4 Examples of Remarkable Employee Onboarding Processes

Whether you’re an HR representative, a managing director, or a business owner—if you handle the hiring process, you should familiarise yourself with this article. Employee onboarding processes are often overlooked, yet they are a cornerstone of effective employee management. Today, we will share some top-notch examples of successful onboarding from various businesses.

Many businesses regard the onboarding process as little more than administrative work. While managing the documentation of a new hire is an essential aspect, restricting the process to merely that is not the appropriate approach.

The onboarding phase is when you introduce yourself to the new employee and establish the tone for your future interactions, as well as set mutual expectations. Understanding company policies and values, becoming familiar with processes, and meeting colleagues: all these components should be part of the onboarding process, as they contribute to team alignment further down the line. 

Should I Optimise the Onboarding Process?

Short answer - yes. Prompt collection and secure storage of employment-related documents can protect you if any legal issues arise during the new hire’s employment. We recommend keeping them in centralised digital storage where you can easily access them at any time, rather than cluttering the office. An optimised staff onboarding process also helps new hires acclimatise more quickly, enabling them to become valuable team members in no time.

For a detailed response, we discussed this topic in great depth a few months ago and recommend that you read it before continuing with this article. Now, to inspire you, let us consider four remarkable examples of effective employee onboarding.

1. Timesheet Portal

Not to toot our own horn, but we use the very same onboarding platform that we sell to our customers internally. It is designed to be straightforward and easy for the new team member to use without assistance, other than being provided with their company login details. It follows a step-by-step process that involves requesting them to upload a digital version of the required documentation, as well as add their personal contact information. Assuming the new starter may not have it to hand, the missing bits can be revisited and added later.

The onboarding platform of Timesheet Portal also serves as the employee’s dashboard throughout their employment. Not only can they update their documentation if it changes, but they can also request time off, sick leave, report expenses, and share documents. In addition, we greet our new hires with a variety of merchandise (including a beach ball!) and an informal introduction to the rest of the team. As we’re a small, tightly-knit company, we prefer automating the bureaucracy while building relationships personally. 

2. LinkedIn

Unlike smaller companies like ours, large corporations have a more sophisticated and process-driven onboarding system. One of the challenges of welcoming new staff in a company with thousands of employees is that they cannot possibly meet everyone in person. This is why business giants such as LinkedIn create multi-step onboarding experiences: to provide every new hire with a personalised approach and ensure they are up to speed with the company values.

The Linkedin onboarding process, also known as [In]troduction, is an award-winning procedure. It consists of seven key components that facilitate employee integration while educating them on company policies and internal processes. It commences on the first day and includes activities such as lectures, campus tours, one-on-one conversations with senior leadership, and many more.

The purpose is to demonstrate to the employee that despite the company's size, their personal experience still matters. At the same time, it aims to introduce them to the expectations they will need to meet. While this may sound a little excessive, it is worth noting that such an approach to onboarding has helped Linked grow its revenue by 27%.

3. Netpeak

Unlike LinkedIn’s semi-personalised experience, Netpeak, an internet marketing agency that dominates Eastern Europe, takes a fully automated approach to onboarding. Instead of incorporating the human element into the educational process, Netpeak has created a course for new starters to complete. They refer to it as ‘academy’, and the two-part course brings new hires up to speed by introducing them to company rules, structure, mission, vision, and other vital components.

At the end of each part, every new hire also needs to pass an exam that tests their knowledge, thereby ensuring they are aligned and prepared to work towards the company’s goals. The managers have praised the academy system for reclaiming a significant amount of time that would otherwise be spent on training employees individually. In fact, they state that a fully automated onboarding process saves up to 200 hours a month. Furthermore, the academy programme is equipped with a feedback system, allowing Netpeak to continuously refine the process and adapt to any potentially emerging new trends.

4. Verisys Corporation

Verisys Corporation began questioning and adjusting their onboarding process in 2020 when the global pandemic compelled them to shift to remote work. As specialists in health data, technology and security rank among the company's top priorities. Ensuring this by assisting new hires in setting up their laptops correctly from a distance has proven to be the most significant challenge of the onboarding process.

As part of the onboarding process, Verisys delivers the work equipment to the new staff members' homes. It comes with plenty of company swag, including balloons, to ensure a pleasant first impression and a personalised introductory experience rather than a mundane task. However, the most important component is a brief and very clear set of instructions on how to set up the computer correctly.

It was recognised that not every new hire is IT-savvy, and having an IT specialist access each computer individually for setup would not be an efficient use of IT’s time. This is why Verisys has invested in creating a comprehensive and easy-to-follow technical guide as a key element of the onboarding process. They also actively seek feedback to further optimise the process.

Summary 

The onboarding process is often overlooked because it is perceived as unimportant. However, the experience you provide through it can either make or break your future relationship with the new hire, as this is effectively your chance to manage their expectations. A poorly executed, slow, and inefficient onboarding will signal a lack of organisation within the business, potentially raising red flags for the new employee and thereby affecting the level of effort they invest moving forward.

A smooth and well-thought-out, optimised process, on the other hand, demonstrates that you care about setting them up for success. Showing personal care in their integration and development within your company reflects your interest in your staff’s wellbeing and progression, and it also promises to nourish it further. An employee is much more likely to pull their weight to justify the trust of an employer who has invested in their growth.

How optimised is your onboarding process? We can assist in enhancing it.