Onboarding New Employees: Best Practices from a Recruiter’s Perspective

Bringing on a new hire is exciting—it’s a fresh start for both the employee and the company. But let’s be real, a bad onboarding experience can lead to confusion, disengagement, and even early turnover. As recruiters, we have seen firsthand how a well-structured onboarding process can make all the difference. Here are our top tips to ensure your new employees feel welcomed, prepared, and ready to succeed.

1. Start Before Day One

Don’t wait until the first day to start onboarding! A simple welcome email with key details—what to bring, where to park, what to expect—can ease a lot of first-day nerves. Even better, send over digital paperwork in advance so they can get the admin stuff out of the way before stepping into the office.

2. Have a Plan (and Stick to It)

Nothing is worse than a new hire showing up and feeling like no one knows what to do with them. Set up a structured schedule for their first few days or weeks—include training sessions, meet-and-greets, and time to get familiar with company systems. A little structure goes a long way in making a new hire feel valued and prepared.

3. Set Clear Expectations

Nobody likes being left in the dark about what’s expected of them. Make sure your new hire knows their responsibilities, goals, and success metrics from the start. Having regular check-ins during the first few months will help them stay on track and feel supported.

4. Immerse Them in the Culture

Culture fit is just as important as skills. Get them involved in company traditions, team lunches, or casual meetups early on. A strong sense of belonging leads to better engagement and long-term retention.

5. Prioritize Training and Development

Give your new hires the tools they need to succeed. Whether it’s software training, shadowing sessions, or access to learning resources, investing in their development from day one shows that you’re committed to their growth.

6. Keep the Communication Flowing

Encourage open dialogue from the start. Ask them how things are going, address concerns early, and be proactive about feedback. The more comfortable they feel speaking up, the faster they’ll settle in.

7. Gather Feedback and Improve

Your onboarding process should always be evolving. Check in with new hires after 30, 60, and 90 days to see what worked and what didn’t. A quick survey or informal chat can give you great insights into how to make the experience even better.

At the end of the day, onboarding isn’t just about paperwork and policies—it’s about making sure new hires feel like they made the right decision in joining your company. When done right, it sets the stage for long-term success and engagement. So put in the effort upfront, and you’ll have happier, more productive employees down the road!

Written by Neve Bonelli and Izzy (Boguski) Thanopoulos