Pre-onboarding – GFoundry

Employee Onboarding 2026: From Compliance to Connection – The Strategic Checklist

Clara Costa — Mon, 12 Jan 2026 17:24:43 +0000

The 2026 Paradigm: Why Old Checklists Fail

The traditional onboarding checklist-a static list of forms to sign and handbooks to read-has become a liability. In an era defined by hybrid work models and fierce competition for specialized talent, the administrative approach to induction is directly correlated with early attrition. We are witnessing the rise of the “Great Regret,” where a significant percentage of new hires question their decision within the first weeks, often due to a lack of cultural integration and role clarity. The cost of this misalignment is not merely the recruitment fee; it is the lost productivity, the morale drag on existing teams, and the erosion of the employer brand.

For 2026, the primary metric for onboarding success is shifting from “Time-to-Hire” to “Time-to-Belonging.” This evolution demands that HR leaders stop viewing onboarding as a logistical hurdle and start treating it as “Experience Architecture.” This model integrates compliance, culture, and connection simultaneously, rather than sequentially. It recognizes that for Gen Z and Alpha talent, a PDF handbook is not just boring-it is a signal of a digital-laggard culture. According to Gallup, only a fraction of employees strongly agree their organization does a great job of onboarding, revealing a massive gap between execution and expectation.

The Shift to Experience Architecture

Experience Architecture requires a fundamental restructuring of the first 90 days. It moves away from the passive consumption of information toward active, social participation. In this paradigm, the goal is not to ensure the employee has read the policy on data security by Day 2, but to ensure they have built the psychological safety required to ask questions, innovate, and collaborate. By leveraging AI and gamification, organizations can automate the necessary bureaucracy while amplifying the human moments that drive retention.

Phase 1: Pre-Boarding – Winning the ‘Ghosting’ War

The period between offer acceptance and the start date is the most vulnerable phase in the employee lifecycle. It is here that “buyer’s remorse” sets in, fueled by counter-offers from current employers or simply the anxiety of the unknown. In 2026, silence during this phase is a strategic error. Effective pre-boarding is designed to validate the candidate’s decision and eliminate administrative friction before they even step into the office (or log in remotely).

Pre-boarding Impact Matrix: 2026 Evolution

Comparing the administrative legacy model against the experience-first approach.

Traditional Approach

High Friction

Characterized by radio silence and Day 1 paperwork overload.

Day 1 Productivity

New Hire Anxiety

Shift

Day -14

Start engagement early

2026 Best Practice

High Connection

App access, digital swag, and peer intros before start date.

Day 1 Productivity

New Hire Anxiety

Source: Industry benchmarks on pre-boarding engagement impact.

Automating the Bore, Amplifying the Core

The most effective strategy is to clear the administrative deck before Day 1. Secure portals should allow new hires to upload documents, select benefits, and order equipment weeks in advance. This ensures that the first day is dedicated entirely to culture and connection, not bureaucracy. Furthermore, the “Drip Feed” technique is essential: rather than overwhelming the new hire with a massive welcome packet, organizations should use mobile apps to send micro-content-a 30-second welcome video from the CEO, a bio of their manager, or a digital voucher for coffee.

Buddy 2.0: The Digital Peer Mentor

The traditional “buddy system” often fails due to lack of structure. The 2026 version, “Buddy 2.0,” facilitates a digital coffee chat prior to arrival. This peer mentor is not the supervisor but a cultural guide, tasked with answering the “stupid questions” about dress code, lunch norms, and communication styles. By establishing this connection early, the new hire walks in on Day 1 already having a friend, significantly reducing social anxiety.

Phase 2: The First Week – Gamifying Cultural Immersion

Once the employee arrives, the challenge shifts to cultural immersion. The old method of handing over a 50-page employee handbook is ineffective; retention of such passive information is near zero. Instead, forward-thinking companies are gamifying the discovery of company culture. This involves turning the orientation process into a series of interactive missions that compel the new hire to explore the organization actively.

From Reading to Doing: The Digital Scavenger Hunt

Imagine replacing the “Org Chart Review” with a digital scavenger hunt where the new hire must “Find the person who manages the sustainability project” or “Take a selfie with a member of the product team.” These missions, tracked via a mobile app, force social collisions that might not happen organically in a hybrid environment. Completing these tasks can unlock badges or points, tapping into the intrinsic human desire for achievement and progress. This approach transforms the new hire from a passive observer into an active participant in their own integration.

Micro-Learning Bursts

Compliance training is mandatory, but it doesn’t have to be miserable. The 2026 standard breaks down complex regulatory and safety training into 5-minute micro-learning bursts. These bite-sized modules can be consumed on a mobile device between meetings, respecting the learner’s cognitive load. Research from LinkedIn Learning consistently shows that employees prefer self-directed, bite-sized learning opportunities over long-form classroom sessions. By spacing this learning out over the first week, retention rates improve, and the “firehose effect” of information overload is mitigated.

Structuring Social Collisions

In a hybrid world, serendipity is dead; it must be engineered. The first week should include mandatory but informal touchpoints with cross-functional teams, not just direct supervisors. These are not formal briefings but “social collisions” designed to build a network. Gamification can support this by rewarding the new hire for scheduling 15-minute introductions with key stakeholders outside their immediate vertical, ensuring they understand the broader ecosystem of the company.

The Cost of Poor Onboarding

Why strategic induction is a financial necessity.

Source: Gallup / SHRM

New Hire Turnover

20%

Occurs in first 45 days

Productivity Gain

+50%

With standard onboarding

Retention Impact

69%

More likely to stay 3 years

Replacement Cost

1.5x – 2x

Of annual salary

Data reflects industry averages for organizations with structured vs. unstructured onboarding programs.

Phase 3: The 30-60-90 Day Roadmap – Performance Alignment

The transition from “new hire” to “contributor” is a delicate process that requires structured milestones. A vague “see how you settle in” approach often leads to misalignment on expectations. The 30-60-90 day framework provides the necessary scaffolding for success, moving the employee through distinct phases of learning, application, and independence.

Milestone Success Tracker

Key objectives for the first quarter of employment.

Source: HR Best Practices 2026

Day 30: The Sponge

Absorption

Focus: Culture & Tools

Day 60: Contributor

Application

Focus: First Wins

Day 90: Independence

Autonomy

Focus: Full Output

Feedback Loop

Pulse Check

Automated at each stage

Note: Each phase should conclude with a formal review of these specific objectives.

