Retention doesn’t begin on a new hire’s first day — it starts the minute they see your job posting. If your onboarding experience is “meh,” don’t be shocked when people leave early.
I’ve seen it again and again: the companies that get it right aren’t just lucky — they’re intentional. They build systems that treat new hires like people, not puzzle pieces. And it pays off in real loyalty.
Start Strong With a First Impression That Feels Personal
That first day matters more than we think. When a new hire walks in, they’re sizing up your company just as much as you’re evaluating them. So how do you get it right?
One word: personalization. Thoughtful welcome gifts go a long way — think custom welcome gifts with a handwritten note, a few branded items, or anything that makes them feel like part of the team from day one.
Want to go the extra mile? Tailor the gift to reflect your brand and their interests. It tells them you’re paying attention — and that you care about the experience they’re stepping into.
Don’t Let Confusion Kill the Vibe: Communicate Clearly
There’s nothing more anxiety-inducing than a vague job description or unclear expectations. New hires need clarity to feel secure. That includes the big stuff like role responsibilities — and the little things too, like how your leave of absence policy actually works.
Here’s how I recommend you break it down:
- Digital resources: Create a centralized space with guides, FAQs, and onboarding content.
- Onboarding meetings: Give every new hire face time with HR and their manager to ask questions.
- Interactive training: Use quizzes, videos, and modules that keep them engaged while learning.
Even better — give them a simple cheat sheet or FAQ they can reference later. It’s not flashy, but it works.
If You’re Remote, Build for Remote
Onboarding doesn’t have to mean in-office. But it does have to be intentional. Especially with hybrid or remote teams, the tech you use matters.
I’ve seen orgs level-up their remote onboarding with:
- Virtual mentorship: Pair new hires with experienced team members for support.
- Structured learning paths: Walk them through day one to day ninety with clear steps.
- Gamified tools: Platforms like these make training more interactive and actually fun.
Think about what it feels like to be a new hire sitting alone at home. Use tools to bridge that distance and bring them into the fold.
Make Belonging Part of the Blueprint
Belonging isn’t a buzzword. It’s the real secret to keeping people around. You don’t need a DEI statement — you need action.
Regular check-ins. Honest conversations. Feedback that’s acted on. When you build that kind of culture, people don’t want to leave.
One thing that works? A strong mentorship program. It’s more than guidance — it’s an anchor. And it helps new hires build relationships early that they’ll lean on later.
Want Proof? Just Look at the Numbers
This isn’t guesswork — the data backs it up:
- A strong onboarding process boosts retention by 82% and productivity by over 70%.
- 69% of employees are more likely to stay for 3+ years if they had a great onboarding experience.
- Effective onboarding makes employees feel 18 times more committed to your organization.
Translation: it’s worth the effort.
Why I Wrote This
At Ongig, we believe your hiring process should build connection — not confusion. From job description to onboarding, our software helps you craft a candidate experience that drives retention. If you want to see how it works, request a demo. We’d love to show you what better looks like.
FAQs
How does onboarding affect employee retention?
A great onboarding process builds trust, clarity, and engagement — all of which lead to higher retention rates.
What’s the most overlooked part of onboarding?
Clear communication. Many orgs forget to outline simple things like policies, who to talk to, or how to navigate remote tools.
How can I personalize onboarding without going over budget?
Handwritten notes, curated checklists, and pairing new hires with mentors cost little but go a long way.
What tech should I use for remote onboarding?
Look for tools with structured learning, video capability, feedback loops, and real-time support — like LMS platforms or mentoring software.
Is there a way to measure onboarding success?
Yes — track early retention, productivity, and feedback from new hires in their first 90 days.
The post Retention Starts at Recruitment: How to Keep New Hires Engaged from Day One first appeared on Ongig Blog.