Is Your Onboarding Actually Working? The Onboarding Experience Scorecard
A 12-question onboarding scorecard for HR consultants, people-ops advisors and onboarding coaches. Managers rate their most recent hire across before day one, role clarity, belonging and ramp & feedback. Built in: a 30-minute onboarding-debrief booking block, a CTA for every result level, a numbered multi-manager playbook (compare the spread, retest in 90 days), and 4 lead questions (role, company size, company name, pain point). After cloning, replace the booking text and CTA links with your ow…
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About this template
Is Your Onboarding Actually Working? The Onboarding Experience Scorecard is a free quiz template with 16 questions. Take the live preview above, then copy it into your own RooQuiz account — the questions, results and follow-up are all yours to edit before you publish.
What's inside: 16 questions
Every question below comes with the template, in this order. After you copy it, you can reword, reorder or remove any of them.
- Think of your most recent new hire. What did they have ready before their first morning?Nothing — they arrived and we figured it out · A laptop and a desk, but accounts were set up on day two or later · Equipment and accounts ready, but no schedule for the first week · Equipment, accounts and a written first-week schedule, sent in advance
- Between offer acceptance and day one, how often did someone from the team contact them?Not at all · Only HR admin and paperwork emails · Their manager reached out once · Manager plus a future teammate reached out, with a personal message
- On their first day, who was assigned to be with them for lunch and questions?Nobody specific · Whoever was nearby · A named buddy who was told the day before · A named buddy with a short briefing and time blocked in their calendar
- If you asked this new hire today to list their top three priorities for the first 90 days, what would happen?They would not be able to list three · They would list tasks, but not outcomes · They would list priorities that only partly match mine · Their list would match mine, because we wrote it together
- How did they learn what a good job looks like in the role?They worked it out by watching others · I described it in a conversation · They got a job description and a list of goals · They saw real examples of good work and agreed on success measures in week one
- When this person was unsure who owned a decision, what happened?They guessed, and sometimes got it wrong · They asked around until someone answered · They asked me, and I answered each time · They had a decision-rights map or a clear list of who to ask for what
- In their first two weeks, how many one-on-one conversations did they have with people outside their own team?None that I know of · One or two, by chance · Three or four, arranged for them · Five or more, with a clear reason for each meeting
- Think about the last time they were stuck on something. What did they do?They stayed stuck for a while before telling anyone · They waited until our next scheduled meeting · They messaged me or their buddy the same day · They asked in a team channel without hesitating
- How did the team mark this person joining?We didn't · A one-line announcement · An introduction at a team meeting · An introduction plus a short note about what they bring, and a first-week team moment
- In the first 30 days, how many structured check-ins did you hold with them?None · One, around the end of the month · Weekly, but mostly status updates · Weekly, with time set aside for their questions and my feedback
- When did they receive their first piece of specific feedback on real work?After 60 days or at the first review · In the second month · In the first three weeks · In the first week, on a small piece of real work
- Has anyone asked this person what the onboarding was like, and did you change anything afterwards?No one has asked · We asked informally and changed nothing · We asked in a survey and noted the answers · We asked at 30 days, and changed something specific because of it
- Which best describes you?I lead HR or People · I manage people who joined recently · I'm a founder or owner · I'm an external consultant assessing a client
- How many people work at the company?1–20 · 21–100 · 101–500 · More than 500
- Company or team name (optional)
- If you could change one thing about how new people start at your company, what would it be?
What it measures
Answers are scored across 4 dimensions. Each respondent gets a score for every one, shown side by side on a radar chart.
Before Day One
What was ready, and who had reached out, before the first morning.
Role Clarity
Whether the new hire knows what good looks like and who decides what.
Connection & Belonging
Whether they know people beyond their desk and feel safe asking for help.
Ramp & Feedback
How quickly they get real work, feedback and a chance to improve the process.
Result levels
The total score places each respondent in one of 4 levels, each with its own message on the result page.
Sink or Swim
Score below 24New hires here are mostly left to work it out alone. That costs time and increases the chance they leave early. The fix is not a bigger program: pick your lowest area and add one structured step this month.
Patchy Welcome
Score 24–34Some parts work, but the experience depends on which manager a hire gets. Make the best manager's habits the standard for everyone, starting with your lowest area.
Solid Ramp
Score 34–42Your basics are in place. The gains now are in consistency and in asking new hires what they would change.
Onboarding Engine
Score 42+Your onboarding is deliberate and repeatable. Keep it that way by reviewing it every 90 days, since small processes drift.
How scoring works
There are no wrong answers: every option carries its own points. The points add up to an overall score — and, where the template defines dimensions, to a score for each one — so respondents get a personal breakdown instead of a pass or fail.
How to use this template
- Answer the live preview yourself to see exactly what a respondent sees, question by question.
- Copy it into your account — the questions, scoring logic and result pages all come with it.
- Rewrite the copy, add your own branding and call to action, then publish it on your own link or embed it on your site.