How to Design an Engaging Onboarding Presentation.pdf

A-Z of Onboarding Presentation
inkppt.com (https://www.inkppt.com/guides/recruitment-presentation-design/onboarding-
presentations/a-z-of-onboarding-presentation/) · April 8, 2024
Table of Content
Setting the Stage: Welcome and Introduction
Creating an Engaging First Impression
The onboarding process is a crucial phase in the employee's journey, setting the
tone for their experience with the organization. A well-crafted welcome and
introduction serve as the first chapter of this journey, emphasizing the
importance of making a positive and lasting impression. This phase is not just
about conveying information; it's about making the new hires feel valued and
excited about their decision to join the company. An effective introduction
2/26/25, 11:51 PM A-Z of Onboarding Presentation
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integrates the essence of the organization's culture, its people, and the
expectations from the very start, ensuring a seamless transition
(https://www.inkppt.com/guides/recruitment-presentation-design/designing-
for-targeted-recruitment-strategies/inclusive-design-practices/) into their roles.
The Foundation of Employee Engagement
Delving deeper into the welcome and introduction, it's clear that this stage is
foundational to building a strong employer-employee relationship. This is where
the new hires are first exposed to the company's ethos, its mission, and the values
it stands for. By aligning the onboarding introduction with the organization's core
principles, companies can foster a sense of belonging and purpose from day one.
Historical anecdotes of the company's journey and achievements can serve as
powerful tools in this narrative, providing a backdrop against which new
employees can project their future contributions.
Real-World Applications: A Welcoming Blueprint
Across industries, companies that stand out in their onboarding processes often
adopt innovative and welcoming strategies. From interactive sessions that replace
the mundane reading of the handbook to engaging storytelling about the
company's milestones, these approaches transform the introduction phase into
an immersive experience. Companies like Zappos take it a step further by
incorporating office tours that showcase company culture in action, thereby
integrating new hires into the fabric of the organization seamlessly.
Establishing Credibility Through References
Research and case studies highlight the effectiveness of a dynamic welcome and
introduction stage in the onboarding process. According to a report by the Society
for Human Resource Management (SHRM), organizations with a strong
onboarding process improve new hire retention by 82% and productivity by over
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70%. These figures underscore the value of investing time and resources into
crafting an introduction that resonates with new employees, laying the
groundwork for their success and, by extension, the company's growth.
Company History, Mission, and Values
Embedding Tradition and Vision in Onboarding
Understanding a company's history, mission, and values is pivotal for new
employees, as it connects them to the organization's purpose and legacy. This
part of the onboarding presentation
(https://www.inkppt.com/guides/recruitment-presentation-design/exploring-
advanced-design-techniques-and-future-trends/strategies-for-recruitment-
presentations/) is not just informational but inspirational, aiming to instill a sense
of pride and belonging from the outset. Through a detailed narrative of the
company's journey—from its founding moments to its current achievements—
new hires gain insights into the organization's identity and their role in its future.
The Backbone of Corporate Identity
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The mission and values of a company act as the compass that guides its strategies,
decisions, and culture. Presenting these elements in the onboarding process
equips new hires with a clear understanding of what the company stands for and
what it aims to achieve. This background knowledge is crucial for aligning
personal goals with organizational objectives, fostering a cohesive work
environment where everyone is moving in the same direction.
Illustrating Core Values Through Stories
Real-world examples and stories of how the company's values have shaped its
decisions and successes bring abstract concepts to life. Whether it's a tale of
innovation that led to a breakthrough product or a commitment to sustainability
that influenced business practices, these stories exemplify the mission in action.
They not only educate new employees about the company's values but also
demonstrate how these principles are embedded in everyday operations and
decision-making.
Validating with Data and Testimonials
Research shows that employees who feel a strong alignment with their company's
mission and values are more engaged, satisfied, and productive. For instance, a
Gallup study found that organizations that successfully engage their employees
see a 21% increase in profitability. Incorporating statistics like these, along with
testimonials from current employees about how the company's values influence
their work, can powerfully underscore the importance of this alignment. It
reassures new hires of the meaningful impact their contributions can have within
the company and beyond.