Day 30: The Sponge Phase

The first month is defined by low pressure on output and high pressure on input. The objective is to understand the “how” and “why” of the organization. Success metrics here are not about revenue generated or code written, but about tool proficiency, understanding team dynamics, and completing initial training modules. Leaders must protect new hires from being pulled into execution mode too early, which can lead to burnout and errors.

Day 60: The Contributor Phase

By the second month, the training wheels begin to come off. The employee should be securing their first “small wins”-manageable projects that allow them to apply what they have learned. This shifts the dynamic from consumption to contribution. It is critical during this phase to provide real-time feedback. Waiting for a 90-day review to correct a course deviation is too late; micro-corrections now prevent bad habits from solidifying.

Day 90: The Independence Phase

At the 90-day mark, the employee should be fully autonomous. This milestone is also the ideal time for the first formal “Stay Interview.” Instead of asking “how is it going?”, managers should ask specific questions about long-term intent: “Is the job what you expected?” and “Do you see a future here?” AI-driven pulse surveys can precede this meeting, flagging any drops in engagement scores so the manager can address them proactively.

Tech Stack 2026: AI Agents and Engagement Platforms

Executing a high-touch onboarding strategy at scale is impossible without the right technology. In 2026, the onboarding tech stack has moved beyond simple HRIS checklists to include AI agents and integrated engagement platforms. These tools do not replace the human element; they liberate it by handling the repetitive, low-value tasks that consume HR bandwidth.

AI Concierges and Chatbots

New hires have hundreds of questions, from “What is the Wi-Fi password?” to “When is payroll cutoff?” Answering these manually is an inefficient use of HR time. AI Concierges-intelligent chatbots trained on internal knowledge bases-can answer these queries 24/7 instantly. This reduces frustration for the new hire, who gets immediate answers, and frees up the HR team to focus on complex cultural integration issues.

Personalized Learning Paths

One size fits no one. Modern platforms use AI to analyze a new hire’s role, background, and skills gap to curate a custom training playlist. Instead of a generic “Introduction to Marketing” for everyone, a senior hire might get “Advanced Brand Strategy,” while a junior hire gets “Marketing Fundamentals.” This personalization demonstrates that the company values the individual’s specific career trajectory.

The Centralized Experience Platform

The most significant shift is the move toward centralized platforms like GFoundry, which combine performance, learning, and engagement into a single app. Fragmented systems-where learning is in one portal, benefits in another, and performance goals in a third-create cognitive friction. A unified “super-app” approach allows the employee to see their onboarding missions, training progress, and social feedback in one dashboard. This centralization also provides HR with rich data, moving beyond “completion tracking” to analyzing behavioral data, such as social connectivity graphs, to predict retention risks early.

From Strategy to Execution

Onboarding is the bridge between a promising candidate and a loyal high-performer. The “Great Regret” has proven that a transactional approach-focused solely on compliance and paperwork-is a financial leak that modern organizations can no longer afford. The ROI of a “Belonging-First” strategy is measurable: it manifests in higher retention rates, faster time-to-productivity, and a stronger employer brand that attracts future talent.

Leaders must audit their current process against the 2026 standard. Does your pre-boarding excite or ignore? Is your first week a lecture or a game? Is your 90-day plan a vague hope or a structured roadmap? The cost of upgrading your onboarding technology and strategy is a fraction of the cost of replacing a single failed hire. By investing in the architecture of experience, you are investing in the long-term stability and performance of your workforce.

GFoundry transforms the precarious first months of employment into a structured, engaging journey that drives retention. By leveraging the Onboarding Missions module, companies can replace static checklists with interactive challenges that guide new hires through culture and compliance simultaneously. A prime example is Natixis (ALL ABOARD), which utilized GFoundry’s gamification engine to revolutionize their integration process, turning a standard corporate procedure into an immersive narrative. This approach not only accelerates time-to-productivity but also fosters immediate social connection. If you are ready to modernize your employee lifecycle, request a demo to see how these solutions work in practice.

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The post Employee Onboarding 2026: From Compliance to Connection – The Strategic Checklist appeared first on GFoundry.

Remote Onboarding: Engaging Your New Hires From Afar

Gabriel Costa — Sat, 23 Nov 2024 14:26:14 +0000

This episode, Remote Onboarding: Engaging Your New Hires From Afar, explores the challenges and benefits of onboarding new employees in a remote setting.

We will guide listeners through the process of creating a comprehensive and engaging remote onboarding experience. By the end of the episode, listeners will have a clear understanding of how to create a remote onboarding programme that engages new hires from afar and sets them up for success.

The post Remote Onboarding: Engaging Your New Hires From Afar appeared first on GFoundry.

The Ultimate Guide for Remote Onboarding

Clara Costa — Sat, 10 Aug 2024 10:02:37 +0000

Introduction to Remote Onboarding

What is Remote Onboarding?

Remote onboarding is the process of integrating new employees into a company when working remotely. Unlike traditional onboarding, which requires physical presence, remote onboarding utilizes digital tools and platforms to ensure that new hires have the resources, information, and connections they need to succeed. This includes orientation, training, and continuous support. More details can be found on SHRM’s guide to onboarding remote employees.

Remote Onboarding Meaning

The term “remote onboarding” refers to the adaptation of traditional onboarding practices to a virtual environment. It’s not merely a digital version of the old process but a rethinking of onboarding to suit the needs of remote work. This includes leveraging technology to create engaging experiences, fostering connections, and ensuring that new hires feel part of the team, even from a distance. Harvard Business Review offers insights into managing remote workers, including onboarding.

Importance of Digital Onboarding

Digital onboarding is more than a convenience; it’s a necessity in today’s global and remote work landscape. The importance of digital onboarding lies in its ability to:

Streamline the onboarding process, making it more efficient
Provide accessibility to resources and support regardless of location
Enhance engagement through interactive and personalized experiences
Integrate with existing systems for seamless operations

According to a study by Gallup, remote work has been on the rise, and effective digital onboarding is key to ensuring that remote employees are productive and engaged from day one.

The Remote Onboarding Process

Planning

Planning is the foundation of a successful remote onboarding process. It involves defining clear goals, selecting the right tools, and creating a comprehensive schedule. Here’s how to approach each step:

Define Goals

Setting clear and measurable goals is essential for a successful onboarding process. Goals should align with the company’s values, culture, and expectations. They provide direction and purpose, ensuring that both the new hire and the organization are on the same page. Some common onboarding goals might include:

Understanding company culture and values
Building relationships with team members
Learning essential job skills and responsibilities

More insights on goal setting can be found in this Forbes article on onboarding process tips.

