What's your best advice for creating an onboarding program that is both efficient and effective? What's the most important thing to prioritize?

Question

Effective onboarding is crucial for setting new employees up for success. This article presents valuable insights from industry experts on how to create a seamless and impactful onboarding experience. From structured programs to personalized approaches, discover practical tips that can transform your organization's onboarding process.

Anu Mandapati · Answer

Best advice: Design onboarding as a structured experience that balances information (clarity) and connection. Clarity comes from having clear, role-specific milestones and resources. Connection comes from intentional human touch points like check-ins, mentorship by a tenured "buddy," and opportunities to ask questions.
Most important thing to prioritize: Psychological safety and early engagement. New hires should feel welcomed, supported, and confident that they can learn, contribute, and ask for help without fear. When people feel safe and connected from day one, retention, performance, and culture all improve. You can quickly see how the upfront investment, care, and intentionality pay off!

Brittney Simpson · Answer

Based on my experience working with IT teams to develop HR process automation, I believe the most important thing to prioritize in an onboarding program is preparation before the new hire's first day. Creating automated systems that trigger necessary setup actions, like email account creation prior to start dates, ensures new employees can be productive from day one. A truly effective onboarding program balances efficiency through thoughtful automation with personalized touchpoints that help new team members feel welcome and valued. I recommend focusing on removing administrative barriers that typically slow down a new hire's integration, while still maintaining the human connection that builds company culture. The goal should be a seamless transition that allows new employees to contribute meaningfully as quickly as possible.

Andrew Peluso · Answer

Build your onboarding program around a single success milestone, not a checklist. When I was onboarding new writers, I realized that flooding them with SOPs, Slack channels, and intro calls didn't guarantee they'd know how to deliver a strong article by week one. So I flipped the process: I asked, "What does a successful first article look like?" and built the entire onboarding around getting them to that point—understanding the brief, tone, workflow, and how to ask questions.
The biggest win was that new hires weren't overwhelmed with information they didn't need yet. They had a clear goal, and every part of onboarding pushed them toward it. If you want your onboarding to work, prioritize one clear, tangible output. Everything else—culture, tools, expectations—should support that single outcome. You'll get people up to speed faster, and they'll feel a lot more confident doing the work.

Craig Focht · Answer

The first thing I always prioritize is establishing a clear, repeatable first-week schedule. I want every new hire to know what they're doing from Day 1 through Day 5 without having to ask. We map out who they will ride with, which tools they'll use, and which service calls they'll shadow. This structure helps reduce the usual first-week confusion. We keep it concise: four hours in the field, four hours training, and then rotate. That split helps them learn without becoming overwhelmed.
The most crucial aspect to prioritize is the person they learn from. I don't assign just anyone to train. It has to be a technician who's efficient, patient, and has fewer callbacks than average. We track that number weekly, so it's easy to identify who's consistently reliable under pressure. The better that first instructor is, the quicker new hires get up to speed and make fewer mistakes. That single decision saves time, tools, and customer trust.

Adam Garcia · Answer

Based on my experience, the most important aspect of an effective onboarding program is creating opportunities for new hires to experience the actual work environment and connect with current team members. We found success implementing a shadowing component where new employees work alongside experienced staff during their first weeks, which significantly improved retention by ensuring proper job fit and expectations. This approach allows new hires to absorb company culture organically while learning practical job skills in a supportive setting. I recommend prioritizing real-world exposure over excessive documentation or theoretical training whenever possible. A good onboarding program should balance efficiency through structured learning paths with effectiveness through meaningful workplace integration.

Ann Kuss · Answer

When I think about effective onboarding, I always start with the basics: give the new hire a couple of easy wins right away. Something as simple as having their accounts set up or a quick task they can check off makes them feel like they're already contributing instead of just observing. From there, the flow has to feel logical. If you jump around from policies to tools to culture without context, people leave the session more confused than prepared. We make a point of explaining not just what the rules are, but why they exist — for instance, why documents go through Asana instead of Slack. When people understand the reasoning, they don't just comply, they adopt it as part of how they work.
The biggest priority, in my view, is clarity. A new hire should finish onboarding with a solid grasp of the company's expectations, policies, and where to turn with questions. We also give them a clear picture of what comes next, for example, probation milestones, meetings with their manager, and practical FAQs we've gathered over time. That extra investment of time upfront pays off. I've seen it prevent misunderstandings that would otherwise cost weeks down the road, and it helps new employees start with confidence instead of hesitation.

