New Hire Orientation Survey Template
This new hire orientation survey template reviews the session that introduces new employees to the organization. Ask about useful information, the pace, opportunities for questions, and what needs a clearer explanation before the next step.
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New Hire Orientation Survey
How clear was the explanation of what happens next in your onboarding?
Not at all clear
Slightly clear
Moderately clear
+4 more answer choices
This new hire orientation survey template reviews the session that introduces new employees to the organization. Ask about useful information, the pace, opportunities for questions, and what needs a clearer explanation before the next step.
Orientation is a starting point, not the whole onboarding experience. This SurveyLegend questionnaire asks what the session helped explain while new employees can still recall its content and delivery.
When to use this survey
Use it immediately after the initial orientation session or soon afterward. Identify the session in the invitation. Use survey testing to check that unfamiliar company terms do not make the feedback questions difficult to answer.
7 questions for your new hire orientation survey
Answer about the initial orientation session you just completed. All questions are optional. Focus on the session rather than your overall experience as an employee. Do not include passwords, account details or confidential information. Use the contact provided by your employer for help that needs an individual response.
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Customize your new hire orientation survey
Name the orientation session and keep the feedback close to that event. Include not-covered options so respondents can distinguish missing content from confusing content. Share support contacts outside the questionnaire; an optional feedback form should not become the only way to request essential help.
Printable new hire orientation survey
Use the same session-specific questions on paper. Explain who will read the feedback and provide a private return option. Keep any account setup checklist separate so no login information is written on the survey.
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How to use the answers
Group unclear topics and open-ended data into session content, delivery and next-step instructions. Distinguish content that was not covered from content that was hard to follow. Review later onboarding experiences separately instead of treating a good orientation rating as evidence of retention or job readiness.
Bauer and colleagues’ 2007 meta-analysis examined newcomer adjustment, including “role clarity, self-efficacy, and social acceptance”. The newcomer adjustment study offers context for asking whether an introduction leaves people knowing where to go next. It covers a broader adjustment process than one orientation session and does not validate this original session-feedback questionnaire.
Frequently asked questions
Is orientation the same as onboarding?
This template treats orientation as the initial introduction session. Onboarding continues as employees learn their roles, tools and working relationships.
Can this replace a week-one check-in?
No. It reviews the session itself. A later check-in can ask about the actual experience of starting work.
Should new hires request urgent help here?
Provide a separate support contact for issues that need a response. Optional research feedback should not be the only route to getting started.
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