Select Your Remote Onboarding Tool

Selecting the right remote onboarding tools is crucial for a smooth and engaging experience. Tools should be user-friendly, customizable, and capable of integrating with existing systems.

When it comes to selecting the right tools for remote onboarding, the GFoundry platform stands out as a robust and innovative solution. With its unique approach to pre-onboarding and onboarding, GFoundry leverages gamification techniques and digital journeys to enhance employee motivation, retention, and engagement.

GFoundry’s Pre-Onboarding & Onboarding Solution: Simple, Powerful, and Fun!

The GFoundry platform offers an exciting digital suite with several modules tailored to your onboarding and engagement needs. Here’s why GFoundry is the go-to solution for remote onboarding:

Statistics & Reports: Gain insights into your onboarding process with comprehensive statistics and engagement indicators.
Content and Task Segmentation: Customize the onboarding experience based on employee, team, or department.
Integration with External Content & Software: Seamlessly integrate with other tools and platforms for a cohesive experience.
Unlimited Journeys: Create as many onboarding journeys as needed, tailored to individual employees or groups.
Notifications and Reminders: Keep employees on track with personalized notifications and reminders.

Create a Path That Feeds Your Needs!

GFoundry’s Digital Journeys feature allows you to create structured paths with visual frames, quizzes, tasks, goals, and more. Whether it’s a company tour video, a “who-is-who” quiz, or professional goal setting, GFoundry provides the tools to make onboarding interactive and meaningful.

Gamify All Your Onboarding Strategy

With GFoundry’s Gamification Engine, you can create game and reward dynamics that make onboarding paths more interactive and engaging. From submission of employment contracts to defining personal development plans, GFoundry makes the process agile and straightforward.

Learn more about GFoundry’s onboarding solutions and discover how you can transform your remote onboarding process today!

Create a Schedule

Creating a well-structured schedule ensures that the onboarding process is organized and efficient. It helps in setting expectations and keeping everyone on track. A schedule should include:

Orientation sessions
Training modules and deadlines
Meetings with team members and mentors
Regular check-ins and feedback sessions

This CIO article offers top IT remote onboarding tips, including scheduling advice.

Remote Onboarding Checklist

Pre-Onboarding

Pre-onboarding is the stage before the new hire’s official start date. It sets the tone for the entire onboarding experience. Here’s what to include:

Send a welcome email with essential information
Provide necessary equipment and access to tools
Share company culture, values, and expectations

For more details on pre-onboarding, refer to this guide by HR Technologist.

First Day

The first day is crucial in making a positive impression. Here’s a checklist for a successful first day:

Conduct a virtual tour of the office
Introduce the new hire to team members
Assign a mentor or buddy
Provide access to training materials

For insights on making the first day memorable, check out this article by Inc..

First Week

The first week sets the pace for the new hire’s integration into the team. Here’s what to focus on:

Set clear expectations and goals
Provide training materials and resources
Schedule regular check-ins with the manager
Encourage social interactions with the team

For more on the first week’s onboarding, see this article by The Balance Careers.

Ongoing Support

Ongoing support ensures that the new hire continues to feel engaged and supported. Here’s what to include:

Continuous learning opportunities
Regular feedback and performance reviews
Community engagement and team-building activities
Access to resources for career development

For strategies on providing ongoing support, refer to this guide by Gallup.

Onboarding Remote Employees

Challenges

Onboarding remote employees presents unique challenges that require thoughtful solutions. Some common challenges include:

Communication Barriers: Lack of face-to-face interaction can lead to misunderstandings.
Technology Issues: Technical difficulties can hinder the onboarding process.
Building Company Culture: Fostering a sense of belonging remotely can be complex.
Compliance and Security: Ensuring legal compliance and data security in remote settings.

For a deeper understanding of these challenges, read this article by HR Exchange Network.

Best Practices

Despite the challenges, successful remote onboarding is achievable by following best practices such as:

Utilizing the Right Tools: Selecting user-friendly and secure onboarding platforms.
Clear Communication: Regular updates and transparent communication.
Personalized Experience: Tailoring the onboarding process to individual needs.
Mentorship Programs: Assigning mentors to guide new hires.

Case Studies

Real-world examples provide valuable insights into effective remote onboarding. Here are some case studies:

Natixis: Transforming Onboarding Through Gamification

Natixis, a Center of Excellence in Portugal and part of Groupe BPCE, the second-largest French bank, faced a significant challenge with its onboarding process. With exponential growth and hundreds of new hires every month, the company needed to enhance its onboarding process, particularly during the pandemic when in-person onboarding became impossible.

GFoundry was chosen to implement the “All Aboard” gamified solution, transforming traditional banking and developing innovative business solutions. The solution focused on three key onboarding phases: pre-boarding, integration, and training.

Pre-Boarding: A strategic opportunity to alleviate newcomers’ fears, making them feel welcome and valued, thus reducing the risk of early departure.
Integration: Rapid learning of organizational culture combined with game dynamics, ensuring a smooth transition into the company.
Training: A critical area where GFoundry’s solution added value, offering a hybrid or 100% digital format for impactful learning and integration.

The GFoundry solution allowed Natixis to adapt to the virtual world, providing a digital solution based on gamification to boost engagement and performance. The initiative prioritized not only the actual integration of new employees but also the pre-boarding phase, marked by instability and the risk of employee abandonment.

João Carvalho, Co-Founder & CEO of GFoundry, emphasized the importance of the pre-onboarding phase and how gamification techniques can be easily applied to any part of the onboarding process. The solution provided by GFoundry ensured an impactful learning and integration experience for all employees, whether in a hybrid or 100% digital format.

Learn more about how Natixis leveraged the power of gamification in their onboarding process and the role of GFoundry in this transformation. Read more.

Closer Consulting: Performance Evaluation, Onboarding, Learning & Talent Management

Founded in 2006, Closer Consulting is a Portuguese company specializing in Data Science and Artificial Intelligence. With a presence in 14 countries and about 370 employees, Closer sought to professionalize communication with its employees and strengthen their collective commitment. The choice fell on GFoundry, leading to the creation of the “Stay Closer” platform, customized to Closer’s specific interests.

Performance Evaluation

The Stay Closer platform allows for frequent and dynamic evaluations, with quarterly sessions and mini-contracts between employees and managers. The platform supports the entire assessment operation, providing flexibility and interconnection between evaluations and individual career and training plans. Know more about Performance GFoundry’s Evaluation Solutions here.

