<div class="tldr">
<p dir="ltr">An employee's onboarding process is the first and most important key to success for your company. For any company, the priority should be the employee's onboarding process. When the search for a new employee is done, and in the meantime, the company gives the signed offer letter, the actual hard work of the company starts to keep them engaged.</p>
<p dir="ltr">The impact of employee onboarding cannot be ignored in any case because it creates a long-term partnership between the company and the employee. We can say that boarding is your company's first and last chance to show why someone would work with your company.</p>
<p dir="ltr">In this blog, we'll take you on the ride of a new employee onboarding plan. There are some tricks that you should now have a look at. That will build an excellent onboarding process so that a company can lay on a long-lasting relationship with new hires.</p>
<h2>TL;DR</h2>
<ul>
<li>Employee onboarding is critical to building a strong, long-lasting relationship between the company and new hires.</li>
<li>Effective onboarding familiarises new employees with the company culture, their roles, and helps build connections.</li>
<li>The onboarding process spans several stages, from pre-boarding to the completion of the first year.</li>
<li>Key onboarding practices include combining HR procedures, maintaining consistent checklists, and regular one-on-one meetings.</li>
</ul>
</div>
<h2 dir="ltr"><span id="docs-internal-guid-75b510fd-7fff-a81e-da6d-e791977223d4">What is Employee Onboarding?</span></h2>
<p dir="ltr">Employee onboarding is a process by which new joiners can get familiar with the company, employees, and of course, the company's culture.</p>
<p dir="ltr">The onboarding system starts when the offer is accepted and normally lasts through the 1st year of work, at the very least. It helps the new employees to get to know the organization before they're relied upon to accomplish any job.</p>
<p dir="ltr">Let us see, after successful onboarding, what changes take place</p>
<ul>
<li dir="ltr" aria-level="1">
<p dir="ltr" role="presentation">Employees have a direct relationship with their department managers</p>
</li>
<li dir="ltr" aria-level="1">
<p dir="ltr" role="presentation">It can feel like a home in a company.</p>
</li>
<li dir="ltr" aria-level="1">
<p dir="ltr" role="presentation">Employees have also built up many new connections in the company.</p>
</li>
<li dir="ltr" aria-level="1">
<p dir="ltr" role="presentation">Can effortlessly understand their roles in the company.</p>
</li>
<li dir="ltr" aria-level="1">
<p dir="ltr" role="presentation">Employees have the right to use the resources of the company.</p>
</li>
<li dir="ltr" aria-level="1">
<p dir="ltr" role="presentation">They can also understand their appraisal.</p>
</li>
<li dir="ltr" aria-level="1">
<p dir="ltr" role="presentation">Employees can easily understand their role in the company and the work too.</p>
</li>
</ul>
<p dir="ltr">The company needs to check whether the onboarding is passed or failed. There is a very simple way to check this process. Does the company need to ask some basic questions to the employees, i.e. what future they see in their role? Do they feel a friendly atmosphere at the company? Do they understand their role in the company?</p>
<p dir="ltr">As a company or an organization, you need to think about what will be the worst experience you give to the employees, i.e. on the onboarding process. This can also damage the goodwill of the company. Everybody wants a good job and a bright future.</p>
<h2 id="docs-internal-guid-00e43eaf-7fff-1e9e-bc43-64482b9c6e13" dir="ltr">Why is Employee Onboarding Important?</h2>
<p class="font-claude-response-body break-words whitespace-normal leading-[1.7]">According to SHRM, organisations with a strong onboarding process improve new hire retention by 82% and productivity by over 70%. Yet many companies still treat onboarding as a one-day checklist rather than a structured, ongoing experience.</p>
<p class="font-claude-response-body break-words whitespace-normal leading-[1.7]">Here is why getting onboarding right should be a top priority.</p>
<h3 dir="ltr">1. Increases Teamwork</h3>
<p dir="ltr">People's ideas are different in teamwork; unique and new ideas come when people start talking with each other. When the relationship between <a href="https://www.ismartrecruit.com/blog-recruitment-practices-hire-top-talent">new hires</a> and their colleagues strengthens, they indirectly promote their work environment.</p>
