Survey · Employee satisfaction
Employee onboarding survey template
Asks the practical questions first: was the laptop ready, did the logins work, who introduced themselves. Then it checks whether the new hire knows what's expected of them. Anyone still unsure is asked what about, and can leave their details for HR to follow up.
Try it live
Try it as a respondent
Every question, and where it leads
The conversation
What a respondent is asked, in order.
Welcome aboard! Tell us how your first few weeks have gone. About three minutes.
How long ago did you start?
Which team did you join?
How did your first day feel?
When were these ready for you?
Who gave you a proper introduction?
How often has your manager checked in with you so far?
I know what's expected of me in my role.
What helped you most in your first weeks?
Is there anything you're still unsure about?
What's still unclear?
Would you like someone from HR to get in touch about it?
How can HR reach you?
Overall, how well did onboarding prepare you for the job?
What should we do differently for the next new starter?
Ends with
Thanks, and welcome again 🎉
The flow
Where each answer leads. Every route here is editable once the form is yours.
Single select
Short text
Rating
Matrix
Multi select
Single select
Opinion scale
Long text
Yes / No
Long text
Yes / No
Contact info
Opinion scale
Long text
What this template uses
- Single select
- Short text
- Rating
- Matrix
- Multi select
- Opinion scale
- Long text
- Yes / No
- Contact info
- 2 branches
Questions to consider
- When should new hires get this: after two weeks, after a month, or both?
- Which items should be ready on day one at your company, and are they rows in the grid?
- Do you assign buddies or mentors? If not, remove that option.
- Who in HR follows up with new hires who ask for help, and how quickly?
How to use the responses
Follow up with every new hire who asked HR to get in touch within a couple of days, since early confusion is when people start to doubt a new job. Then look at the readiness grid across all starters: if logins keep arriving after a week, that is a process fix for IT and HR, not a one-off. Compare the manager check-in answers with how clear people feel about their role, and share patterns with managers who hire often.
How to customize and share it
- 1Edit the grid rows to the things your company promises to have ready on day one.
- 2Change the team question to a dropdown of your departments if you want cleaner reports, merging small teams so new starters stay anonymous.
- 3Send the link automatically two or four weeks after each start date, and export results to CSV each quarter to spot trends.
Frequently asked questions
When should you send an onboarding survey to new employees?
Two to four weeks after their start date works well. They have seen enough to judge, and still remember the first days clearly. Some teams send a second one at around 90 days.
What questions should an employee onboarding survey ask?
Ask whether equipment and accounts were ready, who introduced themselves, how often the manager checked in, whether expectations are clear and what is still confusing.
Should an onboarding survey be anonymous?
It can be, but new starter groups are often small, so full anonymity is hard. This template asks for a start range instead of a date, makes the team optional and only asks for a name when someone wants HR to follow up.
Can I edit this onboarding survey?
Yes. Use this template copies it into your account, where you can change every question and the branching before you share it.