Looking to upgrade your employee onboarding process? Here in this article, we have compiled 10+ popular onboarding process examples for you.
Employees are the nucleus of any company. A company’s growth is dependent on its employees’ growth. The more you can provide privileges to your employees, the better your company can innovate ideas into reality through their performance.
One such way is to ensure a world-class onboarding system within a company.
Because we believe:
Companies with a strong onboarding process improve new hire retention by 82% and productivity by over 70%Glassdoor
Now take a breath and dive into the discussion and learn more about the employee onboarding process, why it’s important, some popular trends, and more.
What is an employee onboarding process?
The employee onboarding process is a set of activities and procedures that a company uses to integrate new employees into the organization and its culture and prepare them for their new roles.
Employees who had a positive onboarding experience are 69% more likely to stay with a company for over three yearsSHRM
The process typically includes orientation, paperwork completion, training, and introductions to team members and colleagues. The goal of onboarding is to help new hires become productive team members as quickly as possible, ensuring they have a positive experience and feel welcomed into the company.
Apart from that, it would be best if you considered some important aspects. Such as:
- Make sure you have a well-organized and easy-to-follow process
- Provide new employees with all the information and important company resources and tools
- Set clear expectations and provide feedback
- Get themselves ready to fit with the culture and socialize with their colleagues
- Continue to check in with new employees and provide support
Why do you need a smart employee onboarding program?
A smart employee onboarding program is essential for several reasons. You, as an HR admin, have to make sure you’re following a world-class onboarding system.
However, we can mention two major reasons for adopting a smart employee onboarding process.
- New employees feel welcome and integrated into the company culture
- Employees will get to know the necessary information and their main job role
Apart from these, there are some other reasons why a smart employee onboarding program is vital for a company to grow:
- Increased retention and reduced turnover: A well-designed onboarding program helps new employees feel welcome and incorporated into the company culture. In return, it increases the chances of employee retention and reduces turnover.
- Improved productivity: By providing new employees with the necessary information and training, a smart onboarding program can reduce the time it takes for them to become productive.
- Alignment with company goals: An effective onboarding program ensures that new employees understand the company’s mission, values, and expectations, enabling them to align their work with its goals.
- Positive employee-company relationship: A well-designed onboarding program can help foster a positive relationship between the employee and the company, leading to greater job satisfaction and improved performance.
Get yourself inspired with these popular employee onboarding program trends
The world of work is constantly changing, and so are employee onboarding programs. Companies are recognizing the importance of well-structured and engaging onboarding processes to quickly get new hires up to speed and help them become productive members of the team.
Here are some of the popular onboarding trends for implementing new ideas or hacks into the onboarding process.
1. Preboarding options
The company engages with new hires before their first day on the job through preboarding. You can utilize various channels like email, social media, or a dedicated preboarding platform.
Hence, it helps to:
- Get new hires excited about their new role and company
- Provide them with important information about the company’s culture and values
- Help them to start building relationships with their new colleagues
2. Employee personalization
One-size-fits-all onboarding programs are no longer enough. Companies are increasingly personalizing their onboarding programs to meet the individual needs of each new hire.
You can perform this by:
- Conducting pre-hire assessments to learn about the new hire’s skills, experience, and goals
- Creating personalized onboarding plans
- Providing new hires with access to resources and support that are relevant to their role
3. Social media research
Social media can be a great way for companies to learn more about their new hires and to build relationships with them before they even start their job.
Companies can use social media to:
- Research new hires’ interests and hobbies
- Connect with new hires on LinkedIn
- Share company news and updates with new hires
4. Company culture immersion
Company culture is an important part of the employee experience. Companies are increasingly discovering ways to engage new hires in the company culture from the very beginning.
- Inviting new hires to company events and social gatherings
- Pairing new hires with mentors who can help them learn about the company culture
- Sharing stories and videos about the company culture
5. Welcome gifts and swags
Welcome gifts are a great way to show new hires that you’re making them special. It can be anything from a company-branded water bottle to a gift card to a local restaurant.
