Introduction
When you hire someone for your team, it’s your onboarding process that matters the most. But most of the companies don’t do it right.
Let me tell you something surprising. Only about 12% of employees feel their company does onboarding well.
That means most people start a new job feeling unsure and disconnected. And I think we all know that it’s not a great way to begin something as important as a new role.
When onboarding is done right, it changes everything. It can prevent early resignations and help people feel like they belong to the team from day one.
So the question is, how do you turn onboarding from a lot of unnecessary paperwork into something that sets people up for success?
Let’s walk through the journey together: from the moment someone accepts the offer all the way through their first 90 days, and see how the best companies are getting it right.
Why Onboarding Matters
At its best, onboarding delivers on the 5 Cs:
| C | Meaning | Why It Matters |
| Compliance | Legal, policy, admin basics | Avoids compliance risk and delays |
| Clarification | Clear role expectations | Prevents confusion and missteps |
| Culture | Values, norms, purpose | Builds early belonging |
| Connection | Relationships & networks | Reduces isolation, speeds collaboration |
| Confidence | Early wins & feedback | Fuels motivation and retention |
Employees who experience these elements say they see higher engagement and stay longer. Yet, most organizations still treat onboarding as just paperwork, which leaves value on the table.
Also Read: A Step-by-Step Guide to AI Employee Onboarding
The End-to-End Journey
1. Preboarding (Offer → Day 0)
Onboarding starts the moment someone accepts the offer.
- I think you don’t need to wait for day one. You can send over a welcome pack, get the paperwork sorted online, and introduce them to a buddy so they already know someone before they walk in.
- A good manager will also set the stage: outline the first-week goals and plan out those 30/60/90-day check-ins so the new hire isn’t confused about anything.
- Google found that just giving managers a few nudges, like reminding them to assign a buddy, schedule early check-ins, and clarify the role, helped new hires get up to speed 25% faster.
2. Orientation (Day 1- 3)
Orientation also means making people feel connected.
- You don’t need to confuse your new hires by oversharing your policies. Instead, you should focus on sharing the company’s culture and purpose and introducing them to the team.
- In my opinion, Iou should keep the policy-related stuff self-paced and digital so they can go through it without feeling overloaded.
For example, GitLab, a fully remote company, uses a handbook-first approach so every hire can find answers asynchronously.
3. Ramp-Up (Week 1-4)
New hires don’t want to just sit through endless sessions; they want to roll up their sleeves and start contributing.
- That’s why it helps to set clear deliverables in the first two weeks, so they know how to achieve success.
- Let them follow teammates and gather a few quick wins early on. It will help them build confidence fast.
- A lot of leaders use the First 90 Days playbook here: map out the key stakeholders, figure out what “good” looks like, and line up early wins.
4. Integration (Day 30–90)
This stage is where confidence grows and long-term engagement starts.
- Regular 30/60/90-day check-ins give new hires time to analyse and manage how things are going and where they need support.
- It’s also the perfect time to start linking their performance goals to development plans, so they can see a future with the company.
- And keep the buddy system going on for them. Continued support keeps the momentum going.
- In fact, Walmart uses VR for training, cutting modules from hours to minutes and improving test scores by 5–10%.
Remote & Hybrid Onboarding
Remote hires face unique barriers: weaker networks, video fatigue, and uncertainty about how work gets done.
| Challenge | Fix |
| Weak networks | Structured 1:1s & cohort channels |
| Video fatigue | Mix async handbooks with live sessions |
| Ambiguity | Publish “how we work” norms (tools, response times) |
Compliance & Technology Snapshot
Onboarding also protects against compliance risks.
| Region | Key Requirement |
| US | Form I-9 verification (ID & work eligibility) |
| UK | Right to Work checks |
| EU | GDPR data minimization & secure provisioning |
| Singapore | CPF contributions and MOM compliance |
Technology can streamline these steps:
- HRIS platforms handle e-signatures, checklists, and provisioning.
- AI tools nudge managers and answer FAQs.
- VR training simulates complex real-world scenarios.
Also Read: CPF Submission Requirements: What Every Business Needs to Know
Measuring Success
How do you know if onboarding is working? Track these core metrics:
| Metric | Why It Matters |
| Time-to-productivity | Faster ramp-up = earlier ROI |
| Early attrition (0–90 days) | Signals regret or unmet expectations |
| Connection/clarity surveys | Show if new hires feel supported |
| Engagement scores | Correlates strongly with retention |
Here’s a tip for you: Even one well-designed manager check-in can dramatically reduce new-hire regret.
Conclusion
Onboarding isn’t just about first-day orientation. It’s the whole first 90 days that count. When it’s done well, it’s a mix of the compliance and paperwork, but also the human side that includes culture, connection, and giving people those early wins that build confidence.
Look at companies like Google, GitLab, Walmart, or Buffer. They’ve figured out that thoughtful onboarding is an investment. What was the result they got? New hires feel at home faster, stay longer, and contribute more.
So I’ll leave you with this: Is your onboarding still just paperwork and policies, or is it actually helping people succeed from day one?
