Effective employee onboarding starts even before a prospective employee walks in for an interview and continues long after their first week at the job is completed.  

While most businesses claim to have an employee onboarding process in place, they’re hardly even effective. By failing to get their new hires settled in properly, these businesses continually face steep turnover rates and retention troubles.

Employee onboarding best practices

What the company does after a new hire joins plays a big role in determining his stay and productivity in the team. Here are 6 ways to rethink how you onboard new employees right from the beginning – the job application stage:

1. Talk about your culture clearly

Most candidates like to research on a company’s culture even before they land an interview with them. The face you present to them creates a mindset that will continue to influence their experience in the first few days of the job. So put some thought behind your culture impression. Make sure all the information is clear and accurate, and completely in sync with your business goals as well as the work culture.

what new hires wantimage source: BambooHR

Focusing on hiring a cultural fit as well as someone skillful is the key avoiding expensive turnovers caused by wrong hires. Include all the important information required for a new hire to understand the company goals right away, settle in and stay satisfied in the job description you publish.

2. Track the performance from day one

Most businesses focus a little too much on employee onboarding activities, forgetting about why the new hire was made – to make the team more productive. While it might seem a little too early, keep track of the new hire’s performance from day one by gathering all the quantitative information you can.

Using project management tools like Trello and Teamwork can help you keep track of the progress on their work. Alternatively, you can also collect qualitative data from the team members the new hire interacts with regularly. This can help identify weak spots and resolve them during the onboarding process.

3. Split the onboarding activities

Instead of resting the entire responsibility of onboarding the new hire on one person’s shoulders, involve your entire team. Have one person introducing him to everyone at work, one to show him around, another to explain the work and so on. But make sure each of these activities are designed to explain the new hire where he fits into the organization as an individual.

But ensure the members you are handing over the responsibility to, have a good understanding of the work culture and the job role themselves. You don’t want the newbie to pick up on the wrong things.

4. Make introductions a priority

Ensure you make the new hire acquainted with their colleagues as soon as possible. The faster you make the introductions, the sooner they’ll start feeling like a team. When making a team introduction, go beyond the basics – names, title, job role, etc, and talk about his experience and skills as well. Small praises will motivate them to be productive right from the start.

According to a research by BambooHR, while 27% new hires want HR managers to take them through the onboarding program, 33% prefer the entire management to get involved.

new hire onboardingimage source: BambooHR

5. Introduce them to useful tools

Introductions to the team and culture aren’t enough. You’ll have to make sure that the employee onboarding process gets them accustomed to the tools you make use of for project management. Starting with the ones they will require right away, guide them through the features and uses of each one by one.

Using collaborative tools like Memit will allow the new hires to not just add stuff they find useful, but also access those accumulated by the team. You can also use it to store all the relevant documentation required for onboarding or understanding a certain job role.

6. Establish some common goals

Always help your new hires establish their career goals and show them how the company together can help achieve them. Once they know you aren’t just focused on ‘getting work done’, but also in their growth, they’re more like to stay longer and contribute their 100% to the team.

To make sure you have established a common ground, make it clear in the first few days how the new hire is going to be evaluated. Include a personal career development section in your onboarding process.


Effective onboarding starts the moment a candidate considers becoming your employee and continues long after the completion of the first day at work. Treating new hires as individuals with personal goals as well as making them a part of your company in totality is the key to bring out the best in them.

If you aren’t familiar with Whatfix, we’d love to show you how we streamline employee onboarding, engagement, training, and support. If any of this sounds appealing to you, I urge you to try us out.

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