Begin before “day one.”
Instead of waiting for your new hire’s start date to begin communicating with them, start right after they’ve accepted the offer. Help them complete paperwork, set them up technologically, and send them videos about the company and its culture. Keep them engaged and excited leading up to their start date.
Think “journey” versus a one-time event.
Onboarding should be an ongoing process, ideally over the employee’s first year with the company. During that time, help them establish a network of trained subject-matter experts within the organization who’ll contribute to their career success.
Don’t limit it to new hires.
Apply the same concept to other new team members who may arrive via acquisition or even as expatriates (expats) and internal transfers. Expats are a great example. While multinationals invest a lot of time and effort in preparing them for overseas or stretch assignments, little thought is often given to their return. Onboarding programs where they’re reacquainted with the people and culture of their home office would go a long way in settling them back in.

Improve your company’s onboarding process

How to Apply This