Employer Branding & Candidate Experience
Onboarding
Also: Onboarding · Preboarding
Onboarding is the structured professional, organizational, and social integration of new employees. Ideally, it starts before the first day (Preboarding) and plays a crucial role in whether someone stays with the company.
Key Points
- Onboarding encompasses three levels: professional (tasks, tools), organizational (processes, roles), and social (team, culture).
- The first weeks are critical: missing equipment and unclear expectations are common reasons for early resignations.
- A 30/60/90-day plan with clear goals provides orientation and makes success measurable.
- Good onboarding directly impacts retention and employer branding.
What does onboarding mean exactly?
Onboarding (German: Einarbeitung) refers to the planned process by which a company introduces new employees to their role and the organization. It is more than handing over a desk on the first day: the goal is for the person to become professionally capable, understand internal processes, and feel part of the team. Only when these three levels come together is onboarding successful.
The process typically ranges from signing the contract to the end of the probation period or the first six months. It links the candidate experience from the selection process to the actual working life.
What phases does good onboarding have?
Preboarding (before the first day)
Maintain contact, prepare equipment and access, communicate the first day's schedule. This prevents the dreaded dropout between acceptance and start.
First day and first week
Personal greeting, workplace ready, introduction to the team, a dedicated contact person or buddy. Early success with small tasks creates positive experiences.
Induction (first 90 days)
Gradual assumption of responsibility along a 30/60/90-day plan, regular feedback discussions, clarification of open questions.
Anchoring
Transition to normal operation, assessment at the end of the probation period, agreement on development goals.
Why does onboarding often fail?
- The new workplace is not set up on the first day (no laptop, no access).
- The manager has not scheduled time and delegates the induction to no one.
- Expectations and goals remain unspoken; feedback is only given during the probation period review.
- Social integration is forgotten: expertise yes, team connection no.
Not like this
On Monday, it's: Join us and observe. After two weeks, the first real feedback.
Better
Buddy from day one, clear 30-day plan, weekly brief meeting with the manager, and a contact person for organizational questions.
Why is the investment worth it?
Selection costs time and money (see Cost-per-Hire and Time-to-Hire). If someone leaves in the first few months, this effort is lost and must be repeated. Structured onboarding secures the investment and shortens the time to full productivity.
Onboarding begins at selection
If the matching is accurately aligned with tasks, team, and culture, onboarding becomes easier. Fit and orientation are two sides of the same retention strategy.
Frequently Asked Questions
- How long does onboarding take?
- Typically, onboarding covers the first three to six months and runs parallel to the probationary period. The most intensive phase is the first weeks, where most early resignations occur.
- What is the difference between onboarding and preboarding?
- Preboarding is the phase between signing the contract and the first workday. It keeps the contact warm and prepares the start. Onboarding is the overarching process, including preboarding, extending until full integration.
- Who is responsible for onboarding?
- The direct manager bears the main responsibility, supported by HR (organization, contracts) and a buddy or mentor from the team for professional and social integration.