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Organizational Structure and Key Contacts
Navigating the Corporate Labyrinth
For new hires, understanding the organizational structure is akin to mapping the
terrain of a new landscape. This segment of the onboarding presentation
demystifies the hierarchy and the functional relationships between different
departments and teams. It serves as a guide, helping new employees understand
their position within the larger framework and how their contributions fit into the
company's objectives. By introducing key contacts across the organization, the
company facilitates smoother transitions, fostering a network of support and
collaboration from day one.
The Pillars of Organizational Knowledge
Delving deeper, this part of the onboarding process underscores the importance
of grasping the company's structure—not just who reports to whom but the
rationale behind this design (https://www.inkppt.com/guides/recruitment-
presentation-design/introduction-recruitment-presentation-design/the-critical-
role-of-design-in-recruitment-success/). This knowledge is fundamental,
providing context for the company's communication flow, decision-making
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processes, and pathways for professional growth. It also highlights the role of key
contacts as beacons for guidance, from direct manager to immediate supervisors
to HR representatives, ensuring new hires know whom to approach with
questions or for support.
Real-World Connect: Beyond the Org Chart
Illustrating this segment with real-world examples, such as how cross-
departmental projects foster innovation or how mentorship programs within the
structure aid career development, makes the organizational layout more
relatable. Companies often share success stories of internal mobility or
collaborative achievements to showcase the dynamic nature of their structure
and the opportunities it presents. These anecdotes encourage new hires to see
beyond their immediate roles and understand the potential pathways their career
can take within the organization.
Backing It Up with Evidence
Studies have shown that clear understanding of organizational structure and
access to key contacts significantly impact employee satisfaction and retention.
For instance, a LinkedIn report highlights that employees who feel well-
integrated into their workplace and have clear communication channels are more
likely to remain with the company long-term. Including such statistics and
perhaps feedback from employees who have successfully navigated the
organizational structure to advance their careers reinforces the value of this
knowledge.
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Policies, Procedures, and Expectations
Laying the Groundwork for Professional Conduct
The introduction to a company's policies, procedures, and expectations is a
cornerstone of the onboarding process, providing new hires with a clear
framework of the operational dos and don'ts. This section is not merely
informational; it's a proactive step towards fostering a transparent, respectful,
and secure workplace environment. By outlining what is expected from
employees in terms of conduct, performance, and compliance, companies set
clear standards from the outset, minimizing misunderstandings and setting the
stage for a positive work culture (https://www.inkppt.com/guides/recruitment-
presentation-design/tools-resources-and-case-studies-for-recruitment-
presentation-design/recruitment-presentation-designers/).
Understanding the Backbone of Company Operations
Diving into the specifics of policies and procedures offers new employees a
deeper understanding of how the company operates on a day-to-day basis and the
rationale behind certain rules. This segment might cover everything from daily
operational procedures, security guidelines, to ethical standards, and use of
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company tools. Additionally, it introduces the new hires to the consequences of
non-compliance, underscoring the importance of adherence for the smooth
functioning of the company. This clarity not only helps in aligning personal
behaviors with company standards but also in understanding the protective
measures in place for employees and clients alike.
Bringing Policies to Life with Examples
Illustrating this section with real-life scenarios or case studies can significantly
enhance understanding and retention. Whether it's a walkthrough of the hiring
process, detailing how the company handles internal and external calls, or an
explanation of the security guidelines through interactive elements, practical
examples help in contextualizing the policies. These narratives can also include
testimonials or scenarios where adherence to these policies played a crucial role
in resolving issues or preventing conflicts, highlighting their relevance in the
workplace.
Reinforced by Research and Feedback
Incorporating external references, such as industry best practices for policy
implementation or studies showing the impact of clear procedures on employee
productivity, adds a layer of credibility and urgency to this information. For
instance, research by the HR Policy Association can be cited to showcase the
correlation between well-communicated expectations and higher job satisfaction
levels. Furthermore, testimonials from current employees about the benefits of a
clear understanding of these guidelines reinforce their value, encouraging new
hires to pay close attention.