Training

Constant learning is a fundamental pillar for Closer, and the Stay Closer platform defines, records, and implements personalized training paths. The platform provides an interactive approach, using learning missions and gamification, allowing the entire talent management to be concentrated in a virtual space. Know more about GFoundry’s eLearning and Training here.

Onboarding

The GFoundry platform was decisive in Closer’s onboarding process, especially during the pandemic. It gamifies the entire onboarding process, supporting it through quizzes and missions. The platform created a fun way to help new hires get to know the company. Know more about GFoundry’s Onboarding Solutions here.

The Thermometer that Measures Satisfaction

Stay Closer also includes an “Engagement Thermometer” to measure employees’ feelings towards the company. This anonymous monthly survey helps gauge the organizational climate, reflecting Closer’s commitment to fostering proximity in various dimensions.

In summary, the collaboration between Closer Consulting and GFoundry led to the creation of a comprehensive platform that addresses performance evaluation, training, onboarding, and employee satisfaction. The Stay Closer platform has become central to Closer’s talent management, reflecting the company’s innovative and engaging approach. Read more.

What is NOT a Benefit of Digital Onboarding?

Common Misconceptions

Digital onboarding has revolutionized the way companies integrate new hires, but there are also misconceptions about what it can and cannot achieve. Understanding these misconceptions helps in setting realistic expectations and optimizing the process. Here are some common misconceptions:

Complete Automation: While digital onboarding can automate many tasks, it doesn’t replace human interaction. Personal connections and mentorship remain vital.
One-Size-Fits-All: Digital onboarding must be tailored to individual roles and needs. A generic approach may not address specific job requirements or company culture.
Instant Productivity: While digital onboarding can accelerate the learning curve, expecting immediate full productivity can lead to frustration. A gradual approach with clear milestones is more effective.
Cost-Effectiveness Equals Cost-Cutting: While digital onboarding can be cost-effective, skimping on essential resources or support can lead to a poor onboarding experience.

Understanding what digital onboarding is not helps in creating a more effective and engaging experience. By avoiding these common misconceptions, companies can build a remote onboarding process that truly empowers new hires and aligns with organizational goals.

Remote Onboarding Tools and Software

Remote Onboarding with GFoundry Platform

The GFoundry platform is a versatile tool designed to solve business challenges by engaging employees through gamification, AI, and social features. Here’s how it can be utilized for remote onboarding:

Customizable Journeys: Create structured paths to guide employees through onboarding, setting milestones, and rewarding achievements.
Multi-Lingual Support: Reach a global workforce with content in various languages.
Engagement Thermometer: Measure happiness and well-being within the organization.
Integration with Other Platforms: Seamlessly connect with ERP, business intelligence platforms, communication apps, and more.

Learn more about the GFoundry platform and its features on the official website.

Integration with Existing Systems

Integration with existing systems is crucial for a smooth remote onboarding process. Here’s why:

Data Consistency: Ensures that information is consistent across various platforms.
Streamlined Processes: Reduces manual data entry and potential errors.
Enhanced User Experience: Provides a unified experience for new hires, with access to all necessary tools in one place.

For example, GFoundry’s platform can be integrated with existing ERP, business intelligence platforms, communication, and chat apps to import or export data, creating a seamless onboarding experience.

Integration Type	Examples
ERP Systems	SAP, Oracle
Communication Apps	Slack, Microsoft Teams
Business Intelligence Platforms	Tableau, Power BI

Integration not only enhances efficiency but also ensures that the onboarding process aligns with the overall business strategy.

Onboarding Checklist for Multiple Job Functions

This table provides a comprehensive onboarding checklist for different job functions within a company. It outlines the essential tasks and activities that new employees should complete during their onboarding process.

From executive management to health and safety, each section is tailored to the specific needs and responsibilities of the role. By following this checklist, companies can ensure a smooth and effective onboarding experience, helping new hires integrate quickly and successfully into their new positions.

Job Function	Examples of Onboarding Tasks
Executive and Senior Management	Meet with Board of Directors Review company strategy and goals Introduction to leadership team Overview of financial reports Attend executive meetings Review company culture and values Set long-term objectives Assess current company performance Meet with key stakeholders Develop a 100-day plan
Human Resources	Orientation to HR policies and procedures Training on recruitment software Introduction to employee benefits Meet with department heads Review employee handbook Understand company culture Learn about performance evaluation process Attend diversity and inclusion training Understand compensation structure Participate in team-building activities
Finance and Accounting	Introduction to financial systems Review company budget and financial goals Meet with finance team Understand financial reporting processes Training on accounting software Review compliance and regulatory requirements Understand company’s tax obligations Participate in financial planning meetings Review accounts payable and receivable processes Understand internal audit procedures
Sales and Marketing	Introduction to sales and marketing strategies Training on CRM software Meet with sales and marketing teams Understand product/service offerings Review sales targets and KPIs Participate in sales calls and meetings Understand marketing channels and campaigns Review branding and positioning Participate in product launch planning Develop personal sales and marketing goals
Information Technology	Orientation to IT infrastructure Training on company software and tools Meet with IT team and understand roles Review cybersecurity policies Understand project management processes Participate in ongoing IT projects Review IT support and helpdesk procedures Understand data management and backup Learn about company’s technology stack Set personal development goals in IT
Operations and Supply Chain	Introduction to supply chain processes Meet with operations team Understand inventory management Review procurement and sourcing strategies Training on supply chain software Participate in logistics planning Understand quality control measures Review production schedules Learn about vendor management Set personal goals in operations
Customer Service	Training on customer service tools Meet with customer service team Understand customer service policies Review product/service knowledge Participate in customer interactions Learn about escalation procedures Understand customer feedback mechanisms Review customer satisfaction metrics Set personal customer service goals Participate in team-building activities
Research and Development	Introduction to R&D processes Meet with R&D team Review current research projects Understand intellectual property policies Participate in innovation brainstorming Learn about product development lifecycle Training on research tools and methodologies Understand collaboration with external researchers Set personal research goals Participate in scientific conferences and workshops
Legal and Compliance	Introduction to legal team Review company’s legal obligations Understand compliance policies Training on legal research tools Meet with external legal counsel Review ongoing legal cases Understand contract management processes Participate in legal risk assessment Set personal legal development goals Attend legal and compliance training
Manufacturing and Production	Orientation to manufacturing facilities Meet with production team Training on production equipment Understand quality control measures Review production schedules and targets Learn about safety protocols Participate in lean manufacturing initiatives Understand material sourcing and procurement Set personal production goals Attend team-building activities
Administrative	Orientation to office procedures Training on administrative tools Meet with administrative team Understand document management processes Review scheduling and calendar management Learn about travel and expense policies Participate in office organization Understand communication protocols Set personal administrative goals Attend team-building activities
Health and Safety	Orientation to health and safety policies Training on safety equipment Meet with health and safety team Review emergency response procedures Understand occupational health programs Participate in safety audits Learn about environmental compliance Review accident reporting processes Set personal health and safety goals Attend safety training and workshops

Answers to Some of the Most Frequent Questions Related to Onboarding

In this section, we address some of the most commonly asked questions about the onboarding process. Whether you’re an HR professional, a manager, or a new employee, these insights can help you understand the essentials of effective onboarding.