When choosing a welcome gift, it is important to consider the company culture and the new hire’s role. For example, a company might give a new software engineer a gift card to a bookstore, while a company might give a new sales representative a gift certificate to a coffee shop.
6. Flexible and remote onboarding
More and more companies are offering flexible and remote onboarding options. This is especially important for companies that have a global workforce.
Flexible onboarding allows new hires to start their job at a time and place that is convenient for them. Remote onboarding allows new hires to start their job without having to relocate.
Gamification is the use of game elements in non-game contexts. Companies are increasingly using gamification to make their onboarding programs more engaging and interactive.
For example, a company might use a points system to reward new hires for completing onboarding tasks. Or, a company might use a leaderboard to track new hires’ progress.
8. Artificial intelligence (AI)
You can use AI to personalize and automate employee onboarding programs. For example:
- Create personalized onboarding plans for new hires
- Provide new hires with feedback on their onboarding progress
- Identify new hires who may need additional support
9. Virtual reality (VR)
Companies are using VR to create impressive onboarding experiences. For example, a company might use VR to give new hires a tour of the office or to help them learn about the company’s products or services.
10. Data analytics
Companies are increasingly employing data analytics to track and measure the effectiveness of their onboarding programs. They use this data to pinpoint areas in need of improvement within the onboarding program.
10+ Popular Onboarding Process Examples from Big Brands
A good example always inspires people to do more productive tasks. This holds for the dynamic HR field. In today’s ever-changing situation, it’s a continuous journey. Companies, from startups to industry giants, constantly strive to innovate and gain a competitive edge.
Onboarding is a real deal for any company. It’s like inviting a new teammate to join the journey of growing your business. If you don’t roll out the welcome mat with a well-organized onboarding process, they might not catch that spark of excitement.
69% of employees are more likely to stay with a company for three years if they experienced great onboardingSHRM
Here are some specific examples of how a smart employee onboarding program can help companies:
- It helps to automate the process of sending new hires welcome emails, providing them with access to company resources, and scheduling their training sessions. This would free up HR staff to focus on more strategic tasks.
- A smart onboarding program helps to create personalized onboarding plans for new hires. These plans would be based on the employee’s role, experience, and goals. This would help to ensure that new employees have the resources and support they need to be successful.
- You, as an HR admin, can collect feedback from new hires on their onboarding experience. You can use this feedback to improve the onboarding process over time.
Let’s now check out some popular onboarding process examples from big brands to get inspiration and motivation.
1. Google’s Onboarding Process
One of the largest tech giants’ onboarding should be different, right? Yes, you heard it right. Google’s employee onboarding process involves assigning a mentor to the new hire. It helps them adjust to the new role. The new hire will also attend multiple training sessions and have frequent check-ins with their manager.
Before the first day:
- They sent a welcome email and a link to the Noogler Orientation website
- Join the Noogler Google Group and the Noogler Discord server
- Assign a “Noogler Buddy,” who is a current Googler who will help them transition into their new role
On the first day:
- The new hire arrives at the office. All other members greet their new Noogler Buddy
- He takes a tour of the office and meets their team members
- Attends a welcome breakfast or lunch
- Meeting and chitchatting with their manager to discuss their role and responsibilities
- Attends a Noogler Orientation session
2. Airbnb’s Onboarding Process
Airbnb’s onboarding process includes a 3-day orientation program, which covers the company’s culture, values, policies, and procedures.
So the entire process breaks down into these parts:
- Pre-onboarding: New hires receive a welcome email with important information, such as access to the company’s intranet and training resources.
- New hire orientation: This two-day event covers Airbnb’s history, mission, values, products, and services. New hires also meet with their manager and team members and learn about the company’s culture.
- Training: Then they receive training on the specific skills and knowledge they need for their role. Training is provided through a combination of online courses, in-person workshops, and job shadowing.
- Mentorship: After that, new hires pair with a mentor who is a more experienced Airbnb employee. He provides guidance and support to new hires as they transition into their new role.
3. Buffer’s Onboarding Process
Buffer, a social media management platform, is popular for its great company culture. Its onboarding process reflects this, with a focus on welcoming new hires and making them feel at home. New hires start with a day of orientation that includes an overview of the company, its products and services, and its culture.
