5 Steps to a successful and human onboarding process
Why onboarding makes or breaks the employee experience
A great onboarding experience isn’t just about welcoming new hires, it’s about helping them belong, perform, and grow from day one.
After the pandemic and the rise of hybrid work, many companies realized that their onboarding programs no longer met employees’ needs for connection, clarity, and engagement. We explored this challenge in depth and here are 5 key steps every company should follow to create an onboarding process that works in today’s world.
Step 1: Start onboarding before day one
The onboarding journey begins long before the first login or office tour.
Use this “pre-boarding” phase to:
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- Keep communication open between signing and the first day
- Share a welcome pack or schedule overview
- Introduce the team virtually or via a quick video
This early engagement builds trust, reduces first-day anxiety, and ensures the new hire feels expected and valued.
Step 2: Keep it hybrid
100% digital onboarding program can’t replace human connection. The most effective companies now combine:
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- Digital tools for structure and flexibility (online modules, virtual check-ins)
- In-person moments to build belonging (team lunches, office visits, meet-and-greets)
Hybrid onboarding helps maintain engagement even in remote settings, while keeping the “human touch” that defines a company’s culture.
Step 3: Focus on soft skills, not just systems
Most organizations train new hires on procedures and tools but often forget the behavioral skills that help them truly thrive. We identified seven essential soft-skill modules to include in any onboarding program:
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- Clarify your mission and responsibilities
- Manage stress and priorities
- Build your internal network
- Strengthen assertiveness
- Embody company values as a brand ambassador
- Learn continuously and celebrate progress
- Develop autonomy and initiative
These topics help employees feel confident, connected, and empowered faster.
Step 4: Personalize the experience
There’s no “one-size-fits-all” onboarding. A tailored approach works best. That’s why we recommend a “program à la carte”:
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- A coach meets with the new hire and their manager to assess needs
- Together they select the most relevant modules
- The learning path adapts to the person’s level (junior or senior) and role
This personalized format turns onboarding into a meaningful growth journey rather than a checklist.
Step 5: Empower managers and HR teams
Sustainable onboarding doesn’t rely on external trainers alone. Train your internal teams to become true onboarding champions. A “certified onboarding ambassador” model allows HR and managers to:
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- Master the framework
- Adapt it internally
- Ensure every newcomer feels guided and supported
Empowered teams create consistent, engaging onboarding experiences that reflect the company’s culture from within.
Bonus Step: Match people and culture from the start
At Generations Recruitment, we believe great onboarding begins before hiring even happens. Through our GRAM model, we match companies and talents based on shared motivations and values, ensuring natural alignment that makes onboarding smoother and more authentic.