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Role-Specific Training and Goals
Crafting the Path for Individual Achievement
Role-specific training and goals are the linchpins of an effective onboarding
process, tailored to bridge the gap between a new hire's existing skills and the
competencies required in their new role. This segment of the onboarding
presentation (https://www.inkppt.com/guides/recruitment-presentation-
design/overcoming-recruitment-challenges-with-creative-design/creative-
solutions-for-recruitment/) is critical, as it personalizes the experience, making it
relevant and actionable for the individual. By outlining clear objectives and
providing the necessary tools and knowledge through targeted training,
companies empower new employees to contribute meaningfully and efficiently
from the outset.
The Scaffold of Skill Development
Delving into the nuances of role-specific training involves more than just a list of
tasks; it's about constructing a comprehensive development plan that addresses
both the immediate functions of the role and its future trajectory within the
company. This could include technical skills training, soft skills development,
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understanding company tools, and familiarity with product or service portfolios.
Through this focused approach, new hires gain a deeper understanding of their
role's impact on the company's goals, enhancing their engagement and
motivation.
Real-World Application and Success Stories
Incorporating examples of how previous employees have successfully navigated
their training to achieve their role-specific goals can be highly inspiring for new
hires. Whether it's a case study of a sales team member who leveraged training to
exceed targets or a developer who contributed to a pivotal project, these stories
bring to life the potential for growth and achievement. Highlighting the resources
available, such as mentorship programs or learning platforms, also showcases the
company's investment in employee development.
Underpinned by Data and Industry Standards
Citing external sources that emphasize the importance of tailored training and
goal-setting can further underscore their significance. For instance, studies by the
Association for Talent Development (ATD) show that companies investing in
comprehensive training programs experience a 218% higher income per
employee. Additionally, leveraging industry benchmarks for role-specific
achievements can set a clear standard for success, providing new hires with a
concrete framework for their development path.
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Integrating Company Culture into Onboarding
Fostering a Sense of Belonging from the Start
Integrating company culture into the onboarding process is crucial for nurturing a
sense of belonging and alignment among new hires. This segment of the
onboarding presentation is designed
(https://www.inkppt.com/guides/recruitment-presentation-design/design-
fundamentals-for-effective-recruitment-presentations/leveraging-design-
principles-for-engaging-recruitment-presentations/) to immerse new employees
in the ethos, behaviors, and practices that define the company, beyond the
confines of their specific roles. By embedding cultural understanding early on,
organizations lay the groundwork for a cohesive work environment where
employees are motivated by shared values and visions.
The Essence of Organizational Identity
Deep diving into the company culture involves more than presenting a set of
values; it's about showcasing how these values are lived out through daily
operations, decision-making, and interpersonal interactions. This could include
discussions on the company's approach to innovation, teamwork, diversity and
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inclusion, and social responsibility. It's also about illustrating the informal norms
that govern day-to-day life within the company, such as communication styles,
work-life balance, and recognition practices.
Culture in Action: Real-Life Examples
To effectively communicate the essence of company culture, sharing real-life
examples and stories from within the organization is impactful. This might
involve testimonials from employees about how the culture has supported their
professional growth or anecdotes that demonstrate the company's values in
action, such as community service initiatives or responses to global challenges.
These narratives help new hires visualize how they can contribute to and benefit
from the company culture.
Validating Culture with External Perspectives
Incorporating external references, such as awards for workplace culture,
employee satisfaction surveys, or recognition from industry bodies, reinforces the
authenticity and appeal of the company's cultural environment. Data highlighting
the correlation between strong company culture and employee engagement,
retention, and performance further underscores the importance of cultural
integration in employee onboarding process. For example, a Gallup report might
be cited to show that companies with highly engaged workforces outperform their
peers by 147% in earnings per share.
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Interactive Elements to Engage New Hires
Enlivening the Onboarding Experience
Integrating interactive elements into the onboarding process marks a significant
step towards engaging new hires in a meaningful and memorable way. This
segment of the onboarding presentation focuses on transcending traditional,
passive learning methods by incorporating activities that promote active
participation and practical application. From simulations and gamification to
role-playing and collaborative projects, interactive strategies
(https://www.inkppt.com/guides/recruitment-presentation-design/showcasing-
company-culture-through-design/recruitment-campaigns/) enhance
understanding and retention, making the onboarding process not just
informative, but enjoyable and impactful.
