TALENT ATTRACTION OLYMPICS: GOLD MEDAL ONBOARDING
Does your company treat onboarding as a necessary evil – or as a critical link to retention in your Talent Attraction process?
If your organization wants to win a Talent Attraction Gold Medal, every step in the process must be executed with care. Recruiting may attract the employee, but onboarding is what often determines whether that employee stays.
As a Talent Attraction Consultant with more than 40 years of professional recruiting experience, I have observed that organizations often focus heavily on recruiting while underestimating the long-term impact of onboarding. The companies that consistently attract and retain top talent treat onboarding as a strategic part of their Talent Attraction process.
Talent Attraction is more than simply recruiting employees. Remember, your employees typically spend more waking hours at work than they do at home. Their first experience with your organization sets the tone for everything that follows.
Does your company earn a Gold Medal for its onboarding process – or only a Participation Ribbon?
Onboarding creates your new employee’s first impression. Like it or not, first impressions last. They create that immediate “taste in your mouth” feeling about a company.
Think back to your first day at your current company.
Was the experience warm, welcoming, and well organized?
A Lesson From My Own Onboarding Experience
When I joined a client in the early 1990s (before cell phones were smaller than briefcases), I met with my manager to learn the terrain and which organizations I would support. He gave me the inside scoop on the hiring managers – including which ones were quick to respond to resumes and which were not.
Even better, he personally introduced me to several of the managers I would be supporting.
Then he showed me to my cubicle, located right across from his office.
I looked on the desk.
In the shelves.
In the drawers.
Under the desk.
Under the chair.
There was no phone – and I was the contract recruiter.
I walked back into his office with a smile and asked, “Were you planning to issue me a roll of quarters?”
He smiled back and asked why.
I told him the phone was missing.
He muttered a few words about the installation team and said, “They promised it would be installed first thing this morning!” He immediately called them, then personally walked me to an empty office where I could work until the phone arrived.
That experience created a powerful lesson.
Suggestion #1 – Create an Onboarding Checklist
Every manager should ensure a smooth transition for new employees and contractors. A well-designed onboarding checklist prevents oversights and ensures consistency.
Include items such as:
• Phone or communication tools
• Computer and system access
• HR meeting for benefits and paperwork
• Introduction to their immediate team
• Introductions to key people in other departments they will work with
Small details make a big difference on Day One.
Suggestion #2 – Be Ready for Day One
New employees should feel welcomed, not like an afterthought.
If you truly want employees to feel special, consider placing a fruit basket, flowers, or a welcome note on their desk on the first day.
That simple gesture can create a lasting impression. Employees often talk about it for weeks – and sometimes for years.
Suggestion #3 – Ensure IT Is Prepared
If you want your new employee to be productive immediately, their computer must be connected to the company network with the necessary passwords and access ready to go.
Nothing dampens enthusiasm faster than spending the first day waiting for technology to work.
Suggestion #4 – Frequently Meet with New Employees
If you want to retain great employees, make them feel valued from the very beginning.
As a manager, schedule time to meet with the new employee twice during their first week. Ask how the onboarding process is proceeding and whether there have been any surprises – good or bad.
Reinforce the good and address anything that needs improvement.
During the first four weeks, schedule a weekly meeting lasting 15 to 20 minutes to ensure a smooth transition to the organization.
During the meeting in the second week, discuss three objectives for the employee to achieve during their first month. Encourage the new employee to reach out if they need assistance removing any barriers that may impede their progress.
Suggestion #5 – Set Reasonable Goals for the Next Two Months
Set reasonable goals for the next two months and for each remaining quarter of the year.
The purpose of these early goals is to introduce the new employee to your goal-achieving environment, where expectations are clear and progress is measurable.
This practice benefits the organization, the employee, and the manager because everyone understands what success looks like.
Suggestion #6 – Meet With Employees At Least Once Per Month
Monthly meetings allow managers to review progress toward goals and identify any roadblocks preventing success.