Vikrant Bhalodia · Answer

For me, the most important part of onboarding is giving new hires clarity on how their work matters. People can figure out tools and policies quickly, but if they don't see where they fit, they won't feel connected.
We keep onboarding simple. On the first day, we talk about what we do for clients and how each role contributes. That context makes the rest of the training stick better.
Instead of cramming everything into the first week, we spread it over 30, 60, and 90 days. Early days are about learning and shadowing. By the second month, they handle small projects. By the third, they're taking real ownership. This pace keeps them from feeling overwhelmed.
We also assign a peer buddy. Having someone they can ask everyday questions builds confidence fast.
The last step is early check-ins. By week two, we ask if they feel clear about their role. If they don't, we adjust right away.
Structure makes it efficient. Human connection makes it effective. Both are needed.

Shantanu Pandey · Answer

Based on my experience, creating an effective onboarding program requires a strong foundation in continuous learning opportunities. At our company, we've found that investing in workshops, industry conferences, and internal knowledge-sharing sessions not only helps new employees get up to speed quickly but also signals our commitment to their long-term growth. When designing your onboarding process, I recommend prioritizing a balance between technical training and cultural integration to help new team members understand both how to do their job and how to thrive within your organization. The most important thing to prioritize is creating clear pathways for new hires to access knowledge and support when they need it most. This approach has helped us not only bring new team members up to speed efficiently but also significantly improved our talent retention over time.

Kristin Marquet · Answer

Based on my experience implementing a new CRM system across our organization, I believe the most important aspect of an effective onboarding program is personalized training combined with hands-on application. When we transitioned to our new system, we found that one-on-one training sessions were far more impactful than group presentations, as they allowed us to address individual learning styles and specific role requirements. I would strongly recommend incorporating practical test projects early in the onboarding process, giving new team members the opportunity to apply what they're learning in a controlled environment. Another critical element is establishing a feedback loop for troubleshooting issues as they arise, rather than allowing small challenges to become significant barriers to progress. Ultimately, the most important thing to prioritize is customization - ensuring that your onboarding program aligns with both your organizational needs and the specific requirements of the roles your new hires will fill.

Piotr Zabula · Answer

Based on my experience, I believe the most important element of an effective onboarding program is a well-structured support system for new employees. We implemented a rotating buddy system where new hires are paired with different colleagues every three weeks during their first two months. This approach ensures new team members gain diverse perspectives and learn about various aspects of the company from people with different skills and roles. The rotation helps new employees build a broader network quickly while providing them with multiple resources for questions and guidance. I've found this system significantly improves both the speed at which new hires become productive and their overall comfort level within the organization. When designing your onboarding program, prioritize creating multiple touchpoints for new employees rather than relying on a single manager or HR representative.

Sophie Williams · Answer

The best advice for creating an onboarding programme that's both efficient and effective is to make it feel like your organization from the start. Off-the-shelf content has its place, but if it's not aligned with your brand, culture, values, and the way you actually work, it risks feeling generic and won't resonate with new starters.
At InfoAware, we support clients by customizing onboarding so it reflects their policies, procedures, and real-world scenarios that matter in their business. This helps new hires immediately connect what they're learning with the situations they'll face day-to-day, which speeds up confidence and competence.
I'd also say don't underestimate the value of social connection in those first few weeks. Through our InfoAware Moodle LMS, we help clients set up spaces for new starters to engage with peers, share questions, and interact with managers. That sense of belonging is just as important as the compliance and procedural side.
If I had to prioritize one thing, it would be relevance - make sure the onboarding speaks directly to your people, your culture, and your challenges. Get that right, and efficiency and engagement naturally follow.

Vasilii Kiselev · Answer

The best onboarding programs don't just move someone through a checklist; they make someone feel that they belong from the first day. At Legacy, we've learned that efficiency is about clarity, but effectiveness is about connection.
My suggestion is to lay out something personal and then automate the rest. When a family enrolls, we send them a very short and heartfelt video message with a quick greeting and overview of what will happen next. It is just under two minutes, but what good that can do for the tone.
From there, we automate every practical aspect: reminders, resources, timelines, all so nothing falls between the cracks. Such an arrangement keeps things moving while still recognizing the human element.
As soon as the procedure was implemented, our onboarding completion shot to 96%, with the new families feeling "confident" and "supported" even before classes began. That proved that the number one priority for any institution cannot be speed—but rather to make people feel worthy of being seen.

