New Employee Onboarding Guide for Engaging Talent

Table of Contents


The process of familiarizing the new employee with the workplace culture and guiding them with the help of technological and informational aid to become a productive part of an organization is called new employee onboarding. 


The HR managers must implement a strategically planned new employee onboarding for the period of one year. The retention and engagement of a new hire within an organization will depend on how well the HR Managers handle them in this period. 

Strategic Implementation of a New Employee Onboarding Plan

Some important questions that an HR Manager must raise when developing a new employee onboarding strategy are: 

  1. What will be the start date of the employee onboarding process? 
  2. What will be the correct time period for the employee onboarding process to last? 
  3. What facets of company culture and work environment should be introduced to the employee and when? 
  4. What will be the role of HR Managers and the role of other teammates in a new hire’s onboarding process? 
  5. How to set goals for the new employees and how to convey those goals? 
  6. How to take feedback from the new hire and how to measure the effectiveness of the employee onboarding process? 


The difference that an effective onboarding process can make is that the new employee will be satisfied and more engaged. 

Crafting a New Employee Onboarding Plan

The employee onboarding strategy needs to be crafted long before the real process of onboarding employees starts.  


Huge piles of paper on the desk on day one, can be annoying to your new employees. Instead you can use EMP Trust’s HR Onboarding software to send electronic documents to your employees.


EMP Trust helps you create a branded onboarding portal for your company. When the new hire receives the offer letter, they can also access the company’s onboarding portal. 


The Onboarding portal contains a welcome message for the new hire, the employee handbook and details about the new employee’s job requirements and the department that they belong to. 


The Onboarding Portals also display dashboards for the new employee tracking their task completion which includes Form I-9, W-4 forms and other documentation related to benefits and payroll. 


The HR is also responsible for setting up the employees’ desk- computer, passwords for login. This must be done beforehand to avoid confusion and to make the employee feel important from day one. 

The First Day 

On day one, the employee must be clearly conveyed to about the roles and responsibilities in their job and the rights they enjoy within the company. 


Also, planning their social interaction, introducing them to the team and giving them the space to open up with their colleagues is also crucial on day one. 


Major aim on the first day should be to clear their confusions regarding their role in the company and getting them to interact with the other employees in the organization. 

The First Month 

In the first month, mainly the new employee needs information and tools to adjust in the organization. 


The balance between employee productivity and on the job, training needs to be maintained in this period. 


Also, reviewing employee performance and providing continuous feedback is essential along with asking for feedback about the company. 


A new hire must be assigned a mentor within the company who can be their go-to-person. 

The First Six Months

About 90% of employees in the first 6 months of onboarding make the decision whether to stay or to leave the company. However, only 15% of companies continue their onboarding plan after 6 months.  


HR should continuously keep taking feedback from the new employee and make efforts to keep the employee engaged and happy. 

The First Year

At the end of the first year, the performance of the employee reveals whether they are the perfect fit for the job or not. The onboarding process ends, and the HR can focus on engagement and retention efforts. 


The new hire must now feel like an important part of the company and the conversation related to compensation can also be started at this point. 


Congratulations now you’ve successfully added a valuable member to your team. 

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