When a new hire joins your company, what happens next is very important. Why? Because their first impressions will decide how they feel about your company. It’s not just about their first day. It’s about their future.
The employee onboarding process is your chance to get it right. To make them feel welcome. To make them feel excited.
But onboarding is not only about forms and office tours. It’s much bigger. It’s about making them confident. It’s about showing them they made the right choice.
And for you, it’s about building a team that stays. A team that grows with your company.
In this guide, I will explain everything. Starting from what onboarding is, why it matters, and the stages of the onboarding process for new employees. I will also share what I personally feel about some things. Let’s start.
The onboarding of an employee means helping them adjust to the company. It’s the process to make them feel comfortable with their role.
It’s not a one-day thing. No. It takes time. Weeks, or even months.
The goal? To make them feel supported. To help them learn. To show them how their work fits into the big picture.
And also to make them happy. Because happy employees stay longer.
The employee onboarding process has many parts. Each is important.
All these together make onboarding work.
People confuse onboarding with orientation. They are not the same.
Orientation is just one day. It’s about HR policies and rules.
The onboarding process for new employees is much more. It’s long-term. It’s about making employees feel part of the company.
Onboarding has changed a lot in recent years. Before, it was just paperwork. Now, it’s about engagement.
Companies like Google and LinkedIn are doing great things. They focus on mentorship, training, and culture.
I read this about Microsoft. They give every new hire a buddy. Someone who helps them for 90 days. This is a good idea because it makes people feel less lost. I think smaller companies can try this too.
The onboarding of an employee is not just a normal HR process. It’s a big opportunity. You can build a good relationship with the new employee right from the start.
But if onboarding fails? Then what happens?
Confusion. Frustration. And resignation.
A good employee onboarding process, however, makes things better. It improves retention. It makes employees happier. And they work better.
Retention is hard. Many employees leave their jobs in the first year.
But companies with strong new employee onboarding programs don’t face this issue as much. Research from Glassdoor says these companies improve retention by up to 82%.
So, if you don’t focus on onboarding, you lose people. And losing people costs money.
Replacing an employee costs a lot. Studies say it can be 33% of their annual salary.
But it’s not just money. When someone leaves, it affects the team. It hurts morale. It disrupts work.
Even worse, your company’s reputation can suffer. New hires may think twice before joining.
That’s why the best onboarding practices are so important.
Do you know what makes employees do their best? Engagement.
Engaged employees feel connected. They feel motivated. They don’t just work—they care.
And onboarding helps with engagement. A proper HR onboarding process makes employees feel valued. It makes them feel like they belong.
How Onboarding Drives Engagement
When employees feel capable, they perform better. This is why training during onboarding is so important.
How long does it take a new hire to start performing well? This is called time-to-productivity.
The onboarding process for new employees affects this directly. A detailed plan helps them learn faster. It gives them the tools they need.
For example, LinkedIn has a 30-day roadmap. It tells new hires what to focus on each day. I think this is a great idea. It removes confusion.
If new hires know what to do, they perform better.
The employee onboarding process doesn’t happen in one day. It has stages. Each stage is important.
Let’s talk about them.
This starts before the employee joins. It’s about preparing everything.
Key Pre-Onboarding Activities
I think pre-onboarding is very helpful. It reduces stress for the new hire.
Why Pre-Onboarding Matters
If you prepare well, the first day is smoother. New hires feel less nervous.
And, when paperwork is done early, Day 1 can focus on team bonding.
Day 1 is very important. It’s when the new hire decides how they feel about the company.
Key Activities for Day 1
I read that Google gives new hires a welcome kit. It has branded items and a letter from their manager. Small things like this make a big difference.
Common Mistakes to Avoid
Don’t overwhelm them with too much information.
Don’t forget to introduce them to their team.
And don’t leave them alone with no schedule.
The first week is for settling in. It’s about helping them feel comfortable.
Key Goals for Week 1
Facebook has something called “Bootcamp.” New hires work on small projects to learn the company’s tools. I think this is a smart way to train them.
By the first month, the new hire should feel more confident. This stage is for deeper training.
Focus Areas for the First Month
Feedback is important. It helps them improve.
The first 90 days are a big milestone. By now, they should be performing well.
Key Activities
Each stage builds on the last one. Together, they create a smooth transition.
This is how you make new hires feel supported. This is how you make them stay.
Making a great employee onboarding process is not just about ticking boxes on a checklist. It’s about making the new hire feel cared for. It’s about helping them succeed.
In my opinion, onboarding is more than forms, rules, or policies. It’s how you welcome someone to your company family. That’s why following the best onboarding practices is so important.