<h3 dir="ltr">2. Enhance Office Culture</h3>
<p dir="ltr">Onboarding is the process that allows you to show your work culture to your staff. Culture is on the priority list of any employee.</p>
<p dir="ltr">Through this, an organization can exhibit its mission, values, and unique attributes and show recently added team members how they can cooperate with and impact the way of life through their activities and perspectives at work. Thus, the onboarding system helps the recently added employees become efficient employees.</p>
<h3 dir="ltr">3. Accelerates Productivity</h3>
<p class="font-claude-response-body break-words whitespace-normal leading-[1.7]">New employees who receive structured onboarding reach full productivity faster. When they know where to find resources, who to ask for help, and what success looks like in their role, they spend less time guessing and more time contributing.</p>
<p class="font-claude-response-body break-words whitespace-normal leading-[1.7]">A strong onboarding experience is a win for both sides. The employee feels supported, and the company sees faster results.</p>
<h2 id="docs-internal-guid-8653b35b-7fff-9215-3ffa-8d8754a442a8" dir="ltr">The 5 Stages of Employee Onboarding</h2>
<p>Effective onboarding is not a single event. It is a phased experience that evolves as the employee grows into their role. Here are the five key stages.</p>
<ol>
<li><strong>Pre-boarding - before the first day  </strong></li>
<li><strong>Orientation - Day one</strong></li>
<li><strong>First week</strong></li>
<li><strong>360/3 = 90 days</strong></li>
<li><strong>Completion of 365 days</strong></li>
</ol>
<pre><img src="https://www.ismartrecruit.com/upload/blog/Here_are_all_Employee_Onboarding_Stages_in_detail.webp.dat" alt="Employee Onboarding stages" width="1260" height="750"></pre>
<h3 dir="ltr">1. Pre-boarding - Before the first day</h3>
<p><span data-preserver-spaces="true">The</span><span data-preserver-spaces="true"> candidate</span><span data-preserver-spaces="true"> who will join your company has signed the offer you gave. All the </span><a class="editor-rtfLink" href="https://www.goco.io/blog/new-hire-paperwork/" target="blank" rel="noopener"><span data-preserver-spaces="true">onboarding paperwork for your new hires</span></a><span data-preserver-spaces="true"> has been done rigorously and smoothly. And that's fantastic news, right? Now you have to make sure that they enjoy their first day in the office. For that, you need to prepare pre-boarding stages i.e.</span></p>
<p class="font-claude-response-body break-words whitespace-normal leading-[1.7]"><strong>Key pre-boarding steps include:</strong></p>
<ul class="[li_&]:mb-0 [li_&]:mt-1 [li_&]:gap-1 [&:not(:last-child)_ul]:pb-1 [&:not(:last-child)_ol]:pb-1 list-disc flex flex-col gap-1 pl-8 mb-3">
<li class="font-claude-response-body whitespace-normal break-words pl-2">Sending a welcome email or personalised welcome video</li>
<li class="font-claude-response-body whitespace-normal break-words pl-2">Sharing a first-day schedule so they know what to expect</li>
<li class="font-claude-response-body whitespace-normal break-words pl-2">Completing digital paperwork through an HRIS or onboarding platform</li>
<li class="font-claude-response-body whitespace-normal break-words pl-2">Setting up system access, email accounts, and equipment in advance</li>
<li class="font-claude-response-body whitespace-normal break-words pl-2">Informing the existing team about the new hire's role and start date</li>
<li class="font-claude-response-body whitespace-normal break-words pl-2">Inviting them to any relevant team social events or Slack channels</li>
</ul>
<p class="font-claude-response-body break-words whitespace-normal leading-[1.7]">Getting these logistics sorted before day one signals professionalism and care.</p>
<h3 dir="ltr">2. Orientation - Day one</h3>
<p class="font-claude-response-body break-words whitespace-normal leading-[1.7]">First impressions matter. While new employees will absorb a lot of information on day one, what they will remember most is how they felt. Make it warm, organised, and welcoming.</p>
<p class="font-claude-response-body break-words whitespace-normal leading-[1.7]">A solid day-one plan should include:</p>
<ul class="[li_&]:mb-0 [li_&]:mt-1 [li_&]:gap-1 [&:not(:last-child)_ul]:pb-1 [&:not(:last-child)_ol]:pb-1 list-disc flex flex-col gap-1 pl-8 mb-3">
<li class="font-claude-response-body whitespace-normal break-words pl-2">A personal welcome from their manager or team lead</li>
