What's your approach to providing new hires with opportunities to shadow or learn from more experienced employees? How do you facilitate this process?

Question

Unlocking the secrets to effective new hire shadowing, this article distills the wisdom of seasoned professionals into actionable guidance. It offers a roadmap to integrating newcomers through tried-and-tested approaches and processes. The piece lays out a variety of strategies for immediate immersion and skill-building in a workplace setting.

Matthew Van Rooyen · Answer

I strongly believe in setting new hires up for success by connecting them with seasoned team members who can share their expertise. My approach begins with identifying employees who have a solid grasp of their roles and a willingness to guide others. I pair them with newcomers based on their specific job functions and personalities to ensure a good fit. This shadowing process allows new hires to observe workflows, ask questions, and gain practical insights that complement their formal training. I also encourage ongoing mentorship, where experienced staff provide regular check-ins to help reinforce learning and build confidence over time.
To make this process smooth and effective, I coordinate with team leads to schedule shadowing sessions that align with everyone's workload. I provide clear guidelines to both the new hires and their mentors about expectations, such as key skills to focus on and how to give constructive feedback. I also check in periodically to see how things are going and adjust as needed—whether that means more time observing or shifting to a different mentor for a fresh perspective. By fostering these relationships, I ensure our team benefits from shared knowledge while helping new employees feel supported as they grow into their roles.

Vikrant Bhalodia · Answer

One thing we've seen over the years is that new hires don't learn much from long onboarding decks or training portals. Real growth happens when they're exposed to how work actually gets done.
Instead of a rigid mentorship program, we take a more hands-on and flexible approach. We pair new hires with experienced team members not just by role, but by work style and personality. The goal is connection first, and learning second.
Shadowing happens naturally, within real projects and meetings. There are no fake setups. New hires join live Slack threads, client calls, daily huddles—whatever is happening. That's where the real learning occurs.
To keep things personal, we check in during the first month not just to track progress, but to ask what they're noticing, what's clicking, and what feels confusing. That input helps us continually refine the experience.
In the end, it's not just about knowledge transfer. It's about helping new hires feel like part of the team, quickly.

Michael Moran · Answer

We're going beyond traditional mentorship. That's why we've implemented a "Co-Pilot" system—an immersive, real-time learning approach that accelerates new hire development by embedding them directly into high-level recruiting processes from day one. Instead of relying on periodic check-ins, our system ensures that every new recruiter actively participates in live searches alongside a seasoned recruiter, mirroring their workflow in real-time.
When a new recruiter joins, they are immediately assigned to a senior recruiter. Instead of passively shadowing, they take an active role—researching candidates, drafting outreach emails, listening in on calls, and even stepping in to conduct portions of interviews under the senior recruiter's guidance. Every interaction is followed by a debrief, where the senior recruiter provides specific feedback on what worked, what didn't, and how to refine their approach.
The key innovation is the gradual transfer of responsibility. At first, the new hire focuses on execution—helping source, screen, and coordinate logistics. By weeks three to five, they transition to leading certain aspects of the process while the senior recruiter observes and fine-tunes their approach. By the two-month mark, they are expected to run their own searches with confidence.
To keep this system structured, we track progress with a milestone-based evaluation, ensuring that new recruiters gain hands-on experience across all facets of the recruiting process—from initial client intake calls to closing final offers. This approach has significantly reduced ramp-up time and increased long-term success rates, ensuring our team remains both highly skilled and deeply engaged in our mission.

Ann Kuss · Answer

Pairing new hires with experienced mentors is the fastest way to turn knowledge into confidence. Over the years, I've seen that formal training alone doesn't work—people learn best by watching, doing, and getting immediate feedback. That's why we use learning sprints—short, structured sessions where new hires first observe, then apply the skill themselves, and finally get real-time corrections. Instead of overwhelming them with theory, we integrate learning into daily work, making the process practical and engaging.
One of the most effective methods is live shadowing in real scenarios. When onboarding a junior Hiring Specialist, we have them sit in on live candidate interviews with senior colleagues. They don't just listen; they see how to handle objections, read between the lines, and ask the right follow-up questions. Within weeks, they transition to conducting interviews independently, because they've learned by doing, not just by reading a handbook. This hands-on approach creates faster learning curves and a stronger, more connected team.