The Mechanics of Engagement
Exploring the specifics of interactive elements, it becomes evident that these
tools are designed to foster a deeper connection between new employees and the
organizational culture, their roles, and their colleagues. Interactive onboarding
can include virtual reality tours of the company, gamified learning modules that
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cover company policies and role-specific tasks, or team-building exercises that
simulate real-life challenges. These methods support a hands-on learning
approach, encouraging new hires to apply their knowledge in practice, thereby
solidifying their understanding and boosting their confidence.
Applicant Onboarding Slides
When designing applicant onboarding slides, focus on creating engaging visuals
and interactive content that enhances the new hire's understanding. These slides
should include essential information about company policies, role expectations,
and team introductions. By integrating multimedia elements, you can ensure a
memorable and informative onboarding experience.
Success Stories: Interaction in Action
Presenting real-world examples of successful interactive onboarding programs
can serve as a powerful testament to their effectiveness. Companies that have
implemented gamified learning experiences often report higher engagement
rates and quicker assimilation into company culture. For instance, a tech firm
might share how its virtual onboarding scavenger hunt led to a notable increase in
new hire satisfaction and early productivity. Similarly, stories of interactive role-
playing sessions that prepare new employees for client interactions can illustrate
the practical benefits of these methods.
Evidence-Based Endorsement
Incorporating research findings and expert opinions on the benefits of interactive
onboarding elements further validates their value. Studies suggest that
interactive training methods can significantly improve knowledge retention and
application, with some research indicating that employees in interactive
onboarding programs are 45% more likely to feel adequately prepared for their
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roles. Referencing industry benchmarks or awards for innovative onboarding
solutions can also highlight the strategic advantage of adopting interactive
elements.
Job Fair Presentation Slides
Job fair presentation slides serve as an excellent tool for engaging potential hires
during recruitment events. These slides should emphasize the company’s culture,
job openings, and growth opportunities. Utilizing vibrant graphics and key
messaging helps attract the right talent and leaves a lasting impression on
attendees.
Feedback Mechanisms: Ensuring Continuous
Improvement
Building a Culture of Open Communication
Incorporating feedback mechanisms into the onboarding process is crucial for
fostering an environment of continuous improvement and open communication.
This segment of the presentation underscores the importance of creating
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channels through which new hires can share their experiences, insights, and
suggestions regarding the onboarding process
(https://www.inkppt.com/guides/recruitment-presentation-design/crafting-
strategic-recruitment-presentations/diagramming-the-process-recruitment-and-
selection-explained/). By actively soliciting and valuing feedback, companies
demonstrate a commitment to optimizing the onboarding experience, showing
that they are responsive to the needs and perspectives of their employees.
Digital Recruitment Presentations
Digital recruitment presentations play a crucial role in modern hiring strategies.
These presentations can be shared virtually, making them a great way to present
your onboarding process to remote candidates. By using dynamic visuals and
easy-to-understand content, digital recruitment presentations ensure clarity and
accessibility for candidates regardless of their location.
The Framework for Feedback
Delving into the mechanisms for feedback, it becomes clear that a structured
approach is essential. This can include scheduled one-on-one meetings with the
HR team or direct managers, anonymous surveys, or digital platforms designed
for real-time feedback. The goal is to make the process of giving feedback as
accessible and non-intimidating as possible, encouraging honest and constructive
communication. Through this framework, companies can gather actionable
insights, identifying areas of the onboarding process that are effective as well as
those that may require adjustments.
Real-Life Implementations and Outcomes
Highlighting examples of how feedback has led to tangible improvements in the
onboarding process can inspire confidence in the system. Whether it's a case
where new employee orientation checklist and suggestions led to the introduction
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of new onboarding templates, the modification of training programs, or the
enhancement of interactive elements, these stories validate the impact of
feedback. Sharing specific outcomes, such as increased satisfaction rates or
reduced time-to-productivity, further illustrates the value of listening and
responding to new hire input.