Tom Malesic · Answer

Based on my experience, the most important thing to prioritize in an onboarding program is clear documentation of every step in the process. When we built out detailed task tracking in Asana for our client onboarding, the results were immediate—no steps were missed, responsibilities were clear, and everyone knew exactly what needed to happen next.
By creating a system where tasks are clearly defined and visible to all stakeholders, you not only gain efficiency but also consistency. That structure reduces confusion, builds trust with clients, and ensures the onboarding experience is smooth and repeatable. At the end of the day, a well-documented, transparent process is the foundation of an effective onboarding program.

Nikita Sherbina · Answer

Creating an onboarding program works best when I focus on clarity and structure from day one. I prioritize giving new hires a clear roadmap of their first 90 days, including role expectations, key projects, and who to reach out to for questions. Pairing this with hands-on training and shadowing opportunities helps them absorb processes quickly without feeling overwhelmed. I also make time to check in regularly in the first few weeks, not just for performance but to see how they're settling into the culture.
The most important thing to prioritize is alignment—ensuring each newcomer understands their responsibilities, how their work connects to team goals, and the tools they'll use daily. Over time, I've found this approach reduces confusion, accelerates productivity, and builds confidence much faster than long, generic orientation sessions.

Soumya Mahapatra · Answer

In my experience, the best thing to prioritize here is allowing new hires to guide the onboarding process. I have found it is actually more efficient when employees are allowed to go at their own pace, leaving plenty of time for them to ask questions and get curious about the material. I've found onboarding to be much slower and less effective when employees are forced through a short program where they cannot ask questions and are not given enough time to properly absorb information.

Sabah Drabu · Answer

Based on my experience, the most effective onboarding programs combine structured learning with personalized support. I recommend implementing a multi-week program that includes role-specific training, team introductions, and regular check-ins with an assigned onboarding buddy from another department. The single most important element to prioritize is creating a centralized knowledge repository where new hires can access institutional knowledge, campaign summaries, and process documentation. When we implemented this approach, we saw a significant reduction in ramp-up time and higher engagement levels among new employees. A well-organized knowledge base paired with human connection creates the perfect balance for getting new team members productive quickly while helping them feel supported.

John Washer · Answer

Put your best employee in charge of day one. Not your manager, not HR, not some clipboard-wielding trainer. The person who actually knows the work, hits deadlines, and earns respect without saying much—that is the one who sets the tone. New hires watch more than they ask. If they shadow someone who cuts corners, they will cut corners. If they shadow someone who fixes their own mistakes, the message sticks.

Robert Dunfey · Answer

Our goal when hiring a new bartending teacher at Local Bartending School is simple: to prepare them to teach with confidence and connect with students without adding excessive stress, as no one wants to be stressed.
Our onboarding process is structured with mentorship. It begins with a focused yet powerful series of training videos covering topics from safety and legal compliance to shaking, stirring, and creating a teaching environment that engages students. Once completed, every new employee undergoes our certification program—ensuring that by the time they're in class with students, they've proven they can deliver the LBS experience.
Here's where the real magic happens: each new instructor is paired with two people. First, a company supervisor (from the Instructor Help Department) who's their go-to for scheduling, policies, and "big picture" questions. Second, a tenured instructor—someone who's been behind the bar for years and has already taught dozens (if not hundreds) of LBS students. That mentor can provide quick advice on urgent matters, from "How do I adjust my lesson plan if half the class has never held a shaker?" to "What's the best way to handle a nervous student during a flair session?"
I'll never forget what one of our new hires, Jamie from Denver, told me after her first week: "It's like walking into a bar where everyone's already rooting for you. I never felt like the 'new bartender'—I felt like part of the crew."
Since we fine-tuned this approach last year—making the mentorship component more intentional—our instructor satisfaction scores have increased from 82% to 94%, and our 6-month retention improved by nearly 20%. Fewer people feel lost in those critical first weeks, which means they stay longer, teach better, and pass on that confidence to our students.
So, to answer the question about the most important priority: pair your new hires with real humans, not just handbooks or videos (even if they are created with the best AI minds). Tools, videos, and checklists are important—but in the bartending world, nothing beats the reassurance of knowing there's someone experienced who has your back when the blender breaks or the class takes an unexpected turn. That's what transforms onboarding from a process into a welcome.