<li class="font-claude-response-body whitespace-normal break-words pl-2">A clear outline of the day's schedule</li>
<li class="font-claude-response-body whitespace-normal break-words pl-2">Team introductions, in-person or virtual</li>
<li class="font-claude-response-body whitespace-normal break-words pl-2">An overview of the company's structure, values, and goals</li>
<li class="font-claude-response-body whitespace-normal break-words pl-2">A walkthrough of tools, systems, and key processes</li>
<li class="font-claude-response-body whitespace-normal break-words pl-2">A welcome gift or small gesture to make them feel at home</li>
</ul>
<p class="font-claude-response-body break-words whitespace-normal leading-[1.7]">Avoid information overload on day one. Keep it focused, friendly, and human.</p>
<h3 dir="ltr">3. First week</h3>
<p><span data-preserver-spaces="true">For any new joiner, the first week in the company is most important. There is a number of things the company has to do. Let's see the template for the first week.</span></p>
<ul>
<li><span data-preserver-spaces="true">Add the name of the candidate to the company's page</span></li>
<li><span data-preserver-spaces="true">Introduction on LinkedIn</span></li>
<li><span data-preserver-spaces="true">Individual conversations with colleagues</span></li>
<li><span data-preserver-spaces="true">Plan long-term meetings</span></li>
</ul>
<h3 dir="ltr">4. 360/3 = 90 days</h3>
<p dir="ltr">On the whole, during the onboarding process, the most important days are the first 90 days for any candidate. We have focused on many factors while creating an onboarding experience. But most important is having an overview of responsibilities at work. A team leader should meet the new hire and ask them whether they understand the work. Are they comfortable with the work and the atmosphere of the company? How will they help the team to meet its goals? And so on</p>
<h3 dir="ltr">5. Completion of 365 days</h3>
<p><span data-preserver-spaces="true">Some managers and leaders think wrapping up the onboarding process is not a good idea. But we will</span><span data-preserver-spaces="true"> <a href="https://www.smartsheet.com/complete-guide-employee-onboarding-hr-experts" target="blank" rel="noopener">recommend it</a></span><span data-preserver-spaces="true">. Having a final onboarding sit-down with your employee and getting to know about their first <a href="https://visme.co/blog/annual-review-template/" target="blank" rel="noopener">annual performance review</a>, you can cover things like</span></p>
<ul>
<li><span data-preserver-spaces="true">How are new employees performing?</span></li>
<li><span data-preserver-spaces="true">What future do they see after working in the company for a year?</span></li>
<li><span data-preserver-spaces="true">Most importantly, ask them how their onboarding was and what they expected during the onboarding.</span></li>
</ul>
<h2 dir="ltr">Best Practices for a Successful Employee Onboarding Process</h2>
<p><span data-preserver-spaces="true">While organizations understand the importance of onboarding, that doesn't imply that they are doing it properly. A few employees will leave the organization due to the poor onboarding experience.</span></p>
<p><span data-preserver-spaces="true">Here are a few practical tips for</span><span data-preserver-spaces="true"> employee onboarding</span><span data-preserver-spaces="true">. You can implement it in your company and organization.</span></p>
<h3><span data-preserver-spaces="true">1. Human Resource practices should be combined</span></h3>
<p><span data-preserver-spaces="true">In the whole world, the 90 days plan is like a pillar in the </span><a class="editor-rtfLink" href="https://www.ismartrecruit.com/blog-what-is-job-description-how-to-write-it-effectively">job description</a><span data-preserver-spaces="true"> and job posting. That plan should include a reason for why the job was created. If you do not add the reason, the candidate will apply, but when they come to work and know the actual job, they will get disappointed. That is a sign that the candidate is not happy with the system. That is why it is important to combine </span>HR practices.</p>
<h3><span data-preserver-spaces="true">2. Create a checklist</span></h3>