What is HR Onboarding Process?

The HR onboarding process involves integrating new employees into the organization and providing them with the necessary tools, information, and orientations. It often includes paperwork, training, and introductions.

What is the Onboarding Life Cycle?

The onboarding life cycle refers to the various stages a new employee goes through, from pre-boarding to full integration. It aims to improve employee retention, engagement, and productivity.

What is the Biggest Challenge on Onboarding?

The biggest challenge often lies in effectively engaging new hires. This is especially challenging when onboarding remote employees, where building relationships can be difficult.

What are the Most Common Mistakes During the Onboarding Process?

Common mistakes include lack of clear communication, insufficient training, and not setting clear expectations. These can lead to disengagement and high turnover.

20 Examples of Common Mistakes During the Onboarding Process:

Inaccurate Job Descriptions
Lack of Pre-Boarding Activities
Ignoring Employee Feedback
Offering Subpar Orientation Material
Failing to Set Clear Goals and Expectations
Not Explaining Onboarding Software Features
Overwhelming New Hires with Information
Inadequate Training Programs
No Introduction to Company Culture
Lack of Ongoing Support
Ignoring Compliance and Legal Requirements
Failing to Assign a Mentor or Buddy
Not Measuring Onboarding Effectiveness
Lack of Personalization in the Onboarding Process
Neglecting Remote Employees in Onboarding
Poor Communication Throughout the Process
Not Providing Necessary Tools and Resources
Failing to Update Onboarding Material
Ignoring Team Integration Activities
No Follow-Up or Check-Ins After Onboarding

How Do I Prepare My Employees for Remote Onboarding?

Preparation involves setting up technology, sending out necessary materials in advance, and scheduling virtual meet-and-greets. Clear communication is key.

What are the 4 C’s of an Effective and Successful Onboarding Program?

The four C’s of onboarding are Compliance, Clarification, Culture, and Connection. These elements help new hires understand their roles, the company’s policies, and how to integrate into the company culture.

How Do You Effectively Onboard Remote Employees?

Effective remote onboarding involves clear communication, setting up necessary technology, and virtual team introductions. Regular check-ins and virtual training sessions are also crucial.

What are the 3 Most Important Elements of Successful Onboarding?

The three most important elements are Orientation, Training, and Feedback. These help new hires understand their roles, learn necessary skills, and improve through constructive feedback.

What are the 4 Phases of Employee Onboarding?

The 4 phases of employee onboarding typically include: Pre-boarding, Orientation, Role-specific training, and Ongoing support. Each phase has its own set of activities and goals aimed at helping new hires integrate successfully.

How Do I Onboard New Hires Virtually?

Virtual onboarding involves leveraging digital tools for orientation, training, and paperwork. It also includes virtual meet-and-greets and regular online check-ins to ensure the new hire is settling in well. You can use GFoundry onboarding solution. Check here to know more.

What are the Critical Steps of Onboarding?

Critical steps on Onboarding include: Paperwork completion, Orientation, Role-specific training, and Setting performance expectations. Skipping any of these steps can lead to an ineffective onboarding process.

What Should be Included in Virtual Onboarding?

Virtual onboarding should include Digital forms for Paperwork, Virtual tours of the company, Online training modules, and Virtual meet-and-greets with team members.

What Should be in an Onboarding Checklist?

An onboarding checklist should include tasks related to paperwork, training, equipment setup, and introductions to team members. It serves as a roadmap for both HR and the new hire.

What are at Least 3 Important Onboarding Success Metrics?

Key metrics include Time-to-productivity, New hire retention rates, and Employee satisfaction scores. These metrics help evaluate the effectiveness of your onboarding process.

What Makes a Strong Onboarding Process?

A strong onboarding process is comprehensive, engaging, and tailored to individual needs. It not only focuses on tasks but also on integrating the new hire into the company culture.

What are Onboarding Strategies?

Onboarding strategies refer to the planned activities and programs designed to integrate new hires into the organization. This can range from mentorship programs to specialized training modules.

What is Perfect Onboarding?

Perfect onboarding is a seamless process that ensures new hires are productive, engaged, and have all the tools they need to succeed from day one. It’s tailored to meet individual needs and aligns with company goals.

What is the Most Important Step in the Onboarding Process?

The most important step is arguably setting clear expectations. This provides a foundation for everything else in the onboarding process, from training to performance evaluations.

How Do You Create an Onboarding Guide?

An onboarding guide is created by outlining all the steps, from pre-boarding to full integration, and including all necessary resources and timelines. It serves as a manual for new hires.

Why is Onboarding So Hard?

Onboarding is challenging because it involves various elements like compliance, training, and cultural assimilation, all within a short timeframe. Mistakes can lead to high turnover and low engagement.

How Can I Make My Onboarding Better?

To improve onboarding, focus on clear communication, comprehensive training, and regular feedback. Utilizing digital tools can also streamline the process and make it more engaging. You can use GFoundry onboarding solution. Check here to know more.

Conclusion

Summary

The rise of remote work has made remote onboarding an essential aspect of modern business operations. From understanding what remote onboarding entails to recognizing common misconceptions, selecting the right tools, and integrating them with existing systems, a comprehensive approach is key. Platforms like GFoundry offer versatile solutions that can be tailored to various organizational needs, ensuring a seamless and engaging onboarding experience. The process involves careful planning, execution, and ongoing support, with a focus on clear communication, personalization, and engagement.