Supporting Evidence and Expert Perspectives
Citing external sources that emphasize the importance of feedback in the
onboarding process lends credibility to its inclusion. Research indicating that
companies that excel in onboarding are more likely to have regular feedback
mechanisms in place can be particularly persuasive. Expert opinions or best
practice guidelines from organizations like the Society for Human Resource
Management (SHRM) can provide additional support, suggesting that effective
feedback mechanisms are a hallmark of successful onboarding programs.
Follow-Up: The Next Steps After Initial Onboarding
Ensuring Continued Engagement and Success
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The follow-up stage after initial onboarding is critical for maintaining momentum
and ensuring the successful integration of new hires into the company. This
segment of the onboarding presentation
(https://www.inkppt.com/guides/recruitment-presentation-design/tools-
resources-and-case-studies-for-recruitment-presentation-design/recruitment-
presentation-designers/) emphasizes the importance of structured follow-up
actions that extend beyond the first week or month, providing ongoing support
and guidance. By mapping out the next steps after the initial onboarding phase,
companies can reinforce their commitment to the employee's growth and
development, ensuring a smoother transition into their new role and the
organizational culture.
Strategic Follow-Up Initiatives
The essence of effective follow-up lies in its ability to adapt to the individual
needs of the new hire while maintaining a structured approach. This can include
regular check-ins with managers or mentors, advanced training sessions tailored
to the evolving demands of the role, and opportunities for early involvement in
projects to apply newly acquired skills. Additionally, setting clear milestones and
goals for the first 90 days can give new employees a sense of direction and
purpose, enhancing their engagement and productivity.
Workforce Development Presentations
Workforce development presentations are key in ensuring ongoing employee
growth. These presentations should outline training opportunities, career
development paths, and leadership programs. By integrating these presentations
into follow-up initiatives, you reinforce the commitment to employee growth,
ensuring they feel supported throughout their journey within the company.
Illustrating Success Through Case Studies
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Sharing success stories of employees who have thrived as a result of thoughtful
follow-up can serve as powerful motivation for new hires. These anecdotes can
highlight how continuous support helped individuals overcome early challenges,
achieve their initial set of goals, and even exceed expectations. Whether it's a
story about a new hire who led a significant project within their first six months or
someone who rapidly advanced thanks to targeted development plans, these
examples bring to life the potential impact of effective follow-up.
Backed by Research and Best Practices
Incorporating data and insights from external sources can further emphasize the
importance of the follow-up stage. Studies showing that ongoing support and
development opportunities can significantly improve retention rates and job
satisfaction offer a compelling case for robust follow-up strategies. References to
industry best practices, such as the recommendation from the Harvard Business
Review on the optimal frequency and format of check-ins, provide a framework
for designing effective follow-up programs.
Evaluating Onboarding Effectiveness: Metrics and
Adjustments
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Measuring Success for Continuous Improvement
The evaluation of onboarding effectiveness is an essential component of a robust
onboarding program, enabling organizations to assess the impact of their
strategies and make necessary adjustments. This segment of the onboarding
presentation (https://www.inkppt.com/guides/recruitment-presentation-
design/engaging-candidates-through-interactive-design/life-with-interactivity-
and-animation/) focuses on the importance of establishing clear metrics and
feedback loops to gauge the success of the onboarding process. By systematically
analyzing these metrics, companies can identify strengths and areas for
improvement, ensuring the onboarding experience remains dynamic and
responsive to the needs of new hires.
Key Metrics for Onboarding Success
Identifying the right metrics is crucial for a meaningful evaluation. These can
include quantitative measures such as retention rates, time-to-productivity, and
completion rates of onboarding activities, as well as qualitative feedback from
new hires regarding their satisfaction and engagement levels. Additionally,
measuring the alignment between an employee's expectations and their actual
experience can provide insights into the effectiveness of the onboarding process.
These metrics, collectively, offer a comprehensive view of how well the
onboarding program is achieving its goals.
Real-World Insights: Learning from Adjustments
Showcasing examples of how organizations have used these metrics to refine their
onboarding processes can illustrate the value of continuous evaluation. For
instance, a case study (https://www.inkppt.com/case-studies?ref=inkppt.com)
might reveal how a company redesigned its onboarding process after identifying a
gap in role-specific training, leading to improved performance and satisfaction
✕

among new hires. Another example could highlight how feedback on the
onboarding introduction led to the incorporation of more interactive elements,
enhancing engagement and retention.
