أفضل 75 سؤالًا من أسئلة استبيان التوظيف الجديد لتحسين تجربة الموظف (2025)

The first 90 days at a new job can make or break someone’s experience. But here’s the thing—only 12% of employees say their company does a great job with onboarding, according to Backlinko. That’s a sign something needs to change.

One of the best ways to improve is by asking new hires what they really think. Honest feedback helps you spot what’s working, fix what’s not, and make sure people feel supported from the start.

Whether you work in HR or you're building a team from scratch, these onboarding survey questions will help you understand how your new employees are really feeling. Here are the ones that matter most.

Why New Hire Onboarding Surveys Matter

New hire onboarding surveys help you understand how your new employees are feeling during their first days, weeks, and months on the job. They give you direct feedback about what’s working and what’s confusing or missing.

This kind of early feedback matters. According to Oak Engage, a strong onboarding process can improve new hire retention by 82% and boost productivity by over 70%. When employees feel supported from the start, they’re more likely to stay, do good work, and feel part of the team.

Without surveys, it’s easy to miss small problems. Things like unclear training, slow tech setup, or poor communication can turn into bigger issues later. New hires may not speak up, but surveys give them a safe way to share.

Surveys also help you improve over time. By asking the same questions across new hires, you can spot patterns and fix gaps in the process.

Here’s what a good survey can tell you:

• If your onboarding steps are clear and helpful
• Whether managers are offering enough support
• How well the team is welcoming new people
• What tools or training are missing
• How confident new hires feel in their roles

The more you listen, the better your onboarding can get.

When to Send Onboarding Surveys

Timing matters when it comes to onboarding surveys. Sending them at the right points helps you catch problems early and track how new hires feel as they settle in.

A simple timeline looks like this:

• Day 1 – Ask about the first impression and if tools or meetings were clear.
• Week 1 – Check if the training and support were helpful.
  Day 30 – Find out how they’re adjusting to the role and company culture.
• Day 60 – Ask about progress, team relationships, and any lingering confusion.
  Day 90 – Review their overall experience and long-term confidence.

You can send a one-time survey at Day 30 or 90, but you may miss early red flags. A phased approach helps you gather feedback throughout the process. It gives a fuller picture, but takes more time to manage.

Here’s a sample 90-day survey plan:

• Day 1: Short check-in (5 questions)
  Week 1: First-week experience (10 questions)
• Day 30: Role clarity and team fit (15 questions)
• Day 60: Support and growth (10 questions)
• Day 90: Full review and feedback (20 questions)

This timeline keeps communication open while helping you improve each step.

How to Structure Effective Onboarding Surveys

A good onboarding survey should be easy to read, simple to answer, and short enough to finish in one sitting. Aim for 5–10 questions for early surveys and no more than 20 for later ones.

Use a mix of question types to get useful feedback:

• Multiple-choice questions are fast and easy to answer.
• Likert scale questions (like rating 1 to 5) show how strongly someone agrees or disagrees.
• Open-ended questions let people share details in their own words.

Open-ended questions give you deeper insight, but too many can feel like homework. Try using just one or two per survey.

To get honest answers, let people know their feedback is anonymous or won’t be shared in a way that identifies them. Also, explain why you’re asking and how their input will be used.

Here are a few tools that work well:

• Google Forms – Free and simple to use
• Typeform – Clean design, great for longer surveys
• SurveyMonkey – Offers templates and reports
• Officevibe or Culture Amp – More advanced for HR teams

Keep your surveys clear, short, and focused. That makes it more likely your new hires will complete them and share honest thoughts.

75 New Hire Onboarding Survey Questions (by Stage)

🗓 First-Day Questions (10)

• Was your first day what you expected?
• Did someone greet you upon arrival?
• Were your work tools (email, laptop, software, etc.) ready?
• Did you understand the orientation schedule?
• Were you introduced to your team?
• Did you feel welcomed by the company?
• Was your workspace comfortable and well-prepared?
• Did you have a clear point of contact for questions?
• Did the company culture match what you imagined?
• Anything that could’ve made your first day better?

📅 First-Week Questions (15)

• Was your onboarding schedule organized and helpful?
• Did you receive enough training in your first week?
• Were your responsibilities explained clearly?
• Do you know who to reach out to for support?
• Did your manager check in with you?
• Have you started forming connections with your team?
• Is there anything you still feel unclear about?
• Was the company mission explained well?
• Do you feel supported in your role so far?
• Was HR available when you had questions?
• Were team tools and platforms explained well?
• Did you feel comfortable asking questions?
• Is the pace of onboarding right for you?
• Do you know how success is measured in your role?
• What could make your first week better?

📆 First 30 Days Questions (20)

• Do you feel confident in your job tasks?
• Has your training been effective?
• How would you rate communication with your manager?
• Do you understand team goals and how your role fits?
• Are your job expectations clear?
• Have you received useful feedback so far?
• Do you feel like part of the team?
• How satisfied are you with the onboarding process overall?
• Are tools and systems easy to use?
• Do you feel your skills are being used well?
• What challenges have you encountered so far?
• Do you feel your work is valued?
• Is the workload manageable?
• Have you participated in any team meetings or events?
• Are company policies clear and easy to follow?
• Do you have opportunities to ask questions?
• How would you describe the company culture now?
• Have you met key people outside your immediate team?
• Do you see growth opportunities here?
• What should we improve in the onboarding experience?