They also have the opportunity to meet with their manager, team members, and other Buffers.
4. Slack’s Onboarding Process
Slack’s onboarding process includes a comprehensive training program about the software’s features, how to use it, and the company culture. Then new employees also have access to a dedicated onboarding channel in Slack. This channel is a great place to ask questions and get help from other new employees and Slack employees.
Also, they offer a variety of training resources for new employees, including:
- Onboarding tour: This interactive tour introduces new employees to Slack’s features and functionality.
- Help center: This online resource provides answers to common questions about Slack.
- Slack academy: This online training platform offers courses on a variety of Slack topics.
5. Netflix’s Onboarding Process
Netflix’s onboarding system emphasizes freedom and commitment. New hires start with a two-week training program called “Netflix University.” Also, it covers everything from the company’s culture and values to its products and services. They also have the opportunity to meet with their manager, team members, and other Netflixers to learn about the company and get to know their new colleagues.
6. HubSpot’s Onboarding Process
The onboarding process at HubSpot is to help new employees get up to speed quickly and easily. It starts with a welcome email that includes a link to the HubSpot Onboarding Guide. This guide covers everything from how to set up your account to how to use HubSpot’s features.
However, they also offer a variety of training resources for new employees, including:
- Academy: This online training platform offers courses on a variety of HubSpot topics, including marketing, sales, and customer service.
- Certification program: This program allows new employees to earn certifications in different HubSpot products and services.
- Partner portal: This online resource provides access to training and support materials for HubSpot partners.
7. Microsoft’s Onboarding Process
Microsoft’s onboarding process includes a 3-day orientation program. It covers the company’s culture, values, policies, and procedures. New hires also attend training sessions and have check-ins with their manager.
Major things in Microsoft’s onboarding process
- Welcome email with a link to the onboarding guide
- Dedicated onboarding channel in Microsoft Teams
- A variety of training resources, including Microsoft Learn, Microsoft Certifications, and Microsoft Mentorship Program
- Focus on helping new employees get up to speed quickly and easily
- Emphasis on company culture and values
8. Amazon’s Onboarding Process
Amazon’s onboarding process is known for being self-directed and comprehensive. New hires get a pre-employment onboarding guide that covers everything from company culture and values to benefits and training.
New hires also get access to Amazon’s learning portal. There are a variety of training courses and resources out there. On the first day of work, they attend a welcome orientation where they learn more about the company, their role, and their team. They also have the opportunity to meet with their manager and colleagues.
After orientation, new hires begin their self-directed onboarding process. They get a personalized onboarding plan that outlines the training and development resources they need to be successful in their role. New hires start working under a mentor who can provide guidance and support.
9. LinkedIn’s Onboarding Process
LinkedIn’s onboarding process is to help new employees get up to speed quickly and easily. Also, they introduce them to the company’s culture and values. It is a comprehensive and well-organized process that includes the following steps:
- New hires receive a welcome email with important information, such as access to the company’s intranet and training resources. They are also encouraged to join the New Hire LinkedIn group and to connect with other new hires and LinkedIn employees on LinkedIn.
- This two-day event covers LinkedIn’s history, mission, values, products, and services. New hires also meet with their manager and team members and learn about the company’s culture.
- They receive training on the specific skills and knowledge they need for their role. Training is provided through a combination of online courses, in-person workshops, and job shadowing.
- New hires are paired up with a mentor who is a more experienced LinkedIn employee. Mentors provide guidance and support to new hires as they transition into their new roles.
10. Stripe’s Onboarding Process
Stripe’s onboarding process is also one of the great examples to inspire HR admins to follow. Their onboarding process focuses on helping new hires get adjusted to their new roles, understand the company’s culture, and feel empowered to make a meaningful impact.
Here are some key components of Stripe’s onboarding process:
- Orientation: New hires attend a 1-week orientation program at the company’s headquarters in San Francisco.
- Training: After orientation, new hires attend a 6-week training program that covers Stripe’s products, processes, and best practices.
