Building Trust Through Hiring and Onboarding

Building trust with new employees is more critical than ever. From the initial interaction during recruitment to the onboarding experience, a company’s treatment of its employees during these early stages can make or break long-term loyalty. Here’s how top companies are excelling at establishing trust right from the start.

Trust Starts with Recruitment

Trust begins during recruitment long before a new hire walks through the door. Candidates evaluate how they will be treated and whether they will feel valued by the organization. Small actions can send significant signals.

Michael C. Bush, CEO of Great Place to Work, emphasizes, “When a person joins your organization, it’s vital that they know you anticipated their arrival and are excited to have them.” Setting this tone early lays the foundation for an engaging and supportive work environment.

Trust isn’t just about what you say; it’s about the actions that reflect your company’s values. 89% of job seekers say that employer brand plays a crucial role in their decision to accept a job offer, according to a survey by Glassdoor. Candidates seek authenticity and alignment between what is promised and what is delivered.

Recruiting for Culture Amplification

Hiring for “culture fit” is an outdated concept. Instead, the best companies look for employees who will enhance and amplify the company culture — bringing new perspectives, ideas, and energy. This approach fosters innovation and inclusivity, critical components of long-term business success.

Dow, for example, takes a metrics-driven approach to recruitment. The company tracks diversity metrics, including global representation of women, participation in employee resource groups (ERGs), and minority representation in the U.S. This strategy ensures that they meet and exceed their diversity and inclusion goals. According to a report by BCG, this comprehensive approach is paying off: research shows that companies with diverse management teams enjoy 19% higher revenue due to innovation.

Cadence also set an impressive example by expanding its recruitment focus to a broader range of universities and revising roles to prioritize internal training. As a result, they achieved a 25% increase in female hires in just one year.

Diversity isn’t just about checking boxes; it’s about fostering a culture where everyone can thrive. A workforce that reflects different experiences and perspectives drives creativity and problem-solving, ensuring the company stays ahead of the curve.

The Hiring Process: A Test of Values

How a company treats candidates during the hiring process reflects its actual values. Was the process respectful of their time? Did it align with the values promoted in the company’s branding? These are vital factors that influence how candidates perceive the company’s culture.

Creating a consistent, values-driven hiring process is essential. Workiva found that by centralizing their recruitment efforts into a team of “hiring ambassadors," they could standardize the interview process across departments. This helped reduce the time to fill roles and significantly lowered turnover rates, showing that a streamlined, equitable approach benefits both the company and the candidates.

Tailoring the recruitment experience to individual needs is also a mark of a top employer. For instance, HP Inc.’s Spectrum Success Program is designed to adapt the hiring process for people with autism and other developmental disabilities. This inclusive approach enables candidates to showcase their skills most effectively, ensuring the process is fair and accessible.

Onboarding That Makes an Impact

The first day at a new job is critical for building trust. A strong onboarding experience sets employees up for success and demonstrates that the company values them as individuals.

Great companies go above and beyond standard orientations. For example, at Veterans United Home Loans, new hires are immediately integrated into the company culture through fun, team-building exercises. These activities, from painting to gaming tournaments, break the ice and help employees form bonds with their colleagues.

NVIDIA takes onboarding to the next level with its “Insider Interviews” program. Through this initiative, new hires meet with employee resource groups before starting their jobs. This informal introduction to the company culture helps new employees feel connected and supported from day one.

This kind of personal touch is essential. According to Gallup, only 12% of employees strongly agree that their organization does a great job onboarding new employees . Given that onboarding can boost retention by 82%, it’s clear that companies that invest in this process stand to gain significantly in both productivity and employee satisfaction.

Building Personal Connections

Onboarding isn’t just about learning the ropes and building personal relationships. The best companies take the time to learn about their employees’ individual goals and ambitions, helping them align those goals with their career paths.

WestPac Wealth Partners, for example, asks new hires to share their personal and professional goals during onboarding. This approach helps leaders understand what motivates their employees beyond the workplace, fostering a holistic view of success.

As Travis Scribner, Managing Partner at WestPac, says, “If you’re successful at work but unhappy outside of it, I haven’t done my job as a leader.” This focus on personal well-being signals employees that their holistic success matters, building trust and loyalty.

Onboarding as an Ongoing Journey

Successful onboarding isn’t a one-time event; it starts an ongoing relationship. Employees need to feel that the support they received on day one continues throughout their tenure. Regular check-ins, career development conversations, and goal-setting meetings are essential to maintaining trust and keeping employees engaged.

As Michael C. Bush points out, “Trust is built in every interaction. It’s not just about making a good impression during hiring, but about reinforcing that trust consistently over time.”

The Bottom Line

Top companies understand that trust is the foundation of any successful employee relationship, and they build that trust starting from the very first interaction. By focusing on culture amplification, values-driven recruitment, personalized onboarding, and continuous support, they create a workplace where employees feel valued, respected, and empowered to succeed.

The lesson for organizations looking to improve their hiring and onboarding processes is clear: it’s not just about filling roles — it’s about building lasting relationships. Trust isn’t given; it’s earned, one thoughtful interaction at a time.

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