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Five measures to ensure a successful onboarding experience

Putting everyone on the path is one of the greatest difficulties of a global organization. Various time zones, nations, and employment legislation laws. Individuals already begin their employment in a manner that differs from one another and is marked by stark contrasts.

To maintain cohesion, firms are stepping out of their way to build a pleasant atmosphere and working environment, and onboarding is a terrific tool to assist start developing it while keeping talent, preventing employee turnover, and expanding the organization. In this blog, you will learn more about onboarding, the stages for a successful start at a firm, the most typical errors, and more.

What is onboarding?

Onboarding is the entire process of admitting new staff. In principle, it differs from institution to institution, but the concept remains the same: welcome new team members in the most effective manner possible so they can start off running. A strong onboarding approach is based on providing the new remote employee with the necessary information. The efficient onboarding approach ensures that applicants thoroughly comprehend their new role and work needs and feel a part of the organization as a whole.

The notion of onboarding encompasses all of the candidate’s experiences, including recruiting, orientation, training, employee engagement, and team-building. It may span anything from one week to an entire year, although the most successful onboarding lasts at least several months. Hopefully, after the whole process, your new workers will feel more confident in their ability to do their tasks effectively.

Five measures to ensure a successful onboarding experience

Step 1 – Commence recruiting

The majority of HR experts believe that the recruiting phase is essential for the success of onboarding. The purpose of this stage is to leave applicants with a clear understanding of the job function and the company’s expectations, as well as to define the organization’s mission, values, and culture. Transparency with the applicant throughout the onboarding process is essential to make every potential employee touchpoint transparent, and with remote employees, this is even more crucial.

Things to do during this phase:

  • Examine the veracity of job descriptions, websites, and any other material
  • Give the applicants a modest job to assess their talents.
  • Be clear about company rules, particularly regarding vacations, incentives, etc.

Step 2 – First Orientation

Now that the offer is in hand, it is time to communicate with the applicant. After accepting the offer and signing, the onboarding procedure may formally begin. The period between signing the offer and the start date is a significant engagement window. It is the ideal opportunity to provide role-specific material and information while generating enthusiasm for the first day. The itinerary, objectives, and tasks for the initial week are also effective engagement aids at this time.

Things to do during this phase:

  • The last conversation was about the role’s needs, expectations, and duties. All to avoid unwelcome shocks in the future.
  • Contact the applicant with any last questions or concerns.
  • Plan the first week’s activities.
  • Include credentials for any required platforms, tools, and hubs
  • Request a humorous photo with some knowledge about the new employee to serve as an icebreaker.
  • Request a team gathering to get to know the new hires on a personal/casual level.

Step 3 – Greeting on the first day

Everyone knows that the initial impression is the most enduring. On their first day of work, particularly at the office, the new employee must feel comfortable, welcome, and valued. Thus, developing personalization is the optimal strategy. And this also applies to the onboarding of remote employees. Throughout this procedure phase, it is crucial to schedule a team lunch, a welcoming package, and special meetings.

Things to do during this phase:

  • Provide a “welcome kit” with personalized mugs, cups, mouse pads, and other goodies.
  • Plan a first meeting with the team to ask “ice-breaker” and less formal questions.
  • Set up a (virtual or actual) lunch for most informal conversations.
  • Provide the new employee with films, presentations, and other company history and heritage information.

Step 4: Onboarding throughout the first weeks

When a new employee is recruited, the “firsts” are crucial. The first offer, initial day, meeting, lunch, and week. In light of this, the first weeks of the Onboarding process are equally crucial as the employee begins to formulate plans inside the organization, imagines future possibilities, and anticipates future positions. It is a fantastic moment for forethought and organization-wide trip planning.

Things to do during this phase:

  • Assist the new staff in becoming acquainted with all corporate departments and individuals.
  • Arrange meetings with corporate executives and high achievers.
  • Create a list of routine and daily responsibilities, first-year objectives, and key performance metrics.
  • Send a hiring announcement to the whole organization to welcome the new employee and bring it to everyone’s attention.

Step 5: Team Development and Employee Engagement

The last part of the Onboarding procedure focuses on establishing relationships and connections. The purpose of these events is to create chances for networking and to assist new employees in establishing critical contacts around the organization. With remote hiring, it is necessary to show the new worker what is being done in which departments so they can better comprehend the organizational hierarchy. Team building is an excellent method for fostering engagement and relationships and making employees feel more at ease inside the organization.

Things to do during this phase:

  • Periodically, plan team-building activities.
  • Provide appreciation through work platforms. Maybe monetizable or not!
  • Urge team leaders to have non-work-related meetings every month or every two weeks.
  • Match the new employee with an onboarding partner.
  • Request long-term implementation of frequent check-ins from direct management.
  • Give the recently hired a survey regarding the onboarding process to get their views.

Interested in retaining excellent talent? A fantastic onboarding process is a way to go!

Keeping talent is now one of the greatest issues faced by businesses. Offering the highest salary and benefits package and the finest work-life balance and structure is the most effective method to retain and recruit top people in a competitive market. Particularly for distant employment, onboarding is the ideal technique to accomplish this objective. The creation of a team calendar, the scheduling of meetings and video conferences, the solicitation of feedback, and the facilitation of two-way communication are all excellent strategies for creating a pleasant work atmosphere.


Soundlines is a global recruitment agency specializing in assisting energy companies in gaining access to certified talent. Thanks to our expertise in establishing strategic recruitment relationships with HR departments, we can do this.

Soundlines is one of the most reputable worldwide employment agencies, offering clients fully integrated international labor resourcing and outsourcing services. Moreover, Soundlines offers international blue-collar and white-collar recruitment in various industries, making each search for the appropriate individual more precise and fruitful.

Soundlines facilitates the recruitment process for businesses and candidates in over twenty-four nations. Soundlines gives enterprises access to their global experience while keeping a local presence, assuring familiarity with your brand, culture, needs, and future goals.


Soundlines, a global HR recruitment leader, has served clients in UAE, Saudi Arabia, Kuwait, Qatar, Bahrain, Poland, Russia, and Romania for over two decades.



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