When I first joined this company, I was excited but also a little nervous. Starting a new job always comes with uncertainty — new faces, new processes, and the challenge of understanding how things work.
But what made my onboarding experience different was the thoughtful structure behind it.
From day one, I had a clear schedule, an onboarding buddy to guide me, and a manager who took the time to introduce me to the team and the company culture.
The combination of structured checklists and a welcoming culture helped me settle in quickly, making me feel like I belonged from the start.
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That experience made me realize: onboarding isn’t just about completing tasks — it’s about shaping how new hires feel about the company, helping them ramp up quickly, integrating them into the culture, developing the confidence and skills they need to thrive, and laying the foundation for long-term engagement and success.
It might surprise you to learn that only 12% of employees think their company does a great job onboarding (Source: Gallup).
That means most new hires are starting off feeling unsure or disconnected, which isn’t great for retention or engagement.
Onboarding checklists are valuable, but they only tell employees what to do. A great onboarding experience also tells them why it matters and how it reflects company culture.
Think of it as the difference between:
A well-designed onboarding program does three key things:
And the impact is massive.
For example, successful onboarding can increase an employee's discretionary effort by more than 20% and drive employee performance by up to 15%.
That’s a big deal!
Committed employees also work 57% harder and are nine times less likely to leave (Source: Gartner).
Every company approaches onboarding differently—some go for a highly personalized, hands-on experience, while others lean on automation to scale their process. It’s not always easy but finding the right mix is what makes the difference.
High Touch Onboarding (People-First Approach)
✅ Personalized welcome message from leadership
✅ One-on-one mentorship or buddy programs
✅ Live sessions on company values & team culture
✅ Office or site tours, or virtual team-building activities
Automated Onboarding (Scalable & Efficient)
✅ Pre-scheduled emails with key resources
✅ Self-paced learning modules
✅ Digital checklists & automated progress tracking
✅ AI-powered chatbots for FAQs
Best for: Large-scale hiring, remote teams, or roles requiring standardized onboarding.
A great onboarding experience isn’t just about policies and processes — it’s about belonging, purpose, and confidence. This sample new hire checklist helps balance efficiency with engagement:
☐ Send a personalized welcome email with a clear agenda
☐ Introduce them to their onboarding buddy
☐ Provide access to key tools & resources
☐ Share a short video or doc on company culture
☐ Ensure IT setup is ready (laptop, email, software access)
☐ Meet with their manager for a welcome conversation
☐ Join a team meeting or intro call
☐ Watch a short video on company values & mission
☐ Complete HR paperwork & system logins
☐ Assign a small, meaningful task to help them contribute early
☐ Set up casual coffee chats with colleagues
☐ Start a small project or contribute to a discussion
☐ Join relevant Slack/Teams channels
☐ Encourage participation in company events
☐ Share a short "day in the life" story from another team member
☐ Schedule a 30-day check-in with the manager to discuss progress, feedback, and goals
☐ Review progress on first small projects or tasks
☐ Provide access to professional development resources or training
☐ Encourage participation in Employee Resource Groups (ERGs) or communities
☐ Invite feedback on onboarding so far (through a short survey or check-in chat)
☐ Set up a meeting with a senior leader or cross-functional team member to broaden exposure
☐ Attend an all-hands meeting or company-wide event
☐ Continue buddy check-ins and informal mentoring
☐ Share growth and development plans for the next 3–6 months
☐ Provide regular feedback opportunities
☐ Recognize contributions and celebrate early wins
Technology can streamline onboarding, but human connection makes it impactful. Here’s how to infuse more personal touch, following some of the best practices for onboarding new employees:
But there’s also a growing focus on fairness and equity: 71% of organizations believe they must do a better job offering equitable onboarding to on-site and remote employees (Source: Brandon Hall Group).
And here’s a surprising fact: as of May 2023, only half of new hires report trusting their colleagues, highlighting how crucial relationship-building is early on (Source: HR Executive).
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If onboarding at your company feels inconsistent, disconnected, or overwhelming, it might be time to explore onboarding software that can help bring it all together.
Modern onboarding tools do more than just handle admin tasks — they help shape meaningful, consistent experiences that reflect your company’s culture and values. The right tool can:
✅ Automate administrative tasks and workflows
✅ Personalize onboarding journeys by role or location
✅ Track progress so nothing falls through the cracks
✅ Collect real-time feedback to improve the process
✅ Boost engagement through interactive learning and social elements
While many companies already have onboarding modules within their HCM suite or recruitment systems, these often focus on checklists, form-filling, and compliance. Those functions are critical — but they’re only part of the picture.
✅ Supporting human connections through mentoring, buddy systems, and manager touchpoints.
✅ Helping embed cultural values from day one.
✅ Driving consistent behaviors across managers and teams, ensuring every new hire receives a high-quality, welcoming experience.
✅ Providing analytics and insights to measure success and identify areas for growth.
When done well, onboarding doesn’t just help new hires feel welcomed — it accelerates ramp-up time, builds confidence, integrates people into the culture, and strengthens retention. In fact, a strong employer brand paired with effective onboarding can reduce the cost per hire by as much as 50% (Source: Deloitte).
From my own experience, no onboarding tool is perfect — but the best ones amplify, rather than replace, meaningful human connections.
Looking back, I know how much that first experience shaped how I see the company today. That’s why at Applaud, we believe onboarding isn’t just a process — it’s a first impression that lasts.
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Anji is a Senior Product Owner with eight years of experience in delivering HR technology solutions, from on-premise to cloud-based systems. With a solid background in software implementation and system integrations, he helps shape practical products that align with business needs to support organizations and their people.