Employee Experience
5 min read

17 powerful employee onboarding survey questions you can use

Jen Cullen

VP of People Science, Culture Amp

Reading Time: 5 minutes

“Creating a good onboarding experience is no longer a nice-to-have, it’s a necessity,” says Stacey Nordwall, Culture Amp’s Senior People Operations Manager. Part of creating a good onboarding experience is asking the right questions on your employee onboarding survey.

Culture Amp’s employee onboarding survey continues to evolve, and we’ve always believed it’s an important part of every company’s employee feedback strategy.

With so much on a new hire’s plate when they join your company, an onboarding survey provides a systemized way to check in with people. It also gives you valuable information about the new hire experience that you can use to improve onboarding.

With all that on the line, knowing the right questions to ask is important. In this article, we share what to cover in an onboarding survey, along with example questions used in our two-phase survey approach.

Week One Employee Onboarding Survey Questions

The questions in the Phased Week 1 onboarding survey cover logistics and the recruitment experience, as well as a building out an understanding of why an employee decided to join the company. An onboarding survey is often the first time you will introduce the concept of employee feedback, and it could be your new hire’s first workplace survey experience.

Remember that survey questions are bi-directional, in that we’re asking employees for their feedback, but we’re also telling them what we think is important by virtue of the questions we put in front of them. It’s a great way to start the conversation about feedback early on in the employee lifecycle journey and show people that their voice is valued at your company.

In week one, we suggest asking questions about the recruitment experience, the new hire’s decision to join your company, and the onboarding experience so far.

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In this section, it’s important to ask new hires about the quality of the information they received early on, satisfaction with the process overall, perceptions about timing for delivery and receipt of information, and overall feedback for how to improve.

  1. I was provided accurate information about [Company] during the recruitment process
  2. Is there something we could have done to improve the recruitment process?

Your Decision

Understanding a new recruit’s decision to join your company can inform your marketing initiatives, employer value proposition efforts, and where you dedicate recruitment efforts.

  1. Please indicate the reasons why you joined [Company]
  2. What were you doing before you began working here?

Onboarding Experience

Asking about the new hire’s experience in the very first week of employment shows that you value them and want to ensure they feel included as a member in your organization.

  1. I am feeling welcome here
  2. I am proud to work for [Company]
  3. What’s one thing we could have done differently to improve the first week of your onboarding experience?

Week Five Employee Onboarding Survey Questions

After your new hire has had a few weeks to settle in, they’ll have more feedback about their experience so far. Questions in week five go into more detail on belonging, alignment, and engagement as well.

Engagement questions

Including core engagement survey questions in your onboarding survey provides an important point of comparison for later in a new hire’s tenure. You’ll be able to look back and see how their level of engagement changes over time. Typically, new hires are engaged at work.

  1. I am proud to work for [Company]
  2. I would recommend [Company] as a great place to work
  3. I rarely think about looking for a job at another company
  4. I see myself still working at [Company] in two years’ time
  5. [Company] motivates me to go beyond what I would in a similar role elsewhere


New hire induction is an important part of the employment lifecycle early on. It’s a good idea to ask employees for feedback on how enabled they feel to complete their work, appreciation for the expected learning curve and an understanding for the training plan that will help them get up to speed, manager perceptions, and opportunities to relate with new and seasoned employees.

  1. I’m confident using the systems I need in my role
  2. I have had good training on the processes applicable to my role
  3. I have a good idea about what I still need to learn to do my job well
  4. The information provided has been at the right level for me

Organizational Alignment

Organizational alignment is important throughout the entire employee lifecycle. It’s a core theme included in almost all well-designed employee feedback surveys. It’s important to ensure new hires feel aligned with organizational goals and values. They should also understand how their work will contribute to achieving those goals and demonstrating those values.

  1. The organizational values of [Company] align well with my own values
  2. I understand how my role contributes to the organizational goals of [Company]
  3. My experience of the organization has matched my expectations

Role Perceptions

While organizational alignment is imperative, so too is role alignment, particularly as a new hire. It’s important to understand if your newest employees reported receiving a realistic job preview.

  1. My role so far matches the role description provided to me
  2. I still feel like this is a great role for me

Onboarding Experience

Finally, asking new hires for their feedback to ensure they are set up success is key – but it’s also a great time to ask for feedback on the processes you’ve designed overall to help new hires be successful so that you can iterate on your own program for future recruits.

  1. I am feeling welcome here
  2. I am feeling productive
  3. What’s one thing we could have done differently to improve your onboarding experience?

Want to learn more about Culture Amp’s onboarding survey?

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Jen Cullen

VP of People Science, Culture Amp |
Driven by the need to understand how employees can best experience their work, Jen helps business leaders utilize workforce statistics to uncover insights. She works with key decision makers on how to collect, understand, and act on their employee feedback data. Prior to joining Culture Amp as the Vice President of People Science, Jen received her PhD in Industrial/Organizational Psychology.