These conversations also provide an opportunity to recognize achievements – and even better, to recognize when employees exceed expectations.
Recognition reinforces positive performance and strengthens engagement.
The Long-Term Benefit
When managers follow these onboarding practices, the annual review becomes much easier.
There are no surprises.
Employees understand their expectations. Managers know which goals were met, exceeded, or require improvement. The review becomes an opportunity to recognize outstanding performance and discuss future development.
Organizations that consistently earn Gold Medals in the Talent Attraction Olympics understand that onboarding is the bridge between recruiting success and long-term employee retention.
Gold Medal Organizations Understand This
In the Talent Attraction Olympics, companies that master onboarding consistently earn Gold Medal results.
They understand that onboarding is not an administrative task. It is a strategic investment in retention, engagement, and long-term performance.
Your Turn
What was your favorite onboarding experience? What made it special?
Conversely, have you ever experienced an onboarding process that only earned a Participation Ribbon – or worse?
Without naming the company, share what happened and what could have been done better. Forward your responses to Bill@RecruiterGuy.com
Frequently Asked Questions About Onboarding and Talent Attraction
Why is onboarding important for employee retention?
Onboarding sets the tone for the employee’s entire experience with your organization. When companies provide a welcoming, organized, and supportive onboarding process, employees feel valued from the start. This early engagement significantly increases the likelihood that employees will remain with the organization long term.
How long should an onboarding process last?
Many companies mistakenly believe onboarding ends after the first day or first week. Effective organizations extend onboarding through the first 30 to 90 days, with regular check-ins, goal setting, and coaching from the manager. This structured transition helps employees become productive faster while building confidence in their new role.
What are the most common onboarding mistakes companies make?
The most common mistakes include failing to prepare workspaces and technology in advance, neglecting to introduce the new employee to key colleagues, and not scheduling regular follow-up meetings. These oversights can leave new employees feeling like an afterthought rather than a valued member of the team.
How can managers make new employees feel welcomed on the first day?
Simple gestures can make a powerful difference. A prepared workspace, introductions to team members, a welcome note, or even a small gift such as a fruit basket can immediately signal that the organization values the employee. These small details often become memorable moments that reinforce positive impressions.
How does onboarding support a company’s Talent Attraction strategy?
Organizations that consistently provide strong onboarding experiences build a reputation as great places to work. Employees who feel welcomed and supported often share their experiences with others, strengthening the company’s ability to attract additional top talent.
Want to Strengthen Your Talent Attraction Strategy?
If your organization would like to improve recruiting, onboarding, and retention, I would be happy to discuss your Talent Attraction strategy.
Schedule a conversation here:
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Bill Humbert’s Bio
With over 40 years of expertise as a Professional Talent Attraction Consultant and 26+ years as an Expert Career Coach, Bill Humbert is uniquely positioned to speak, author, and consult on Talent Attraction, Career Search, and Goal Setting.
Having presented to audiences on three continents (Europe, Africa, and North America), Bill’s career began in 1981 as a fee-based recruiter in Washington, D.C. In 1990, he founded his consulting business, shifting to a flat monthly fee model and successfully serving companies across diverse industries, including telecom, construction, financial services, manufacturing, management consulting, and renewable energy.
Notably, Bill recruited the Chief Operating Officer for a restaurant chain, with her tenure starting on March 1, 2023.
During the COVID-19 pandemic, Bill demonstrated thought leadership by authoring 104 consecutive weeks of #TalentAttractionTuesday and #JobSearchFriday blogs, which are available on RecruiterGuy.com. He has a rich Article Bank with 400+ Articles.
As a career coach, he has guided hundreds of professionals toward successful career transitions over the past 26 years. He is also the author of three career search books, including the highly acclaimed EXPECT SUCCESS! The Science of the Over 50 Career Search, which received a 5-star review on readersfavorite.com/book-review/expect-success
