With younger generations becoming increasingly mobile in the job market—and in the wake of the pandemic—onboarding has emerged as a major challenge. For those unfamiliar with the term, onboarding refers to the entire process of integrating a new employee. One might think this only applies to sectors where qualified talent is in high demand, such as IT or audit. However, all companies—big or small, whether in craftsmanship, hospitality, or services—face the need to properly onboard their new recruits. Here’s a recipe for successful onboarding.
First impressions matter
When you consider that 4% of new hires leave after a disastrous first day, and that 22% of employee turnover happens within the first 45 days—costing companies at least three times the salary of the departing employee [1]—it becomes clear why the onboarding process has become a strategic priority. The first day on the job is decisive for the employee’s future, and the groundwork must be laid in advance.
Pre-integration
Often overlooked, the period between recruitment and the employee’s first day is crucial—especially when it spans several months. This time allows for the relationship to begin before the employee even sets foot in the company and helps build enthusiasm. Before their arrival, send a welcome email with all the practical information needed for a successful first day. You can even include recent company newsletters to help them feel valued and expected.
The 1st day : a crucial stage
On the first day, aim to give your new hires an exceptional experience built around an interactive and engaging format. Forget the boring documents no one remembers—prioritise interactivity through group activities, videos, and discussion sessions to actively involve everyone. Learning through experience is the key to a successful onboarding day.
Gamification for onboarding
To create a truly memorable experience for new hires, gamification is a highly effective tool. It also conveys a dynamic and modern image of the company. This could take the form of an escape game based on company values, a department-wide treasure hunt, or a quiz on internal processes. These game mechanics foster collaboration and team spirit while also delivering key information about the company.
Interactivity above all
Interactivity shouldn’t be limited to the onboarding day—it should also be reflected in all the materials you use. Make sure your welcome manual is visually appealing and enriched with videos, interviews, and links to the intranet. Avoid text-heavy blocks; instead, use bullet points. Think of your manual more like a magazine than an encyclopaedia.
Spread out the information in small doses—daily tips or quizzes are great ways to help younger employees absorb content effectively.
As you can see, onboarding shouldn’t be improvised. It requires thought and preparation—but it’s also a long-term process. Assigning a mentor, organising team-building events or regular after-work gatherings can help maintain employee well-being, reinforce team spirit, and build lasting attachment to the company.
Netty Thines
Communication Consultant
Mediation SA
[1] Bersin by Deloitte Industry Study: Onboarding Software Solutions 2014: On-Ramp for Employee Success