Future Trends

As remote work continues to evolve, so will the trends in remote onboarding. Here are some future trends to watch:

Increased Personalization: Tailoring onboarding experiences to individual needs and roles will become even more critical.
AI and Automation: Leveraging AI to automate tasks and provide insights will enhance efficiency. More on AI in HR can be found in this article.
Focus on Well-Being: Tools to measure and support employee well-being will gain prominence, reflecting a broader trend in employee engagement. Read this article to know more.
Integration and Interoperability: Seamless integration with various business tools and platforms will be essential for a unified experience.
Compliance and Security: Ensuring legal compliance and data security in remote settings will remain a priority.

Staying ahead of these trends will enable organizations to create an onboarding process that not only meets current needs but also adapts to future changes.

Remote onboarding is more than a trend; it’s a strategic approach that aligns with the evolving nature of work. By understanding its complexities and leveraging the right tools and practices, businesses can create an engaging and effective onboarding experience that empowers remote employees to succeed.

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Transforming Onboarding into an Unforgettable Experience

Gabriel Costa — Tue, 11 Jun 2024 09:45:27 +0000

Unforgettable Onboarding Experience Transformation

In this article, we will provide you with some examples and ideas to make your employee onboarding more impactful.

Onboarding is the first real contact a new employee has with the company’s culture and work environment, and it is crucial for their engagement and retention.

A positive onboarding experience is essential for setting the ‘tone’ of an employee’s journey within your organization. How can we make this process memorable, engaging, and effective?

The answer lies in GFoundry, an innovative digital engagement platform.

Create impactful onboarding journeys for your employees

The process: Simple, powerful, and fun!

GFoundry has developed an amazing feature that you can use with various modules to meet your onboarding and engagement needs: Digital Journeys.

A journey is a structured path with a strong visual framework that can have one or more stages to be completed. Each of these stages can be created with one or more modules from the GFoundry platform.

Create impactful Onboarding Journeys for your employees

Example	Description of Onboarding Journey
Example 1	Participation in a virtual welcome session via the Events Module. Complete a course on “Organizational Culture” through the Learning Module. Take an interactive quiz on company security policies using the Learning Module. Fill out a personal information form for HR using the Forms Module. Create a 30-day integration plan with the manager using the Goals Module. Meet with a designated mentor to discuss first steps in the company using the Communities Module.
Example 2	Watch an introductory video of company teams and departments via the Learning Module. Complete a quiz on the company’s main products/services using the Learning Module. Submit tax and banking documents through the Forms Module. Participate in an interactive session on remote work best practices using the Events Module. Set KPIs to achieve in the first 3 months with the manager using the Goals Module. Provide initial feedback on the onboarding process using the Feedback Module.
Example 3	Participate in an integration meeting with the team via the Events Module. Watch tutorial videos on tools and software used in the company using the Learning Module. Complete a checklist of essential workstation configurations using the Tasks Module. Create a competency development plan with the manager using the Evaluation and Careers Module. Take a quiz on company values and mission through the Learning Module. Submit a report on first impressions in the company using the Forms Module.
Example 4	Attend an initial meeting with the CEO via the Events Module. Complete a course on diversity and inclusion using the Learning Module. Fill out a form for work preferences (schedule, environment) via the Forms Module. Submit a project proposal for the first 90 days using the Goals Module. Take a quiz on the organizational structure using the Learning Module. Hold a follow-up meeting after 15 days of work with the manager using the Communities Module.
Example 5	Attend an interactive presentation on the company’s history using the Learning Module. Complete a checklist for installing essential software using the Tasks Module. Fill out a benefits configuration form using the Forms Module. Set short-term goals with the manager using the Goals Module. Complete a quiz on cybersecurity policies using the Learning Module. Participate in a networking session with other new hires using the Events Module.
Example 6	Attend an orientation session on ethics and compliance through the Learning Module. Complete a checklist to configure access to company tools using the Tasks Module. Fill out a form with professional expectations for the first year via the Forms Module. Participate in a team meeting to introduce the new employee using the Events Module. Create an individual development plan with the manager using the Evaluation and Careers Module. Submit feedback on the onboarding experience using the Feedback Module.
Example 7	Watch a welcome video from the leadership team using the Learning Module. Complete a quiz on internal conduct standards using the Learning Module. Fill out a form to request office supplies using the Forms Module. Complete a checklist to set up the remote work environment via the Tasks Module. Set performance goals for the first six months with the manager using the Goals Module. Participate in an interdepartmental welcome session using the Events Module.
Example 8	Participate in a virtual integration session with other new employees using the Events Module. Complete a course on time management and productivity through the Learning Module. Fill out a form to configure email and other tools using the Forms Module. Complete a checklist to set up the profile on internal platforms via the Tasks Module. Develop a career strategy with the manager using the Evaluation and Careers Module. Participate in a quiz on the company’s environmental practices through the Learning Module.
Example 9	Watch a video on the company’s vision and strategy using the Learning Module. Complete a quiz on the company’s value chain using the Learning Module. Submit a form to authorize access to sensitive data via the Forms Module. Create a checklist for scheduling meetings with key stakeholders using the Tasks Module. Set annual goals in collaboration with the manager using the Goals Module. Provide continuous feedback during the first month using the Feedback Module.
Example 10	Participate in an introduction to the company’s values and culture through the Learning Module. Complete a quiz on key safety standards at work using the Learning Module. Fill out a form to select flexible benefits using the Forms Module. Create a long-term development plan with the manager using the Evaluation and Careers Module. Complete a checklist to prepare for initial meetings using the Tasks Module. Participate in a Q&A session with the team using the Events Module.
Example 11	Watch a welcome video from team members via the Learning Module. Complete a quiz on the company’s main business areas using the Learning Module. Fill out a form to apply for leadership development programs via the Forms Module. Complete a checklist to adapt to the work environment using the Tasks Module. Set performance expectations with the manager using the Goals Module. Participate in a training session on effective communication using the Learning Module.

All of these journeys paths can be managed through GFoundry backoffice and all the mission’s analytics can be assessed by a set of reports that can be issued for this purpose.

Making Onboarding Interactive and Engaging

Gamification for Fun and Learning

GFoundry’s gamification engine brings a layer of fun and engagement to the often tedious process of onboarding. Through gamified activities, new hires can familiarize themselves with the company’s values, goals, and procedures in an interactive and enjoyable way. The use of badges, virtual coins, and leaderboards makes learning about the company a rewarding and motivational experience. This positive first impression helps to foster a sense of excitement and loyalty from the onset. Learn more about GFoundry’s Gamification’s Engine here.