- Mentoring: Each new hire is assigned a mentor, who provides guidance and support during the onboarding process.
- Culture and values: Stripe places a strong emphasis on its culture and values.
- Ongoing learning: Stripe encourages ongoing learning and development for all employees.
- Shadowing: New hires are encouraged to shadow experienced team members to learn about different areas of the company and gain a better understanding of how the company operates.
11. Dropbox’s Onboarding Process
Their onboarding process is a digital experience to help new hires get a speedy start with the company culture. Before joining, they go through a pre-boarding phase. Here, the new hires receive an offer letter and other important information. For example, company policies and benefits They also have the opportunity to complete some of the necessary paperwork and sign their contracts electronically using Dropbox Sign.
On their first day, the company welcomed the new hires with a virtual welcome meeting. It’s typically led by their manager and HR representative. This meeting is a chance for new hires to learn more about the company, their role, and their team. They also have the opportunity to ask questions and get to know their new colleagues.
After the welcome meeting, new hires are given a tour of Dropbox products and features. They also have the opportunity to meet with other members of their team and learn more about their specific responsibilities.
12. Asana’s Onboarding Process
Like all other big brands, Asana’s onboarding process is somehow similar. They focus on their employee benefits first. The process begins before the new hire’s first day, and it continues through their first few weeks on the job. Generally, they follow three processes. For example, pre-onboarding, onboarding, and post-onboarding process.
Here’s the pre-onboarding process:
- Welcome to the new hire: On the new hire’s first day, their manager and other team members should hold them to the team and give them a tour of the office.
- Review the onboarding project: The new hire’s manager should review the onboarding project with them and answer any questions they may have.
- Provide training: The new hire should be provided with training on Asana and their specific role and responsibilities.
- Introduce them to the team: The new hire should be introduced to their team members and other key stakeholders.
- Set expectations: The new hire’s manager should set clear expectations for their performance and goals.
13. Salesforce’s Onboarding Process
Their boarding begins before the employee’s start date and continues for their first 180 days on the job.
Salesforce’s onboarding process has three major parts:
- Pre-boarding: This phase begins when the employee accepts the job offer and continues until their start date. During this time, the employee receives information about the company, its culture, and their new role. They are also given access to Salesforce’s learning platform, Trailhead, so they can start learning about the Salesforce platform.
- New hire orientation: This phase takes place on the employee’s first day and covers topics such as company policies and procedures, benefits, and IT setup. The employee also meets with their manager and other team members to learn more about their new role and responsibilities.
- Ongoing onboarding: This phase lasts for the employee’s first 180 days on the job and provides them with continued support and training. The employee meets with their manager regularly to set goals and track their progress. They also participate in company-wide onboarding activities and training programs.
You can also check out how to migrate from Salesforce to WordPress CRM
14. Uber’s Onboarding Process
Uber’s employee onboarding process is designed to help new employees get to know the company and their role as much as possible. The process begins with a pre-employment offer package that includes information about Uber’s culture, values, and benefits. New employees also receive a welcome email from their manager and are assigned a buddy who can help them navigate their first few weeks at Uber.
On their first day, new employees are given a tour of the office and introduced to their team members. They also meet with their manager to discuss their onboarding plan and goals. In the following weeks, new employees participate in a variety of onboarding activities, including:
- Training sessions on Uber’s products, services, and technology.
- Meetings with other departments to learn about their work and how it intersects with their role.
- One-on-one meetings with their manager to discuss their progress and get feedback.
- Team-building activities to help them get to know their colleagues and build relationships.
Uber also offers a variety of resources to help new employees succeed, including:
- An employee onboarding portal with information on Uber’s policies, procedures, and benefits
- A mentorship program that pairs new employees with experienced Uber employees.
- A variety of employee resource groups (ERGs) provide support and networking opportunities for employees with shared interests.
We hope you find these popular onboarding examples impactful and useful for your HR department. Now it’s time to align the current strategies with these processes. You may be thinking about the key elements that make an onboarding program successful, right?