Arsen Misakyan · Answer

At the time, we were developing the onboarding process at Angel City Limo, and I realized that people do not remember binders or long orientation slides; instead, they remember stories and experiences. So, we reversed the process and transformed it into a "client journey tour." When new hires are picked up as passengers, they get to see the experience from the other side, feeling like they are being picked up and riding as their favorite VIP guest. They then turn the tables and rehearse to deliver that same journey themselves.
This method proved more effective than any trick in the book. A driver pointed out how much more recognition matters in this aspect—such as opening the door or having taxis already stocked with chilled water—especially in understanding the client's perspective. It wasn't training in theory; it was training by empathy. Client feedback, within weeks of new drivers joining the team, was matching the scores of our veterans, which had traditionally taken months to achieve!
Give new hires an onboarding process that is creative and experiential—not just informational. Regardless of the industry: transportation, retail, or tech, etc., make sure new team members get a job that lets them "be the customer" before they serve the customer. It is quicker, more fun, and establishes buy-in that a checklist never will. People take that first experience into every shift they work, and that's reflected in their results.

Parker McInnis · Answer

Based on my experience, I recommend implementing practical role-playing scenarios where new employees can simulate real work situations with direct feedback from leadership. When we introduced a 'scrimmage week' where new hires practiced entire deals from initial calls through negotiations, we reduced our ramp-up time by two weeks. The most important thing to prioritize is creating a safe environment for practice and mistakes, coupled with immediate, constructive feedback that helps new team members build confidence before facing real-world situations.

Ahmad Faiz · Answer

At Achilles Roofing and Exterior, I've learned that a strong onboarding program can make or break your team. Roofing is not like working behind a desk—it's hands-on, dangerous if not done right, and requires people to operate as a unit. When you bring someone new in, efficiency isn't just about paperwork and speed; it's about preparing them to work safely, confidently, and in sync with the crew from day one.
The most important thing to prioritize is clarity. A new hire needs to know exactly what's expected of them—what their role is on the roof, what safety standards we live by, and how we measure quality. If that's not crystal clear, you end up with mistakes, miscommunication, or worse, accidents. For us, safety is always the first lesson. Before a new roofer even touches a shingle, they need to know how to secure themselves, how to handle tools, and how to move on a roof without putting themselves or others at risk.
The second key is structure. Onboarding should never feel like guesswork. At Achilles, we have a step-by-step process: safety training, material handling, job-site cleanup, basic installation techniques, then moving into more complex work once they've proven themselves. That structure gives new hires confidence and prevents the crew from having to constantly stop and correct.
The third piece is culture. Roofing is tough, physical work. If a new team member doesn't feel like they belong, they won't last. Part of our onboarding is pairing new hires with experienced roofers who can mentor them—not just on the technical skills, but also on how we operate as a team and treat customers.
In my experience, an efficient and effective onboarding program isn't about rushing someone through. It's about setting the standard early, reinforcing it consistently, and making sure new hires feel supported while being held accountable. When you build onboarding around safety, structure, and culture, you don't just fill a role—you build a stronger company.

Sara Levy-Lambert · Answer

Based on my experience creating an analyst incubator program at Awning, I believe the most important aspect of an effective onboarding program is providing broad exposure to different areas of the business. When we designed our program, we intentionally placed new hires in generalist roles that allowed them to interact with multiple departments and understand how the entire organization functions. This comprehensive approach helped new team members identify where their skills could best contribute to company goals while giving managers insight into individual strengths. We found that setting a clear timeline—in our case three months—created helpful structure and motivation for both the new hires and their supervisors. Ultimately, prioritizing this rotation-based approach with defined advancement pathways significantly improved both retention and performance as people found their optimal roles within the organization.

Gene Martin · Answer

Based on my experience, I recommend implementing structured but informal connection opportunities between new hires and existing team members. When we created our 'Coffee & Questions' sessions where newcomers could interact with core team members in a relaxed setting, we saw ramp-up time decrease by more than a third. The most important thing to prioritize is creating genuine opportunities for new employees to gain real-world context about your organization, as this builds confidence and accelerates their integration into the team.

