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Onboarding surveys – A quick guide

Onboarding surveys help HR teams and line managers gain feedback from new starters during their induction period, and beyond. But what are the benefits of issuing onboarding surveys? And what happens if your onboarding process is poorly run? Read on to find out!

What are onboarding surveys?

Onboarding surveys enable HR departments to gain feedback during the induction period for new employees – when they’re being ‘onboarded’.

Onboarding surveys gain feedback on:

  • The recruitment process
  • How settled employees feel within their team
  • Whether employees have the appropriate resources to do their job
  • Whether they’re clear on the expectations and responsibilities of their role
  • Whether they’re considering leaving
  • Whether they’d recommend your organisation as a great place to work

Why should you issue onboarding surveys?

According to research, 33% of new hires quit their role within the first six months. This is costly to any business, especially when you consider the time that goes into onboarding new starters – not to mention recruitment fees.

Onboarding really is a make-or-break situation, so listening to where you can make improvements in the ‘new starter’ period is crucial.


What are the other benefits of onboarding surveys?

By measuring the experience of your new starters with an onboarding survey, you can understand how well your onboarding process is working, get ahead of any potential issues, and action any improvements that should be made – reducing employee churn during the first six months.

This not only saves your organisation time and money, but also minimises any disruption to the workflow – which could end up impacting customers.

A strong onboarding process will also strengthen your ability to recruit quality future talent, as new hires may recommend your organisation as a great place to work.

Onboarding surveys can also offer insights on the recruitment process. They help you understand which channels are the most effective, and where you can improve to streamline the process for future hires.


What happens if your onboarding process is poorly run?

An onboarding process that’s poorly run, or not properly planned, can alienate new hires and make them feel unwelcome.

This can lead to employees feeling like they’ve made a mistake, and with the impression your organisation is badly managed. It’s important to put measures in place to understand where the issues lie, and then act on them.


How can you issue onboarding surveys?

Onboarding and exit surveys are available on our WorkBuzz Premium plan. You can quickly and easily issue customised onboarding and exit surveys – alongside your regular pulse and annual surveys – to both new starters and those exiting the business.

By having all your employee feedback from onboarding, engagement and exit surveys on one single platform, you’ll benefit from an improved and consistent experience for your employees. This will also simplify reporting and allow you to easily analyse data across different surveys – so you can spot any trends or areas of concern.

Read more about onboarding (and exit) surveys here.



How can we help?

What our customers say...

WorkBuzz have acted as indispensable partners in our ongoing ambition to make us truly am employer of choice and a fantastic place for all our colleagues to work!

Donna Fearnley
Group HR Director
LKQ Euro Car Parts

I was really excited by WorkBuzz's ability to provide a more tailored, bespoke service – they’re hugely flexible and don’t just shoehorn off-the-shelf solutions to their clients. Loraine Thomas, Director of People and Culture

Loraine Thomas
Director of People and Culture

The flexibility of the WorkBuzz platform and its valuable insights has allowed Arbuthnot to grasp what’s important to our employees and use this information to drive initiatives to improve the employee experience.

Catriona Mackay Miller
HR Business Partner
Arbuthnot Latham

The team at WorkBuzz have been first-class. We are delighted with the outcome of the survey, the format it is presented in and how we can identify areas that can make us even better as an employer.

Richard Chatten
Senior Business Development Manager
TaxAssist Group

WorkBuzz have been so supportive and flexible in helping us get our first survey set up. Our Exec team were delighted with how quickly we received the feedback and how simple and user-friendly the tool is.

Helen Gray
Head of HR
The Royal Pharmaceutical Society

WorkBuzz's ability to build trust with our workforce to get them to share open feedback by having a clear confidentiality promise has been critical.

Loraine Thomas
Director of People and Culture

WorkBuzz has been incredibly helpful throughout the transformation of our employee listening strategy.

Catriona Mackay Miller
HR Business Partner
Arbuthnot Latham

We have been very pleased with WorkBuzz. The past 12 months have been massively challenging and the insights we have gained have helped to inform key business and people decisions.

David Wilkinson
Human Resources Director
Premier Foods

Lots of HR tech companies talk a good game, but turn out to be much less flexible in practice. WorkBuzz are an exception in the employee experience space.

Neil Hayward
Former HR Director

By really understanding why people consider leaving the business and engaging with them after the survey to discuss changes to improve these drivers, we’ve been able to improve our retention by 20%.

John Wrighthouse
Chief People Officer
Shell Energy

WorkBuzz is a simple-to-use system that gives us confidential feedback from our colleagues. After completing nine surveys, we can now track trends and discuss meaningful results within the organisation.

Sally Hilton
HR Officer
Leeds & Yorkshire Housing Association

We've had some great feedback from our people about how easy the survey was and it's already generated lots of positive discussions about what's going well and what we can change.

Larry Grady
Chief Executive
Purley Park Trust

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