- Set up a form in 5 minutes without involving programmers.
- Branching logic ensures each employee follows their own path without unnecessary or repeated questions.
- Built-in AI assistant can generate the questions you need.
- Notifications of new responses can be sent to email, Telegram, or CRM (if configured).
- Dynamic elements: use emojis, scales, timers, and polls.
- Convenient analytics: breakdowns by department, mentor, and period.
- Integrations with Bitrix24, amoCRM, Telegram, and other systems.
- Data is stored on Russian servers, and the collection process complies with Federal Law 152-FZ.
By type of business process
Automate the recruitment surveys for new employees
Why does a business need HR surveys?
Quickly adapt a beginner
The survey helps you understand how best to work with an employee. This makes the first weeks at the company clear and comfortable.
Reduce staff turnover
If an employee feels supported, they have more motivation to stay. This helps to retain people and reduce the cost of hiring and training.
Change processes on request
The answers of the newcomers help to immediately see where improvements in adaptation are needed. This is a convenient guideline for HR and a basis for improvement.
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Advantages for HR specialists:
Frequency of HR surveys for new employees
To make onboarding effective, it's important to collect feedback not just once, but at specific moments.
We recommend the following approach:
Day 1–3: Start of onboarding
Check how the employee handled their first days: did they receive necessary materials, were they in touch with their mentor, and did they understand the processes.
Week 2–3: First work tasks
At this stage, it's important to find out if the newcomer faces any difficulties, how confident they feel in their role, and whether they feel supported by the team.
Day 30: End of the first month
Assess the overall impression, perception of corporate culture, loyalty, and willingness to continue working at the company.
This format allows you to track onboarding progress and respond promptly if the employee loses motivation or struggles to integrate into the team.
What questions should I include in the questionnaire?
- Understanding Tasks and Goals
Question: How clear are the tasks and goals assigned to you at this stage? - Quality of Interaction with Mentor
Question: Do you receive enough support and feedback from your mentor? - Availability of Information and Resources
Question: How easily can you find the necessary materials, instructions, and access? - Level of Anxiety/Uncertainty
Question: Are you experiencing difficulties or uncertainty in your work at the moment? - Communication with Management
Question: Do you feel you can approach your manager with questions or concerns? - Understanding Corporate Culture
Question: How aligned do you feel with the company's values and principles? - Perception of Onboarding Fairness
Question: Do you consider the onboarding process clear and fair?
Examples of the use of onboarding surveys in various industries
IT and digital products
It is important for beginners to quickly understand tasks, technologies, and work processes. Surveys can help you understand how confident an employee is, whether they have access to the information they need, and whether they receive support from the team.
Retail and mass staff
When a lot of people join a company at once, it is important to quickly understand who is failing and for what reason. The survey helps identify problems with training, schedule, mentoring, or on-site conditions.
Financial and legal companies
Adaptation is often associated with a large amount of instructions and regulatory requirements. Through surveys, you can assess how well a beginner has mastered the rules, understood their area of responsibility, and where to add training or support.
Create a Personalized HR Survey for Your Field
1. Build a survey from scratch using the drag-and-drop builder or generate it with the AI assistant. Just describe your goal, and the platform will suggest questions. You can add any field types: scales, open-ended responses, ratings, emojis, or toggles.
2. Integrate survey distribution with your HR system or corporate email. QForm supports Bitrix24, Telegram, amoCRM, and other channels. Forms can be sent automatically or via a link.
3. After collecting responses, analyze the data in your convenient dashboard. You can filter results by onboarding date, department, mentor, or location. This is especially useful when comparing adaptation across different teams.
4. If needed, export responses to Excel, CSV, or PDF, for example, for reporting to management or an external training contractor.
Typical errors when running surveys
That's what most often prevents you from collecting high-quality feedback:
The survey is too long and monotonous, and no one wants to fill it out.
Submitting a form without explaining the purpose and benefit to the employee
Lack of reaction to the answers, as the staff does not see the point in participating
What Insights Can Be Gained from New Hire Feedback?
An employee onboarding survey helps HR and managers see the real picture through the eyes of the new hire. Often, existing processes don’t work in practice: instructions are incomplete, mentors are unavailable, goals are not clearly communicated. Feedback from new employees helps identify and fix these gaps.
First, an onboarding survey shows how employees perceive the adaptation process. Some feel supported and confident, while others get lost in the information flow, don’t know who to ask, or fear appearing unprofessional. These details are hard to notice in the first weeks, especially in remote settings, yet they critically impact engagement and retention.
Second, surveys can serve as a starting point for personalized follow-ups, such as HR check-ins or mentor discussions. Instead of a generic "Is everything okay?" you get specific issues needing attention: unclear goals, feelings of isolation, or training difficulties. This allows you to not just identify problems but immediately move toward solutions.
Third, survey data signals necessary process improvements. If employees across teams report difficulty accessing information, it may indicate the need to restructure the knowledge base. If communication with managers is challenging, onboarding meeting standards might need adjustment. This makes onboarding flexible, responsive, and aligned with actual employee needs rather than rigid regulations.
Fourth, surveys provide a foundation for ongoing analytics. Results can be included in HR reports and business discussions, allowing comparisons of onboarding success across departments and locations, identifying best practices, and spotting areas for improvement. When combined with eNPS, CSI, and engagement metrics, you gain a complete picture of employee sentiment and its potential impact on team performance in the coming months.
In this way, HR surveys become a practical tool for developing processes, people, and corporate culture.
Result
QForm helps collect feedback from new employees. Everything is managed within a single dashboard: you create the form, set up the logic, and choose who receives it and when.
There’s no need to switch between spreadsheets, emails, and forms. Responses are automatically gathered in a convenient panel, giving a clear view of how onboarding is progressing across different teams.
You can integrate with Telegram, РRM, or email, set reminders, and filter responses by department or mentor. The platform makes onboarding transparent, manageable, and valuable for both new hires and the business.
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