Company culture
Onboarding Process Evaluation Survey

Onboarding Process Evaluation Survey

This survey assesses how comfortably and effectively new employees integrate into the company, including support, training, and access to information. It identifies strengths and issues in the onboarding process, helping to improve onboarding and employee retention. Suitable for HR managers, leaders, and companies aiming to optimize the integration process.

Use template

The Onboarding Process Evaluation Survey looks at how new hires experience their first weeks at your company, from the support they receive to how quickly they get up to speed. It gives HR teams and managers a clear picture of what's working and what's getting in the way, so onboarding can be adjusted before small friction points turn into early turnover.

What the “Onboarding Process Evaluation Survey” survey measures

The survey measures overall comfort during onboarding, the quality of support from managers and colleagues, speed of access to tools and resources, and how prepared new employees feel to start their actual work. It also surfaces specific pain points and improvement ideas through open-ended questions, giving you both a quantifiable score and concrete detail on where the process breaks down.

Who the “Onboarding Process Evaluation Survey” template is for

This template suits HR managers, team leads, and people operations specialists who want to formalize feedback collection after onboarding. It's especially useful for growing companies, teams hiring frequently, or organizations that have noticed early attrition and want to understand whether onboarding is a contributing factor.

How to adapt the template to your needs

You can adjust the timeframe referenced in the questions (first week, first month, first 90 days) to match your onboarding cycle, and add company-specific items like questions about a particular tool, buddy program, or department-specific training. The multiple-choice options in question 4 can be edited to reflect your actual onboarding components, and branching logic works well after question 6 — routing anyone who selects 'partially prepared' or worse straight to the follow-up question about what held them back.

Questions and answer options

Question type: multiple choice.
Answer options:
— Introductory training or workshops
— Team introductions
— Clear task instructions
— Access to resources and materials
— Support from a mentor or manager
Question type: single choice.
Answer options:
— Fully prepared
— Mostly prepared
— Partially prepared
— Rather unprepared
— Completely unprepared
Question type: open text answer.

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Frequently asked questions

Most companies send it around 30 to 90 days after start date, once the employee has had enough exposure to form an honest opinion but is still close enough to remember the early experience.
Anonymity often increases candor, especially around feedback about a specific manager or mentor, so it's worth considering unless you need to follow up individually.
Group responses by theme (training, access, support, clarity of tasks) to spot recurring issues rather than treating each comment as an isolated case.
Yes, identifying where new hires feel unprepared or unsupported early on lets you fix those gaps before they contribute to someone leaving in their first few months.