Onboarding questions that show what your new hires still need
Ask new employees how their first weeks went, from the laptop on day one to knowing who to ask. Each question below comes with when to ask it and what the answer tells you.
What new hire onboarding survey questions tell you
New hire onboarding survey questions ask people who just joined what their first weeks were like: whether their equipment and access were ready, whether their manager and team made time for them, and how long it took to feel useful. New hires notice every gap in the process, and they are the only ones who still remember it clearly.
Ask once at the end of the first month, and again around day 90 to see how the picture changes. Pick six to eight questions and share the link in your own welcome email or chat. Keep the handbook signature and the contract upload apart from the feedback questions, in a separate form.
Each written answer is read as it arrives and filed under a category and a theme from your own list, such as equipment or documentation, with a sentiment and an urgency. Give each fix an owner in the inbox, so the next person who starts gets the laptop and the access the last one waited for.
- Questions
- 14
- Best asked
- At the end of the first month
- Industry
- HR and employees
- Where to find them
- From library in the Usertick survey editor, on every plan
The 14 new hire onboarding questions, with when to ask each
Grouped by what they tell you. Use them as they are or change the wording.
The first month overall
Open with a score and a feeling for the whole month, then the grid of each part, and close with the fix new hires want made.
- 01Stars
How would you rate your first month?
Five stars for the whole first month. Ask it first, so every new hire leaves a score; Results shows the average and the share who rated 4 or higher, compared with the period before.
- 10Emoji
How do you feel about joining us so far?
How new hires feel about joining so far, on a row of faces. Results shows the share for each face; select the lower faces to read everything those people wrote.
- 02Matrix
Rate each part of onboarding
Rates equipment, the manager, the team and tools and access in one grid. The heat map shows which part let new hires down, so you know whether to talk to IT or to the hiring manager.
- 07Text
What should we fix for the next new hire?
An open question for the one fix new hires want made. Answers get a theme such as equipment or documentation, so filter by theme and hand each list to the team that owns it.
Day one and access
These questions show whether setup was ready on the first day and what was missing, which IT and facilities can fix before the next start date.
- 03Yes / No
Did you have what you needed on day one?
A yes or no on day one. Select No in Results to see which access was missing for those new hires and how they rated the whole month.
- 09Multiple choice
Which access was missing at the start?
Lets new hires tick every access that was missing at the start. Results shows a bar per item, and the totals make a ready checklist for IT and facilities.
- 11Dropdown
How did you join?
Whether the person joined in the office, remotely or a mix. Select each answer in Results to see whether remote joiners rate equipment, access or the team differently.
Clarity and getting useful
Ask how clear the role is, who helped and how long it took to contribute, to see where people and documents left gaps.
- 05Big scale
How clear is what is expected of you?
How clear expectations are, from 1 to 10. Results shows the average and a column per step; a low score at day 30 is easy to fix in the next one-on-one, so ask again at day 90.
- 08Yes / No
Do you know who to ask when you are stuck?
A yes or no on knowing where to go for help. A No here points to a missing buddy or an unclear team channel, both quick to set up before the next start date.
- 04Multiple choice
What helped you most in your first weeks?
Names what helped most in the first weeks. Results shows the share of each option; a small share for the buddy or the documentation tells you which part of the program new hires barely use.
- 12Stars
How useful was the onboarding documentation?
Five stars for the onboarding documentation. When the score is low, filter the open fix question to the documentation theme to find the pages that need updating first.
- 06Ruler
How many days until you felt useful?
Days until the new hire felt useful, on a ruler from 0 to 60. Results shows the median and the middle half; select each way of joining to see whether remote starts take longer.
Paperwork to keep separate
A signature and a contract need a name attached, so collect them in their own form and keep feedback apart.
- 13Signature
Sign to confirm you have read the employee handbook
Confirms the handbook was read, in a separate form from the feedback questions, since a signature needs a name. Signature is on every plan, 1 per survey on Free, and Results shows a gallery of files.
- 14File upload
Upload your signed contract
Collects the signed contract as a file, in the same separate form as the signature, with anonymous responses off. Treat it as a personal document. File upload is on every plan, 1 per survey on Free.
Tips for asking about new hire onboarding
Small choices that get honest, useful answers.
- 01
Ask at day 30 and day 90
Send the first survey at the end of the first month and a shorter one around day 90, so you see what was fixed and what new hires stopped noticing.
- 02
Keep paperwork out of feedback
Collect the handbook signature and the contract in their own form. A feedback survey that also asks for a signed contract feels like a test.
- 03
Put the link in the welcome flow
Add the survey link to the welcome email or the first week checklist, and send any reminder yourself, since Usertick sends no reminders.
- 04
Fix it before the next start date
Give every missing access or setup problem an owner in the inbox, and check it is solved before the next new hire arrives.
Add these questions to a survey
From the library to the first answers.
- 1
Open the library
In the Usertick survey editor, choose From library, filter by industry and topic, and add several questions at once.
- 2
Or paste your own list
Paste questions reads up to 10 questions from any text on Free, 100 on Starter and 200 on Pro and above, keeps your wording and picks an answer type for each.
- 3
Choose where it runs
Show the survey on your website, send it by email, share its link and QR code, or switch it to a conversation.
- 4
Read the answers
Results counts every score and choice, and Usertick reads each written answer and files it by topic, on every plan.
Templates and more questions about new hire onboarding
Full surveys that ask about the same things, and neighboring topics in the library.
Templates
Browse all templatesFrequently asked questions
At the end of the first month, and again around day 90. Usertick can schedule an email to a contact list up to 30 days ahead, so set it up on the start date, or share the link in your own message.
With a small group of new hires, answers are easy to trace even without a name. Anonymous responses store no user ID, traits or visitor ID for website, link or QR code surveys. Surveys sent through Usertick email are not anonymous, so tell new hires plainly which kind they are answering.
Six to eight. Start with the first month rating, the onboarding grid, the day one question and the open question about what to fix.
They can, with the Signature question (1 per survey on Free), but a separate form works better, since a signature needs a name and feedback is easier to give without one.
Yes. The question library comes with every plan, the free plan included, and the free plan covers 150 responses a month across your surveys.
Yes. Once a question is in your survey, reword it, change its options or its answer type, and add logic to skip it for some answers.
Yes. The library is translated into Usertick's built-in languages, and in any other language it shows in English for you to translate.
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