Micro-Learning for Easy Assimilation

GFoundry’s Learn module enables micro-learning, allowing new hires to consume information in bite-sized, manageable chunks. This not only aids better understanding and retention of information but also reduces the overwhelm that can often come with the flood of information during onboarding. Learn more about GFoundry’s Learning & Development solutions here.

Socializing and Communicating

The GFoundry platform encourages networking and interaction among employees with its social and communication features. New hires can use the chat system, participate in interest groups, and receive news updates, fostering a sense of belonging from the get-go. This, in turn, makes the onboarding experience more human and less transactional.

Feedback for Continuous Improvement

Feedback is integral to improving the onboarding process. GFoundry’s Feedback module allows new hires to share their thoughts and opinions about their onboarding experience. This continuous loop of feedback can help organizations to continuously refine and optimize the onboarding process to ensure that it remains a positive experience for all new employees. Learn more here.

Navigating with Player Journey Maps

GFoundry’s Player Journey Maps guide new employees through their onboarding process. This interactive guide can represent steps, needs, goals, and expectations, making onboarding more structured and user-friendly. Read more here. Don’t forget also to check this article from Gallup: How to Use Onboarding to Create Brand Champions

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ALL ABOARD: The Power of Gamification in Natixis’ Onboarding

Martin Rocha — Wed, 07 Jun 2023 16:54:44 +0000

Onboarding Gamification, a Step-by-Step Guide – Natixis Use Case

Faced with exponential growth, with hundreds of people being hired every month, Natixis felt the need to improve its onboarding process – a critical stage in talent retention – in order to effectively integrate newcomers. GFoundry was the company chosen to meet the challenge, with the implementation of the “All Aboard” gamified solution.

Natixis, in Portugal, presents itself as a Center of Excellence, whose mission is based on transforming traditional banking, developing innovative business solutions. Belonging to Groupe BPCE – the second largest French bank -, the company has in our country about 1,800 employees, a number that rises to 16,000 worldwide. At the outbreak of the pandemic, with the obligation of confinement, the company – which at that stage was around 700 employees, working mainly in the IT area – was taking in hundreds of people month after month.

With its growing expansion and its commitment to integrate, involve and motivate new talent, Natixis sought a solution that would allow it to complement and improve its onboarding plan. Until the beginning of 2020 this process was carried out in person, only during one morning, with the pandemic.

Afterwards the company felt the need to broaden the process and convert the dynamic to the virtual world. And this is where GFoundry comes in – a digital solution based on gamification to help companies boost the engagement and performance of their employees.

Waiting for day 1, may be too late!

We have already seen that Natixis sought, through GFoundry’s solution, to improve its onboarding process by combining rapid learning of the organizational culture with the dynamics of games. But why invest concretely in this phase of the employee’s journey? This is what João Carvalho, Co-Founder & CEO of GFoundry, tells us.

With the pandemic crisis, the labor universe (and not only) suffered drastic changes. Many companies, in weeks, or even days, were forced to put 100% of its workforce at home, and the HR management challenges arrived. How to lead at a distance?

How to keep employees engaged with the organization, when many – hired during the pandemic – didn’t even get to know the physical workspace?

“These challenges become even greater for new employees joining the organization, because during this period, most new employees saw their onboarding process turn into a completely virtual experience, not going through the typical walk around the office or meeting colleagues, but through online training and video calls to present and introduce them to the work methods”, points João Carvalho, emphasizing the increased importance of the pre-onboarding phase (from the time the new employee accepts the job offer until the first day of work), marked by instability and the risk of employee abandonment.

For the company’s Co-Founder & CEO, pre-boarding even marks a strategic opportunity for organizations to alleviate the fears that newcomers may have, creating conditions for them to feel welcome and valued, and thus avoiding an early departure.

In fact, the digital gamification solution prioritizes three onboarding phases: pre-boarding, the actual integration of new employees and training – one of the areas where GFoundry, according to João Carvalho, offers “added value”, in addition to culturalization, socialization and task management.

“Gamification techniques and the GFoundry solution can be easily applied to any part of the onboarding process. With our tools, onboarding can be configured in a hybrid or 100% digital format, but should always provide an impactful learning and integration experience for all employees,” concludes the leader.

A Step-by-Step Guide: How to Build Onboarding Journey Maps with GFoundry Platform

With GFoundry you will be able to use gamification techniques on your onboarding processes and with that you’ll see immediate results on people’s motivation, retention enhancement and engagement of your newcomers. Learning contents, like quizzes, vídeos or documents, are all important to align the trainees with the company mission e values. One Journey Map is a structured path with a strong visual frame that can have one or more steps to be completed. Each one of these steps can be created by applying any of GFoundry’s suite modules.

Example from a possible new employee onboarding Journey Map:

Company tour video visualization, using the Learn Module
Complete a who-is-who quiz, using the Learn Module
Check a set of processes using Tasks Module
Submission of the work contract using FormsModule, making this process much more agile and straight forward
Definition of professional goals for the short and long term using Goals Module
Definition of the PDP (Personal Development Plan) discussed with the manager using Evaluation & Careers Module

All of these Journey Maps can be managed through GFoundry back office and all the mission’s analytics can be assessed by a set of reports that can be issued for this purpose.

Keep on Reading!

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Employee Onboarding Journey Maps Examples

Gabriel Costa — Tue, 20 Jul 2021 09:28:23 +0000

Building Onboarding Journey Maps: Best Practices

With GFoundry you will be able to use gamification techniques on your onboarding processes and with that you’ll see immediate results on people’s motivation, retention enhancement and engagement of your newcomers. Learning contents, like quizzes, vídeos or documents, are all important to align the trainees with the company mission and values. One Journey Maps is a structured path with a strong visual frame that can have one or more steps to be completed. Each one of these steps can be created by applying any of GFoundry’s modules.

Discover some of our clients' onboarding solutions!

Carglass company has implemented an onboarding process with GFoundry. Learn more in this article.
Cork Supply company implemented an onboarding process with GFoundry. Read more in this article.
Closer Consulting company created a fully digital onboarding process. Read more in this article.
Natixis company manages all onboarding of its new employees with GFoundry. Read more in this article.

The challenge of a new era: Remote Onboarding

Teleworking was already a possibility in companies, with a growing trend in recent years, having gained an extraordinary relevance with the SARS-Cov-2 pandemic (better known as COVID-19).

If many companies were already opting for flexible working hours programs, and even for choosing the workplace other than the office, the pandemic accelerated this flexibility, and some companies worldwide have already assumed that remote work will be a constant option for their workers.