📈 Day 60 & 90 Questions (20)

• How satisfied are you with your role overall?
• Do you feel integrated into your team?
• Do you understand the career path for your role?
• Are you clear on your performance goals?
• Have you built good working relationships?
• Are you receiving regular feedback?
• Do you feel confident making decisions in your role?
• Do you know where to go with ideas or concerns?
• Do you still have questions about your responsibilities?
• Has the company met your expectations so far?
• Are you comfortable giving honest feedback here?
• What motivates you to do your best work?
• Is your manager supportive of your development?
• Do you feel aligned with the company’s values?
• Would you recommend working here to a friend?
• What’s the most rewarding part of your job?
• Have you been recognized for your work?
• Do you feel like your voice matters?
• What training or support do you still need?
• If you could change one thing, what would it be?

🗣️ Open-Ended Feedback (10)

• What surprised you the most in your first month?
• What was the most helpful part of onboarding?
• What would you do differently if you were leading onboarding?
• What’s one thing we absolutely should keep doing?
• What part of the process felt unnecessary?
• Is there anything you wish you had known sooner?
• Any suggestions for how to improve training?
• How do you feel about your long-term fit here?
• What else would you like us to know?
• Anything we didn’t ask that you’d like to share?

Tips for Analyzing and Acting on Survey Results

Look for Patterns and Trends

Start by reading through all the responses. Don’t just focus on one or two comments—look for things that come up more than once. Are several people unsure about their role? Do many mention that the first few days felt confusing? These repeating themes help you spot what’s not working and where to make improvements.

Share Feedback with Stakeholders

Once you notice key issues, share them with the people who can help—like HR, team leads, or direct managers. Keep your summary short and to the point. Use real examples from the survey to help explain what new hires are saying (but don’t include names). This helps others understand what needs attention without making it personal.

Prioritize and Take Action

You don’t have to fix everything right away. Focus on the feedback that affects the most people or could lead to bigger issues if ignored. Choose one or two changes to work on at a time. This makes the process more manageable and helps you stay focused.

Communicate Changes Clearly

Let people know what you’re doing with the feedback. A simple message like, “You shared that the first day felt rushed, so we’re adding a welcome checklist,” helps people see that their input matters. It also encourages them to keep sharing honest feedback in the future.

When you take small, clear steps based on what people tell you, onboarding becomes more helpful—and your team feels like their voice matters.

Common Mistakes to Avoid in Onboarding Surveys

Asking Vague or Biased Questions

The way you ask a question matters. If it’s too vague, people may not know how to answer. And if it sounds like you're looking for a certain response, they might not answer honestly.

Words like “great,” “easy,” or “supportive” can lead someone to feel pressured to give a positive answer. A better approach is to keep things neutral. 

For example, instead of asking, “Was your manager supportive and helpful?” try something like, “How would you describe the support from your manager so far?” This gives them space to share real thoughts without feeling judged.

Ignoring the Feedback You Collect

If you’re asking people for feedback, they expect you to use it. 

When responses are collected but never mentioned again, it sends the message that their input doesn’t matter. That can make people stop sharing or lose trust in the process. 

Even if the feedback is tough, take time to read it and think about what you can improve. Your team will notice when their voices lead to real changes.

Overloading New Hires with Too Many Surveys

New hires already have a lot on their plate. If you send too many surveys, especially ones with lots of questions, they might feel overwhelmed. People may start rushing through answers just to get it done—or stop replying altogether. 

A better way is to keep surveys short, focused, and spaced out. This shows you respect their time and makes it more likely you’ll get thoughtful answers.

Not Closing the Feedback Loop

Once you’ve made changes based on feedback, let people know. A quick update, even just a few sentences, helps build trust. It tells your team that you’re paying attention and taking their ideas seriously. 

You don’t need to list every detail—just share what changed and why. That simple follow-up can make all the difference.

Use AI to Make Onboarding Easier with Coursebox

If you’re looking for a simple way to improve onboarding, Coursebox can help. It’s an AI onboarding tool that turns your files, videos, and websites into short courses.

You don’t need to start from scratch. Coursebox uses what you already have and builds a training path around it.

Here’s what you can do with it:

• Turn your existing content into training
• Create AI quizzes, chatbots, and video lessons
• Get instant grading and feedback for new hires
• Let employees ask questions to an AI tutor trained on your course
• Brand the training to match your company’s look
• Connect it to your learning system (LMS) or HR platform

AI tools like this help you save time and make onboarding more helpful for new employees.

You can try it for free here.

Conclusion

Your onboarding experience sets the tone for your new hires—and surveys are your secret weapon to make it better. 

When you ask the right questions at the right time, you uncover valuable insights that can transform your culture, boost retention, and show new employees you truly care. 

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