.
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