Survai

Onboarding surveys (day 30/60/90)

Measure and improve the onboarding experience of new hires

Track new hires’ experience with short surveys on days 30, 60 and 90. Spot issues with equipment, team integration and manager support early.

Request a demoBrowse onboarding templates
Animation of drafting a survey with AI: a day-30 onboarding survey is described, and AI builds a seven-step draft one step at a time: a welcome screen, a 'Team and fit' section, two engagement questions ('I feel like part of my team.' and 'The equipment and access I needed were ready on my first day.'), a 'Which equipment or access was missing?' question that branches from a negative answer, a 0–10 recommendation question and a thank-you screen.

Screens are illustrative; data is sample data.

The challenge

New hires’ experience in their first months can affect their engagement; issues with equipment, team integration or manager support often surface only in the exit interview.

Metrics you can track

  • Team integration
  • Manager support
  • Equipment and access readiness
  • Likelihood to recommend (0–10)
  • Completion rate

With Survai

  • On days 30, 60 and 90, send short surveys with questions suited to that stage of the employee’s journey
  • Add follow-up questions on missing equipment or access when answers are negative
  • Select new hires with a custom field or an audience
  • See process differences by location and department

Details

Timing

Send onboarding surveys at the right time

Schedule surveys and set a closing date; reminders go only to those who haven’t responded yet.
  • Scheduled publishing and closing
  • Reminders N days after the invitation / N days before closing
  • Resume an unfinished survey where you left off
Scheduling and reminders animation: the survey is published automatically on March 3 and the participation curve is drawn; participation jumps with reminders sent only to non-respondents 3 days after the invitation and 1 day before closing, reaching 78 percent at the automatic close on March 17.

Sample questions

Sample onboarding questions

The same survey isn’t repeated at each check-in; questions change based on the employee’s experience up to that point.

Questions are examples; you can adapt the templates to your organization.

  1. 1Day 30I feel like part of my team.5-point agreement scale · Strongly disagree – Strongly agree
  2. 2Day 30The equipment and access I needed to do my job were ready on my first day.5-point agreement scale · Strongly disagree – Strongly agree · if negative: “Which equipment or access was missing?”
  3. 3Day 60My tasks and what is expected of me have been clearly explained.5-point agreement scale · Strongly disagree – Strongly agree
  4. 4Day 60I get the support I need from my manager.5-point agreement scale · Strongly disagree – Strongly agree
  5. 5Day 90How likely are you to recommend our company to a friend as a good place to work?0–10 · 0 = Not at all likely, 10 = Extremely likely
  6. 6Day 90What would you suggest to make the first 90 days better for new hires?Open-ended

Ready-made templates

Start with these templates

Each template comes with a welcome and a thank-you screen; preview the questions and adapt them to your organization to create your own survey.

  • Employee experience

    Onboarding survey (day 30/60/90)

    Measure new hires’ first week, equipment readiness and manager support; adapt it for day 30, 60 and 90 check-ins.

    6 questionsRating (1-5)Multiple choice
    Preview questions: Onboarding survey (day 30/60/90)
    1. How did your first week go? · Rating (1-5)
    2. Was your equipment ready on time? · Multiple choice
    3. How would you rate your manager’s support? · Rating (1-5)
    4. Where would you like more support? · Multi-select
    5. How likely are you to recommend our company to a friend as a good place to work? · NPS (0-10)
    6. Any suggestions? · Long text
    Create from template: Onboarding survey (day 30/60/90)
  • Education

    Orientation program review

    Measure how new starters rate the orientation sessions and the length of the program.

    4 questionsRating (1-5)Matrix
    Preview questions: Orientation program review
    1. How would you rate the orientation program? · Rating (1-5)
    2. How useful were the following sessions? · Matrix
    3. Was the program long enough? · Yes / No
    4. What should be added? · Long text
    Create from template: Orientation program review
  • Employee experience

    Exit interview

    Learn systematically why people leave, and see how they viewed their manager and whether they would return.

    8 questions BranchingMultiple choiceRating (1-5)
    Preview questions: Exit interview
    1. What is the main reason you’re leaving? · Multiple choice
    2. How would you rate your relationship with your manager? · Rating (1-5)
    3. How would you rate collaboration within your team? · Rating (1-5)
    4. Would you consider working with us again in the future? · Yes / No
    5. How likely are you to recommend our company to a friend as a good place to work? · NPS (0-10)
    6. What could have kept you from leaving? · Long text
    7. Anything you’d like to add? · Long text

    The list shows the main questions; some questions are asked only depending on the answer.

    Create from template: Exit interview

Other solutions

Let’s see together how Survai fits your organization

Tell us about your use case, and in a 30-minute call we’ll walk through the survey, reporting and deployment options that suit you.

  • A demo built around your scenarios
  • Hosting in the EU (Azure)
  • Tools that support KVKK processes
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