Andrei Kurtuy · Answer

My top advice for onboarding is to center it on mission immersion, not just role training. At Novoresume, we don't just prepare new hires for tasks; we inspire them to join our quest to empower job seekers.
Day one kicks off with "Voice of the User" sessions, diving into real customer stories: joyful "I got the job!" posts, heartfelt thank-yous, and candid feedback. A leader shares our origin story, tying it to the real struggles of job hunting.
Only then do we dive into role specifics, always linking tasks to impact, such as a developer easing a candidate's stress through a feature or a marketer amplifying our mission with empathy.
This mission-first approach fosters engaged, autonomous team members who make smarter, purpose-driven decisions. The result? Motivated advocates who don't just work but champion our customers' dreams.

Jack Nguyen · Answer

My best advice for creating an efficient and effective onboarding program is to prioritize clear communication and personal connection. Start by outlining the company culture, values, and goals to set the right expectations. Ensure new hires understand their roles and responsibilities from day one, and personalize the onboarding experience by assigning a mentor or buddy for support. Encourage open communication to address any questions or concerns. Statistics show that organizations with a structured onboarding process retain 50% more employees beyond the three-year mark. By prioritizing clear communication and personal connection in your onboarding program, you can increase employee engagement, productivity, and retention rates.

Raj Baruah · Answer

Creating an onboarding program that balances efficiency and effectiveness is crucial for any organization, particularly for tech platforms like ours at VoiceAIWrapper. Drawing from our experience, the most important thing to prioritize is user experience. An intuitive and empathetic approach can set the foundation for long-term success.
First and foremost, understanding the unique needs of your users is key. It's essential to tailor your onboarding experience to address their specific pain points. For example, when clients start using our platform to launch voice AI campaigns, they often seek a streamlined process that minimizes the time to value. At VoiceAIWrapper, we've designed our onboarding to take just about 30 minutes by providing done-for-you templates and workflows. This dramatically reduces what could have been over a month of custom development into a swift process—allowing users to see results quickly and effectively.
Additionally, clarity and guidance throughout the onboarding process cannot be understated. We've found that integrating comprehensive tutorials and FAQs into our dashboard, along with personalized support from our dedicated success team, greatly enhances user confidence. This is especially important when clients are navigating new technology; a reassuring support structure can really make a difference.
Another critical aspect is enabling effective feedback loops. After onboarding, we encourage users to share their experiences and challenges. This not only helps in refining our platform but also fosters a sense of community and support among users. When clients feel heard, they are more likely to engage fully with the platform and use it to its full potential.
Lastly, data is your ally. Utilize analytics to track engagement and pinpoint where users may be struggling during onboarding. This insight allows for continuous improvement of the onboarding experience. For instance, if we notice clients hesitating to use a certain feature, we can proactively reach out with additional resources or reminders.
In summary, prioritize user experience in your onboarding program by developing a responsive and tailored approach. Focus on clarity, provide robust support, encourage feedback, and leverage data to create a cycle of continuous improvement. Remember, the goal is not just to educate but to empower users so that they can successfully harness the full potential of your offerings—from day one.

Effective Onboarding: Tips for Success from the Experts

Effective Onboarding: Tips for Success from the Experts

Design Structured Experience with Human Touch

Automate Setup for Day One Productivity

Build Onboarding Around Single Success Milestone

Establish Clear First-Week Schedule with Expert

Prioritize Real-World Exposure and Team Connections

Give New Hires Easy Wins and Context

Balance Structure with Human Connection

Invest in Continuous Learning Opportunities

Personalize Training with Hands-On Application

Implement Rotating Buddy System for Support

Customize Onboarding to Reflect Company Culture

Prioritize Clarity and Automate Practical Aspects

Document Process Steps for Consistent Onboarding

Provide Clear 90-Day Roadmap with Check-Ins

Allow New Hires to Guide Onboarding Pace

Combine Structured Learning with Personalized Support

Pair New Hires with Experienced Mentors

Create Experiential Client Journey Tour

Implement Role-Playing Scenarios with Feedback

Prioritize Safety, Structure, and Team Culture

Provide Broad Exposure to Different Departments

Create Informal Connections with Core Team

Center Onboarding on Mission and Impact

Prioritize Clear Communication and Personal Connection

Focus on User Experience and Tailored Approach

Shadow Top Performers for Effective Learning

Recent Posts

Search By Categories

Recommended Sites

Our Newswire Partner