This new era of the labour market carries with it many challenges, mainly in what concerns Human Resources management. If before employees shared the same physical space, having a more direct communication without intermediaries, today’s reality presents something different. Between video calls, e-mails and chats, the relationship between employees has become more virtual, directly impacting the relationship with their peers and with the company itself. However, this challenge becomes even greater for new employees joining the organisation.

During the pandemic, most of these new employees saw their onboarding process turn into a completely virtual experience, not going through the typical walk around the office or meeting the colleagues they share a desk with, but rather through online training and video calls for introductions and diving into their new working methods.

At GFoundry, whether the onboarding is 100% physical, 100% virtual, or even hybrid, we believe that it should always provide an impactful learning and integrating experience for all employees.

What are the benefits of successful onboarding?

A successful onboarding can represent an increase of about 25% in the retention rate, having also a significant impact in productivity and in the employee’s alignment with the company and its goals. The missions you can create in the platform have an even greater relevance in the context of online onboarding, assigning a path (visual and structured) that the employee will have to go through until they are fully prepared to take on any challenge in the company.

Since the employee is doing the onboarding remotely, you can use this fact as a variable that enhances their experience, and there are no limits! By having the ability to use GFoundry in both the web version and the mobile app, you can expand the boundaries of what can be done.

A practical example

What if you challenge your employees to take your quizzes, through the Learn Module, while walking in a park in the morning? What if you also asked them for a photographic record of that morning through the Forms Module? Not only would it impact their learning experience, but it would also promote wellbeing and work-life balance.

Another practical example

How about challenging your employees to battle on quizzes, competing for the highest scores according to their knowledge? You will be promoting a more interactive social experience, while fostering a culture of healthy competition among the teams. With GFoundry, you can do that and much more!

Did You Know?

According to Aberdeen Group research, 86% of new employees choose to remain or leave their employer’s in the first 6 months, and there’s 69% probability that they stay for more than 3 years if the company fulfills both a memorable training and onboarding experience. Companies with gamification on their day-to-day practices see a mean increase of 48% on engagement and motivation, also an enhancement of 36% on the turnover rate. Gamification can also be valuable in mitigating some of the onboarding traditional mistakes that are part of the EVP – Employee Value Proposition.

Why invest in pre-Onboarding Journey Maps?

Waiting until Day 1 to start onboarding could be too late!

With GFoundry you can engage your new employees as soon as they sign your job offer until their first working day. It is an excellent opportunity for the organizations to alleviate the fears new hires might have, provide the tools to get started faster, and ultimately make them feel welcome and valued. An effective pre-onboarding strategy can also streamline the onboarding process and prepare employees to handle duties on their first day.

Phase 1

Pre-onboarding – The first phase of onboarding, also called pre-onboarding, begins as soon as a candidate accepts your offer and continues until their first day of joining. This is a very crucial time for your candidates because they are the most uncertain of what lies ahead.

Phase 2

Welcoming new hires – The second phase of onboarding is often dedicated to welcoming new hires to your organization and providing an orientation to help new hires acclimate. It’s necessary to give them a clear picture of your organization before they begin their work.

Phase 3

Role-specific training – The training phase is one of the most important phases of onboarding, and it’s directly correlated with how successful new employees will be at their jobs. A well-drafted new hire training plan will help employees feel welcome by showing that you care about their development.

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Pre-onboarding – GFoundry

Employee Onboarding 2026: From Compliance to Connection – The Strategic Checklist

The 2026 Paradigm: Why Old Checklists Fail

The Shift to Experience Architecture

Phase 1: Pre-Boarding – Winning the ‘Ghosting’ War

Automating the Bore, Amplifying the Core

Buddy 2.0: The Digital Peer Mentor

Phase 2: The First Week – Gamifying Cultural Immersion

From Reading to Doing: The Digital Scavenger Hunt

Micro-Learning Bursts

Structuring Social Collisions

Phase 3: The 30-60-90 Day Roadmap – Performance Alignment

Day 30: The Sponge Phase

Day 60: The Contributor Phase

Day 90: The Independence Phase

Tech Stack 2026: AI Agents and Engagement Platforms

AI Concierges and Chatbots

Personalized Learning Paths

The Centralized Experience Platform

From Strategy to Execution

Read more:

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Remote Onboarding: Engaging Your New Hires From Afar

The Ultimate Guide for Remote Onboarding

Introduction to Remote Onboarding

What is Remote Onboarding?

Remote Onboarding Meaning

Importance of Digital Onboarding

The Remote Onboarding Process

Planning

Define Goals

Select Your Remote Onboarding Tool

GFoundry’s Pre-Onboarding & Onboarding Solution: Simple, Powerful, and Fun!

Create a Path That Feeds Your Needs!

Gamify All Your Onboarding Strategy

Create a Schedule

Remote Onboarding Checklist

Pre-Onboarding

First Day

First Week

Ongoing Support

Onboarding Remote Employees

Challenges

Best Practices

Case Studies

Natixis: Transforming Onboarding Through Gamification

Closer Consulting: Performance Evaluation, Onboarding, Learning & Talent Management

Performance Evaluation

Training

Onboarding

The Thermometer that Measures Satisfaction

What is NOT a Benefit of Digital Onboarding?

Common Misconceptions

Remote Onboarding Tools and Software

Remote Onboarding with GFoundry Platform

Integration with Existing Systems

Onboarding Checklist for Multiple Job Functions

Answers to Some of the Most Frequent Questions Related to Onboarding

What is HR Onboarding Process?

What is the Onboarding Life Cycle?

What is the Biggest Challenge on Onboarding?

What are the Most Common Mistakes During the Onboarding Process?

20 Examples of Common Mistakes During the Onboarding Process:

How Do I Prepare My Employees for Remote Onboarding?

What are the 4 C’s of an Effective and Successful Onboarding Program?

How Do You Effectively Onboard Remote Employees?

What are the 3 Most Important Elements of Successful Onboarding?

What are the 4 Phases of Employee Onboarding?

How Do I Onboard New Hires Virtually?

What are the Critical Steps of Onboarding?

What Should be Included in Virtual Onboarding?

What Should be in an Onboarding Checklist?

What are at Least 3 Important Onboarding Success Metrics?

What Makes a Strong Onboarding Process?

What are Onboarding Strategies?

What is Perfect Onboarding?

What is the Most Important Step in the Onboarding Process?

How Do You Create an Onboarding Guide?

Why is Onboarding So Hard?