No worries; check out below:
Characteristics of a Successful Onboarding Program
A successful onboarding program is essential for any company that wants to attract and retain top talent. By investing in an effective onboarding program, companies can set their new hires up for success and help them become more productive members of the team quickly.
Therefore, the format should help new hires adapt to their new roles, understand the company culture, and feel welcomed and supported.
What’s more? Here are some key factors that make an onboarding program successful:
- Clear goals: The onboarding process should have clear and specific goals that align with the organization’s mission, vision, and values.
- Personalization: The onboarding process should be personalized to meet the needs of each new hire. This could include assigning a mentor, providing individualized training, or setting specific goals for each new employee.
- Communication: The onboarding process should include regular communication between new hires, managers, and HR teams. This could include check-ins, feedback sessions, or team-building activities.
- Technology: The use of technology can make the onboarding process more efficient and effective. This could include using an online portal for new hires to complete paperwork, providing access to training videos or online courses, or using a mobile app for on-the-go learning.
- Feedback: The onboarding process should include opportunities for feedback from new hires. This could include surveys, focus groups, or one-on-one meetings with managers.
- Follow-up: The onboarding process should include follow-up activities to ensure that new hires are successfully integrating into their new roles. This could include a 30-day check-in, a 60-day review, or a 90-day evaluation.
Bonus: Bad Employee Onboarding Process that Hampers Productivity and Efficiency
Employees are the core parts of an organization. All they need is a good start. A smart onboarding process can help you achieve it quickly.
22% of employees who reported having a poor onboarding experience subsequently left their jobs within the first 45 daysGlassdoor
This means the effectiveness of a good onboarding experience in retaining employees. By the way, if you’re still following an onboarding process that is poor with no meaning. It’s high time that you should work on it.
However, let’s check out what are the pinpoints of a poor onboarding process:
1. No formal onboarding program
Some companies have no formal onboarding program in place, leaving new hires to figure things out on their own. This can lead to confusion, frustration, and a lack of productivity.
2. Lack of training
Many companies provide minimal training or no training at all. As a result, employees don’t get themselves on track due to the lack of proper knowledge that they are looking for. Plus, they don’t have any clue about the product they work for or the skills they need to perform their job effectively.
3. No follow-up
Follow-up is a really important factor in aligning employees active and productive. Unfortunately, some companies fail to follow up with new hires after the initial onboarding period, leaving them feeling disconnected and unsupported.
4. Inconsistent processes
Inconsistency is the major issue while you’re mentoring someone. Because learning is a consistent process. If you as a mentor fail to continue the process, then it will create inconsistent or unclear onboarding processes. And this can lead to confusion and frustration for new hires.
5. Culture shock
After joining a company, it’s an important factor to get to know about the company’s values, culture, and motive. Otherwise, they will not be a cultural fit for the organization. For instance, the HR admin should make sure employees are getting to know the company’s value and other important facts. However, some companies fail to communicate their culture and values effectively which is unprofessional.
6. Overwhelming information
Learning is a step-by-step process. You should not overload anyone so that it seems to be a burden for them. A similar case within the company. After you hire someone, you should give them time to understand the entire mission and vision. Prepare a task distributing calendar to divide the task per day, week, or month. Don’t overload new hires with too much information during the onboarding process.
So these are the main characteristics of a bad onboarding process.
A company’s workers are its core part. The information, skills, and ideas they share will help your business grow in the future. They worked hard to help your organization grow. Therefore, treat them like a business partner and help them out in return.
In this case, a good hiring process can make this journey smooth and keep them from leaving. This is why you should know the importance of new trends in this field, inspirations from big brands, and the adaptability to fit your needs and budget. You should figure out which parts work best for your business and use metrics to see how well they’re doing so you can change your plan as needed.
To sum up we can conclude:
- Know how important a good training program is
- Try out some of the examples of how other professionals in different fields have helped new employees get started
- Make a good first impression, get to know them, give them the tools they need to do their jobs well
- Let them move up in your company through their career
After all, these people speak for and portray the company and are the brains behind many of your great ads, projects, and initiatives.
If you like our articles, you may check out our other articles, business guides, the latest trends, and how-to guides here.