What is onboarding?
Onboarding is the process of helping a new employee settle into a business and become productive in their role. It typically starts before their first day through preboarding and continues through training, introductions, and ongoing support.
A good employee onboarding process helps new hires understand their responsibilities, company culture, and how they fit into the wider team.
Why is onboarding important?
Research found that organisations with effective onboarding programmes can improve new hire retention by up to 82% and increase productivity by more than 70%.
For SMEs, a structured onboarding programme can help:
- Reduce early employee turnover
- Improve employee retention
- Increase employee engagement
- Help new hires reach full productivity faster
- Create a stronger first impression of the business
- Build better team relationships from day one
Put simply, onboarding is one of the easiest ways to help new employees feel welcome, supported, and ready to do their best work.
What does the onboarding process include?
A typical employee onboarding process includes:
- Preboarding - Sending contracts, collecting documents, and sharing key information before the employee's first day.
- New hire orientation - Introducing the business, its values, policies, and ways of working.
- Training and role-specific learning - Providing the tools, systems, and knowledge needed to perform the job.
- Team introductions - Helping the new employee build relationships with colleagues and managers.
- Regular check-ins - Answering questions, reviewing progress, and offering support during the first few weeks and months.
- Ongoing employee integration - Helping the employee become a fully engaged and productive member of the team.
How long should onboarding last?
There is no fixed rule, but effective onboarding usually lasts between 30 and 90 days, with some businesses extending support for up to six months.
While paperwork and introductions may happen in the first week, ongoing training, feedback, and employee integration often take much longer to get right.
Onboarding vs orientation
Orientation is usually the first step of onboarding. It focuses on introducing a new employee to the business, policies, and practical information. Onboarding is the wider process that helps employees learn their role, build relationships, and become productive over time.
| Feature |
Orientation |
Onboarding |
| Duration |
Usually takes place on the first day or week |
Can last several weeks or months |
| Content |
Covers company policies and basic information |
Covers training, support, and employee integration |
| Focus |
Focuses on introductions and administration |
Focuses on long-term success in the role |
| Approach |
Often a one-off event |
An ongoing process |
| Outcome |
Helps employees get started |
Helps employees become fully productive and engaged |
How does onboarding work for remote or hybrid teams?
Remote and hybrid onboarding works much like traditional onboarding, just with fewer desk tours and more video calls.
A successful remote onboarding process typically includes:
- Sending equipment and account access before day one
- Sharing a clear plan for the first few weeks
- Virtual introductions with colleagues and managers
- Online training sessions and resources
- Regular check-ins to answer questions and offer support
- Team meetings and social catchups to build relationships
Example of onboarding in practice
Imagine a marketing agency in Leeds hires James as a Digital Marketing Executive.
Before James Starts (Preboarding)
- James receives his contract and welcome pack.
- His laptop, email account, and software access are set up.
- His manager sends a schedule for his first week.
Week 1
- James attends a new hire orientation session.
- He meets the team and learns how the agency works.
- He receives training on key systems and client processes.
- He is assigned a colleague who can answer day-to-day questions.
Month 1
- James starts working on smaller client tasks with support from his manager.
- Weekly check-ins help identify any training needs.
- He joins team meetings and social activities.
Month 2
- James takes ownership of a small group of client accounts.
- His manager reviews progress and sets development goals.
- Additional training is provided in areas where he needs more confidence.
Month 3
- James is managing his workload independently.
- A formal review discusses performance, feedback, and future career opportunities.
- By this stage, he feels fully integrated into the business and confident in his role.
This type of structured onboarding programme helps new employees settle in gradually rather than being expected to learn everything in their first week.
How Black Piano can help
Hiring great people is only the beginning. Black Piano helps businesses find top talent in India and takes care of the onboarding process too. From contracts and compliance to payroll, HR support, and employee management, everything is handled for you. Learn more about our services.
Frequently asked questions about onboarding
1. What is the purpose of onboarding?
The purpose of onboarding is to help new employees settle into their role, understand the business, and become productive as quickly as possible. It also improves engagement, confidence, and long-term retention.
2. What is the difference between onboarding and preboarding?
Preboarding happens before an employee's first day and focuses on preparation. Onboarding begins once they join and includes training, introductions, support, and employee integration into the business.
3. Who is responsible for onboarding new employees?
Successful onboarding is usually a shared responsibility between managers, HR teams, and colleagues. Everyone plays a part in helping new hires feel welcome, supported, and ready to succeed.
