Question 1

When should we survey new employees?

Accepted Answer

Your project team agrees the touchpoints with you. Common points are the first day (expectations and first impression), the first week (induction and team), the first month (integration and tasks), three months (productivity and belonging) and six months (long-term retention). Which touchpoints fit your onboarding you decide together.

Question 2

How many questions should an onboarding survey have?

Accepted Answer

Less is more: 5–8 questions per touchpoint are ideal. New employees are busy with plenty of impressions anyway. Short surveys achieve high participation rates and still deliver meaningful data.

Question 3

Are onboarding surveys anonymous?

Accepted Answer

Yes, always. Onboarding surveys with Kultify are anonymous and are evaluated exclusively in aggregate. There are no personal individual results. Results are only shown above a minimum number of responses, by default five per segment, so no conclusions about individual people are possible. Individual new hires flow anonymously into the analysis of their cohort.

Question 4

Can we customize the questions ourselves?

Accepted Answer

Yes, of course. You start with prepared onboarding question sets and adapt them to your situation together with your project team. Your project team advises you on which questions fit which touchpoint.

Question 5

How do new employees get into the survey?

Accepted Answer

Kultify provides a fixed link for every onboarding touchpoint. You embed it into your onboarding workflow or HR system, so the invitation is triggered at the right time. Kultify itself stores no start dates per employee; the timing is handled by your HR system.

Question 6

How do we recognize early where our onboarding is stalling?

Accepted Answer

The results of every touchpoint feed continuously into the report. So already after the first analyses you see when a department or a touchpoint is rated critically, and you can adjust the onboarding process before a pattern sets in. The analysis always stays anonymous and aggregated.

Question 7

What happens to the results?

Accepted Answer

The results feed into a report. Which breakdowns make sense for you, you define together with your project team, often by touchpoint, department and time. This way you see where your onboarding holds and where there is room for improvement, and derive targeted actions from it.

Question 8

How does an onboarding survey differ from a regular employee survey?

Accepted Answer

Onboarding surveys are shorter, more frequent and more focused. They measure specific onboarding aspects such as induction, fulfillment of expectations and integration into the team. Regular employee surveys cover the entire workforce and take place less often, regardless of length of service.

Reduce early turnover, keep new talent

The first 180 days decide whether new talent stays

Make the surveys a fixed part of your onboarding

See which team inspires new people and which loses them

Five steps to a continuous onboarding survey

Define touchpoints

Embed links into the onboarding workflow

Collect answers

Use the results

Improve onboarding

Frequently asked questions about onboarding surveys

Design & timing

Technology & results

You invest a lot in recruiting. Protect that investment.