If you’re looking to simplify and enhance your onboarding process, consider using specialized software designed for this purpose. Check out Beyond Intranet’s Employee Onboarding App to streamline your workflows and create a seamless onboarding experience.
Here are some ways to make your onboarding process for new employees better.
Every person is different. No two employees are the same.
So, having a general HR onboarding process doesn’t always work. You need to make it personal. Show the new hire that you care about them.
For example, you can customize the new employee onboarding process by their job. Salespeople might need product training. But IT people need training on tools.
Also, giving them personal support helps. Assigning a mentor or buddy is a good idea. Someone who guides them. Someone who helps them settle in.
I read about LinkedIn. They use 90-day plans for each new hire. This helps them know their role well. This is a good example of how to onboard a new employee properly.
Why wait until Day 1? You can start onboarding earlier. This is called pre-onboarding. It reduces stress. It makes the new hire feel prepared.
Send them an email before their first day. Include a nice welcome message. Add details about their first day schedule.
Share resources too. For example, the employee handbook or an onboarding a new employee checklist. This gives them time to understand your company.
Some companies, like Slack, send welcome packages. These include branded items, handwritten notes, or useful tools. I think this is a really nice touch. It makes the new hire feel special.
To streamline pre-onboarding tasks like sending welcome emails, collecting forms, or sharing onboarding materials, Employee Onboarding Software is the perfect tool. It automates these processes, saving time and effort for your HR team.
Culture is the soul of a company. Without it, the workplace feels empty.
One big part of the onboarding of an employee is teaching them about the company culture. Teach them your values. Your mission. Your ways of doing things.
You can do this in different ways. Share stories about how employees live your values. Have sessions where you explain workplace rules or traditions. Or organize team-building activities.
These things help the new hire feel like they belong.
Confusion is bad for onboarding. It can make the new hire feel lost.
So, communicate clearly. Tell them what they need to do. Set milestones for their first 30, 60, and 90 days.
Also, check in with them regularly. Ask them how they are doing. Give them feedback. This improves the employee onboarding process for everyone.
A checklist is very helpful. It ensures nothing is missed. Below is a simple onboarding a new employee checklist.
Discover how Beyond Intranet’s Employee Onboarding Software can simplify pre-onboarding tasks, from sending offer letters to setting up IT accounts. Get started here!
Pro Tip: A smooth first day builds confidence. It makes the onboarding of an employee better from the start.
A good employee onboarding process should add value. But how do you know if it’s working?
You measure it. Here are some ways.
Retention shows how many employees stay after one year. If new hires leave quickly, the HR onboarding process may need improvement.
Insight: Companies with structured new employee onboarding programs have 82% better retention rates (Glassdoor).
This measures how fast new hires become productive. A good onboarding process for new employees shortens this time.
Track how long it takes for them to meet goals. Compare it across teams to spot problems.
Ask new hires for their feedback. Use surveys or one-on-one meetings. Find out what they liked and what they didn’t.
Training is key to onboarding. Make sure all required sessions are completed. If they aren’t, there might be gaps in the HR onboarding process.
Engagement surveys can measure how motivated new hires feel. High engagement means the onboarding worked well.
Automation tools make onboarding easier. They save time. They reduce errors.
Here’s how automation helps the onboarding of an employee:
Tools like BambooHR can:
Automation lets you create custom training for each role. It tracks their progress too.
HR software shows dashboards to track onboarding steps. Managers can see if new hires are stuck.
Automated tools send updates and resources to new hires. This helps them feel supported.
Example: At Zapier, their automated new employee onboarding includes weekly updates with tips and resources.
Even a good onboarding process for new employees can have problems. Here are common issues and how to fix them.
Too much information can confuse new hires.
Solution: Break onboarding into smaller steps. Use short, focused training sessions.
Managers are busy. Sometimes, they don’t spend enough time onboarding.
Solution: Train managers to understand their role in onboarding. Give them tools to make it easier.
Onboarding often focuses on the first week. But what about after that?
Solution: Extend the onboarding to 90 days. Have regular check-ins.
Remote employees often feel isolated.
Solution: Use virtual onboarding tools. Include video calls and team-building activities.
The onboarding of an employee is one of the most important steps in their journey. A good employee onboarding process helps new hires feel welcome, supported, and aligned with your company’s goals.
By understanding how to onboard a new employee and improving your HR onboarding process, you can build a team that stays longer and performs better. Automation can help too.
Ready to streamline your onboarding process? Explore Beyond Intranet’s Employee Onboarding Software and take the first step toward efficient and engaging onboarding for your team.
Remember, onboarding is not just about Day 1. It’s an investment in your company’s future.
