Onboarding Process Examples for New Hires
Onboarding new employees is one of the most critical steps in attracting and retaining top talent.
After investing time and money in creating job ads, reviewing resumes, and conducting interviews, the next step determines whether that investment pays off.
To help you get it right, we’ll explore effective onboarding process examples from companies that consistently attract and retain the best talent worldwide.
In This Guide You’ll Learn:
- Why onboarding is vital for retention and productivity
- Onboarding strategies used by Google, Zapier, and Zappos
- Tips to design an onboarding process that trains and engages new hires
Why Is Onboarding So Important?
Poor onboarding can increase training costs, delay productivity, and even lead to employee turnover. The Brandon Hall Group found that a strong onboarding experience boosts retention by 82% and makes new hires 70% more productive.
In short, a well-structured onboarding program is a smart business investment.
3 Effective Onboarding Process Examples
Creating an onboarding program from scratch can be challenging. Here’s how some of the world’s most successful companies do it:
Google is known not only for its workplace culture and benefits but also for its exceptional onboarding process. New hires receive a “Noogler” (New Googler) hat, signaling to others that they’re new and encouraging support.
One standout feature is manager preparation. Twenty-four hours before a new hire’s start date, managers receive a checklist of five onboarding tasks:
- Assign a Peer or Buddy: Helps the new hire integrate smoothly into the team.
- Clarify Role and Responsibilities: Sets expectations from day one.
- Facilitate Coworker Introductions: Builds connections and a sense of belonging.
- Schedule Regular Check-Ins: Provides ongoing support for the first six months.
- Encourage Open Communication: Creates a safe space for feedback and questions.
Zapier
As a fully remote company, Zapier has successfully onboarded over 350 employees in 23 countries. Their process begins before the first day—setting up accounts, ordering equipment, and sharing the company playbook.
Each hire receives a personalized onboarding document detailing their first week and broader plans for the following weeks. The schedule includes team calls, technical training, and company culture sessions.
From day two, focus shifts to role-specific training, small projects, and tools needed for success. Zapier’s approach is built on four pillars:
- Clear expectations
- Access to resources
- Relationship building
- Effective communication
They follow the “First 90 Days” framework and use automation to streamline tasks, reserving live sessions for interaction and collaboration.
Zappos
Known for outstanding customer service, Zappos’ onboarding focuses on culture fit. Their unique policy, “The Offer”, gives new hires $4,000 to quit if they feel they’re not a good match after training.
Their process includes:
- CLT Training: Four weeks of Customer Loyalty Team training for all employees, covering culture, processes, and hands-on service experience.
- Pay to Quit: $4,000 offered to those who choose to leave post-training.
- Graduation Party: Celebrating successful completion of onboarding.
- On-the-Job Training: Role-specific training in respective departments.
This approach ensures only committed employees stay, strengthening culture and service standards.
Key Takeaways for Your Onboarding Process
- Start onboarding before the first day
- Share a company culture, vision, and values document
- Set clear goals and schedules with regular check-ins
- Encourage team introductions and communication
- Automate repetitive onboarding tasks
If you’re ready to improve your process, try Oriento’s employee onboarding software to streamline tasks, train effectively, and keep new hires engaged from day one.