Ford Coleman · Answer

Employers that successfully ramp up entry-level hires often implement structured shadowing and mentorship programs that make learning hands-on and efficient. We have helped 300+ employers hire entry-level talent and effectively onboard them into their organizations. Here is what we have seen work most effectively:
1. Built-in Shadowing During Onboarding – High-performing teams schedule structured shadowing sessions where new hires observe key meetings, workflows, and client interactions. The best employers provide clear objectives for each session, ensuring new hires know what to focus on.
2. Mentorship and Buddy Systems – Many companies pair new hires with experienced employees who serve as mentors or buddies. These pairings help answer questions, provide guidance, and accelerate learning. Weekly check-ins keep the process consistent and effective.
3. Hands-On Learning with Reverse Shadowing – Rather than just observing, the most effective companies allow new hires to practice tasks while experienced employees provide feedback in real time. This could mean a marketing hire drafting an SEO plan while a senior marketer reviews and adjusts it.
4. Cross-Team Exposure and Rotational Learning – Some companies introduce short rotations where new hires spend time with different teams. For example, a marketing hire might sit in with the sales team to better understand customer pain points, leading to stronger collaboration across departments.
5. Knowledge Sharing and Ongoing Learning – Companies with strong learning cultures create dedicated spaces for new hires to ask questions and access resources. This includes Slack or Teams channels for Q&A, monthly AMA sessions with leadership, and internal knowledge bases for key learnings.
By implementing these strategies, employers improve ramp-up time, retention, and overall performance of entry-level hires.

Shantell Moya · Answer

New hires need hands-on experience to succeed. Shadowing experienced employees ensures they develop real skills from day one. The process is structured, intentional, and focused on immediate application.
Every new team member is paired with a seasoned professional. They don't sit on the sidelines—they engage in real work. A roofer learning installations handles materials, measures surfaces, and understands the process firsthand. An office staff member sits in on client meetings, learns pricing strategies, and observes decision-making in action. This active participation builds confidence and competence quickly.
Mentorship is key. Experienced employees don't just demonstrate tasks—they invest in training. Regular check-ins track progress, address skill gaps, and reinforce best practices. This process creates accountability and ensures knowledge is passed down effectively.
The goal is simple: mastery through experience. New hires contribute early, supported by proven experts. This approach doesn't just develop skilled employees—it strengthens the entire team.

Amit Doshi · Answer

We believe that learning by doing is the best way to grow. When new hires join, we don't just throw them into the deep end—we give them a front-row seat to how things work. Every new team member is paired with a seasoned employee, not just as a mentor but as a hands-on guide. This isn't about passive observation; it's about active engagement.
We facilitate this through structured shadowing sessions, live project collaborations, and real-time feedback loops. We also encourage experienced employees to share insights through short knowledge-sharing sessions, ensuring that learning is ongoing and dynamic. Our goal is to create an environment where expertise is shared fluidly, making every new hire feel empowered and ready to contribute from day one.

Patric Edwards · Answer

My approach to integrating new hires with experienced employees revolves around structured shadowing with active participation rather than passive observation. Simply having a new hire watch someone work isn't enough—they need hands-on engagement to absorb knowledge effectively.
I facilitate this by implementing a buddy system where each new hire is paired with a seasoned team member. Instead of just sitting in on meetings or calls, new hires are given small, active roles early on—whether it's contributing to a discussion, drafting follow-up notes, or assisting with a minor task.
To keep the process effective, I set clear learning objectives for each phase of shadowing. For example, in the first week, the focus might be on understanding workflows, while by the third week, the new hire starts handling tasks under supervision. I also encourage structured check-ins where both parties can share feedback—this ensures the learning is two-way and that the mentor's time is being used productively.
The result? New hires ramp up faster, feel more engaged, and build strong working relationships from day one. The key is making shadowing interactive—not just an observational exercise, but a gradual transition into real work.

How to Facilitate New Hire Shadowing: Approaches & Processes

How to Facilitate New Hire Shadowing: Approaches & Processes

Connect New Hires with Seasoned Team Members

Hands-On Learning Through Real Projects

Immersive Co-Pilot System for New Recruits

Learning Sprints for Practical Skill Application

Structured Shadowing and Mentorship Programs

Hands-On Experience with Immediate Application

Active Engagement with Seasoned Employees

Interactive Shadowing with Active Participation

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