<p><span data-preserver-spaces="true">We have provided you with many <a href="https://visme.co/blog/checklist-template/" target="blank" rel="noopener">checklist templates</a> you can implement in your company. For any manager, checklists are a must every day. They should prepare a checklist of their work and keep that list on the table. This exercise will give a</span> <a class="editor-rtfLink" href="https://blog.wagepoint.com/all-content/the-step-by-step-guide-to-new-hire-onboarding" target="blank" rel="noopener"><span data-preserver-spaces="true">structure towards</span></a><span data-preserver-spaces="true"> the work and ensure that necessary steps are done or not.   </span></p>
<h3><span data-preserver-spaces="true">3. Maintain the onboarding checklist</span></h3>
<p><span data-preserver-spaces="true">You should maintain consistency in the onboarding checklist. For example, if the manager does have a checklist every day but does not follow it the same way, then the practice of onboarding will be destroyed. Implement it and make sure you use it consistently.</span></p>
<h3><span data-preserver-spaces="true">4. Work should be effective</span></h3>
<p><span data-preserver-spaces="true">The ideas you got from the article should be implemented. No doubt, every company has its system of onboarding. But whatever you follow, ensure it is consistent, and your work should be effective and impressive.</span></p>
<h3>5. Conduct one-on-one meetings regularly</h3>
<p><span data-preserver-spaces="true">The main motivation behind the one-to-one meeting is to cultivate positive and useful connections between the new employee and the individual colleagues. It is important to note the employee's work details and make it a habit.</span></p>
<h2 dir="ltr"><span id="docs-internal-guid-89c1d273-7fff-1c48-666c-8e4654a1f9b5">Final Thought on Employee Onboarding</span></h2>
<p class="font-claude-response-body break-words whitespace-normal leading-[1.7]">No matter the size of your company, a structured onboarding process is not optional. It is a strategic investment in your team's performance, your culture, and your bottom line.</p>
<p class="font-claude-response-body break-words whitespace-normal leading-[1.7]">The companies that get onboarding right do not just fill roles. They build teams that stay, grow, and contribute over the long term. By treating onboarding as an ongoing experience rather than a one-day event, you send a clear message to every new hire: your success matters here.</p>
<p class="font-claude-response-body break-words whitespace-normal leading-[1.7]">Start with the basics, gather feedback at every stage, and keep refining. Over time, a great onboarding programme becomes one of your strongest tools for attracting and retaining top talent.</p>
<div class="faqs">
<h2>Frequently Asked Questions (FAQs)</h2>
<h3 class="font-claude-response-body break-words whitespace-normal leading-[1.7]">1. Why is employee onboarding essential for a company?</h3>
<p class="font-claude-response-body break-words whitespace-normal leading-[1.7]">Onboarding helps new hires understand their role and the company culture from day one, which directly improves engagement, performance, and long-term retention.</p>
<h3 class="font-claude-response-body break-words whitespace-normal leading-[1.7]">2. How long should the onboarding process last?</h3>
<p class="font-claude-response-body break-words whitespace-normal leading-[1.7]">Onboarding ideally spans the entire first year, with structured check-ins at day one, week one, 90 days, and the one-year mark.</p>
<h3 class="font-claude-response-body break-words whitespace-normal leading-[1.7]">3. What are the key stages in employee onboarding?</h3>
<p class="font-claude-response-body break-words whitespace-normal leading-[1.7]">The five core stages are pre-boarding, day-one orientation, the first week, a 90-day review, and a final one-year check-in.</p>
<h3 class="font-claude-response-body break-words whitespace-normal leading-[1.7]">4. How can HR improve onboarding effectiveness?</h3>
<p class="font-claude-response-body break-words whitespace-normal leading-[1.7]">HR can strengthen onboarding by maintaining consistent checklists, aligning job expectations with reality, using onboarding software, and scheduling regular one-on-one check-ins.</p>
<h3 class="font-claude-response-body break-words whitespace-normal leading-[1.7]">5. What benefits does a strong onboarding process provide?</h3>
<p class="font-claude-response-body break-words whitespace-normal leading-[1.7]">Effective onboarding boosts productivity, strengthens team culture, reduces early turnover, and helps employees feel confident and valued in their new role.</p>
</div>