Onboarding is one of the key stages of the recruitment process, which has a direct impact on the effectiveness, commitment and retention of new employees. Properly planned and consistently implemented onboarding allows for faster integration of a new person into the organisation’s structure, while building positive experiences from the very first day of work, or even earlier (even a welcome email can create a favourable or less favourable impression of the organisation).

Good preparation is the basis for effective onboarding. The process should begin before the first day of work – by providing the necessary organisational information, preparing the workstation and tools, and scheduling the first meetings. Clear communication at this stage reduces stress and increases the new employee’s sense of security.

Another element is substantive and social support. New employees should be given clearly defined goals, responsibilities and access to the knowledge necessary to perform their duties. Equally important is their introduction to the team and organisational culture – the help of a mentor, buddy or immediate superior significantly speeds up the adaptation process.

Properly planned onboarding is also a process spread out over time, rather than a one-off training session. Regular feedback meetings, progress monitoring and the opportunity to ask questions allow you to identify needs and potential difficulties on an ongoing basis. This enables employees to achieve full independence and efficiency more quickly.

Support in onboarding planning – both from HR departments and managers – translates into measurable benefits for the entire organisation. Well-onboarded employees are more engaged, less likely to resign, and better identify with the company’s goals. As a result, onboarding becomes not only part of the HR process, but also a strategic tool supporting the company’s development.