better onboarding experience best practice

Experiences and emotions are in focus when a new hire arrives on the first day. Expectations and dreams have to be fulfilled both for the new hire and the company. We have collected a few good onboarding resources to help you create a better onboarding experience for your new hires.

Direct links to all tips can be found below: 

Tip no. 1: The first 90 days are essential

Tip no. 2: Structure gives better results

Tip no 3: Ignite the engagement with a mentor program

Tip no. 4: Get the new hire set up from home


Get more tips on onbaording here: Everything you need to know about onboarding

Tip no. 1: The first 90 days are essential for success


When a new hire experiences a high level of service from colleagues and leadership within the first 90 days, they will typically have a more positive attitude towards the new job, be more engaged, and increase the work effort. This was shown in a study based off of 294 new hires (Source: Academy of Management, 2012)

The same study also showed that if the new hire did not get answers to his/her questions or did not get referred to someone he/she could ask, the level of dissatisfaction would increase and the new hire would become unproductive - and worst case: be out the door after 3-4 months.

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Are you committing this classic onboarding mistake?


Some companies have an onboarding program for new employees and therefore believe that everything is fine. But we need to remember that onboarding is more than just formal training. Michael Falcon from the Experience Academy says that onboarding is:

“The design of what your new employees feel, see and hear after they have been hired.”

In other words, we need to ensure that the onboarding program includes colleagues, business partners and the leadership to make sure that everyone is aiding the process of creating a great experience for the new hire.

Tip no. 2: Structure gives better results

onboarding strukturSeeing 2, 3 or 5 years as successful retention rates depends on the industry and the type of job. What they all have in common is that the retention can be increased by having a structured onboarding program in place.

(A study from Wynhurst Group from 2007 showed that a structured onboarding increases the chance of retaining new hires more than 3 years with up to 58%)

A structured onboarding program signals that company have thought everything through and that they are ready to receive a new hire with open arms. 

Having a structured onboarding tells the new hire: “Your work effort is important. We need that you get ramped up as soon as possible." And it also indicates a level of professionalism that will have an impact on the new hire.

Make sure the new hire feels that they have been seen, heard and feels responsible


If your organisation does not use an HRM og LMS platform, you can still create a structured onboarding program using your calendar system, a spreadsheet or print it out physically.

But structure is not everything. As a leader, you can make an enormous difference if you often make sure to contact your new hire to show them that you appreciate them.

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That will make the new hire feel that they are being seen, heard and feels responsible. Actually this is also a pretty good idea when it comes to saying goodbye to employees that leaves, known as the offboarding stage.

An idea to creating a structured onboarding program:

  1. Technology

  2. Programs

  3. Tools (resources such as computers, phones, software etc)

  4. Work processes

  5. Key people

  6. Products

  7. Customers

This is not an extensive list. There are things that are best taught in other ways than through formal training. An example could be your company values.

Tip no. 3: Ignite the engagement with a mentor program

onboarding mentor-programEven though it can be a bit of a communicative challenge, it is essential that your new hires are introduced to your company values in your onboarding program. As humans we are programmed to perform better, when we are able to connect the meaning of what we do and why we do it. We want to know what we are fighting for.

In this situation a mentor program can be a good idea. A mentor is able to support your videos, presentation materials, and staff handbook with a more vivid perspective on the company values. The mentor program does not have to be difficult or expensive to create. 

Steer clear of overexploitation and optimize everyones time


You can choose one mentor or you can bring in people from different departments or levels in the organisation by planning short appointments in their calendars. That way a new hire can formally meet the key people they will be working with. These appointments need to be short and concise. 

By facilitating the meetings and putting structure to the mentor program, you avoid overexploitation of colleagues and optimize everyone's time in the onboarding process.

Tip no. 4: Get the new hire set up from home

digital onboarding hjemmefraNo two companies are the same, and that also applies to new hires. Onboarding cannot be solved with a ‘one size fits all’ mindset.

Still there are a lot of elements that can be put into system. This especially includes the formal training.

The training is like fuel for your onboarding engine. And the organisations that have an effective onboarding are often times known by having a lot of short learning paths that the leadership or HR can apply - depending on the job profile that needs onboarding.

The most important is that every element has to add value to the new hire's experience and sense of connecting with the company.

Guide to digital learning

Spend the time most effectively


Onboarding takes time for the organisation and the new hire. And it is very important to use the time effectively. It is about finding the balance that adds optimal value in the organisation. In some cases e-learning can be enough. But often times a combination of digital learning and physical training og mentor programs gives the optimal outcome.
de bedste resultater.

Kick start: Learn before the first day on the job


We suggest a solution where the new hire can start his/her learning via a digital and personal profil, as soon as the contract is signed. That way the new hire will be prepared before he/she starts the first day on the job. It creates security for the new hire and saves time for the organisation.