Leveraging External Benchmarks and Research
Incorporating findings from external research and industry benchmarks can lend
additional credibility to the evaluation process. Studies demonstrating the
correlation between effective employee onboarding, and key organizational
outcomes, such as increased employee loyalty and higher profitability,
underscore the importance of ongoing assessment and refinement. References to
best practices in onboarding evaluation, such as those from leading HR
organizations, can guide companies in establishing a robust framework for
measuring and enhancing their onboarding effectiveness.
FAQs on Onboarding Presentation
What are the 5 C's of onboarding?
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The 5 C's of onboarding are Compliance, Clarification, Culture, Connection, and
Check-back. Compliance introduces new hires to legal and policy-related
requirements. Clarification ensures employees understand their roles and
expectations. Culture helps new hires assimilate the company's values and
norms. Connection fosters relationships with colleagues. Check-back involves
regular follow-ups for feedback and support.
How do I create an onboarding checklist?
Creating an onboarding checklist involves outlining all the necessary steps and
information new hires need from their first day to their first few months. Start by
including basic administrative tasks, then integrate role-specific training,
introductions to team members, culture immersion activities, and regular check-
ins for feedback. Utilize free onboarding checklist templates and feedback from
previous onboarding experiences to refine the checklist.
What are the 4 C's of effective onboarding?
The 4 C's of effective onboarding are Compliance, Clarification, Culture, and
Connection. These components ensure new hires are aware of policies
(Compliance), understand their job duties and expectations (Clarification), feel
integrated into the company culture (Culture), and establish meaningful
connections with their colleagues (Connection).
What are the six critical steps of onboarding?
The six critical steps of smooth onboarding process include Pre-onboarding
communications, Formal welcome and introductions, Training and development
plans, Culture immersion, Role clarification and goal setting, and Ongoing
support and feedback. These steps guide new hires through understanding their
role, the company culture, and the resources available to them, ensuring a
smooth transition into their new position.
What are the 7 stages of onboarding?
✕

The 7 stages of onboarding are Pre-employment engagement, First day employee
orientation checklist and, Initial training and development, Role-specific
training, Culture integration, Performance management, and Ongoing
development and retention. These stages encompass the entire journey of a new
hire, from the moment they accept the job offer to becoming a fully integrated,
productive member of the team.
What is an onboarding checklist?
An onboarding checklist is a comprehensive list of tasks and activities designed to
ensure new employees have all the necessary information, tools, and resources to
successfully integrate into their new role and the company. It typically covers
administrative setup, training sessions, culture immersion activities, and
meetings with key team members.
What is the 4 step onboarding process?
The 4 step onboarding process includes Orientation (introducing the new hire to
the company and its policies), Role-specific training (equipping the new employee
orientation with the skills and knowledge needed for their job), Integration
(helping the employee assimilate into the company culture and build
relationships), and Performance evaluation (providing feedback and setting
goals).
What are the 5 stages of the onboarding process?
The 5 stages of the onboarding employee orientation process are Preparation
(before the new hire's first day), Welcome and administrative setup, Training and
development, Culture assimilation, and Ongoing support and evaluation. These
stages ensure a smooth transition for the new hire into their role and the
company.
How do you introduce onboarding?
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Introducing onboarding involves explaining the process and its objectives to the
new hire, ensuring they understand it's a comprehensive program designed to
help them acclimate to their new role and the company. It should start with pre-
onboarding communications and include a detailed overview of what to expect in
the coming days and weeks.
How do you explain onboarding?
Onboarding is the process through which new employees gain the necessary
knowledge, skills, and behaviors to become effective organizational, new team
members, and insiders. It encompasses various activities, including orientation,
training, meetings with key team members, and integration into the company
culture, aimed at ensuring a smooth transition for the new employee.
inkppt.com (https://www.inkppt.com/guides/recruitment-presentation-
design/onboarding-presentations/a-z-of-onboarding-presentation/) · April 8, 2024
✕

How to Design an Engaging Onboarding Presentation.pdf

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