As hiring and talent management gain importance in HR, more companies are focusing on structured programs to support newly hired talent. Reflecting this trend, onboarding has become a key topic—not only for new hires but also for experienced employees, with more companies offering tailored onboarding programs for each group.

In this article, we’ll define onboarding, compare onboarding processes for new and experienced employees, and explore examples of successful corporate onboarding programs.

Employee onboarding refers to the process of helping new employees adapt to the organization by providing training, cultural orientation, and access to essential information and tools. The goal is to ensure that new hires understand the company’s culture, workflows, and policies so they can integrate smoothly into the new environment. Depending on company size, industry, and culture, onboarding programs may range from a few days to several months.

Onboarding focuses on long-term integration by offering mentoring, coaching, and continuous support, ultimately improving employee satisfaction and productivity. In contrast, orientation is a short-term process that introduces employees to the company’s structure, values, work environment, and team members.

Simply put, onboarding is an extended process to integrate new hires into the organization, while orientation is a one-time introduction typically conducted at the start of employment.

Effective onboarding helps new employees adapt quickly and promotes engagement, productivity, and a stronger employer brand.

1. Improved Retention and Satisfaction
   Employees gain a clearer understanding of their role and value, boosting loyalty and satisfaction.
2. Stronger Team Collaboration
   Fosters early connections between new and existing team members, enhancing team cohesion.
3. Knowledge Transfer
   Reduces errors and supports consistent work execution by providing process and policy training.
4. Leadership Development
   Managers guiding new employees can also develop leadership and coaching skills.
5. Performance Evaluation and Growth
   Offers early feedback opportunities, helping employees improve skills and align with expectations.

While most companies focus on onboarding for new hires, the growing mobility of experienced talent has increased the need for tailored onboarding for experienced employees as well.

Though the early phases (Steps 1–4) often overlap, the later stages should be customized to each group’s needs. For new hires, onboarding typically focuses on understanding culture, systems, and work expectations. For experienced employees, the program should accelerate adaptation and deliver performance outcomes by focusing on work, relationships, and integration.

• Google : Google’s “Noogler” program helps new hires adapt through mentoring and cultural immersion. New employees are easily spotted by their signature propeller hats, symbolizing their onboarding journey.

• Meta : Formerly Facebook, Meta offers a “Bootcamp” program to onboard new hires with structured training on products, technologies, and company culture, paired with hands-on mentorship.

• Hybe : The entertainment company Hybe runs a six-month “Win Together Program” where new hires complete missions with guidance and feedback from managers and peers. The process includes open sharing sessions to reflect and improve based on experience.

A U.S.-based research firm found that employees who feel disconnected from onboarding or workplace training are more likely to leave early. This highlights the risk of high turnover without adequate onboarding support.

Investing in onboarding and continuous training is not just about retention—it’s the foundation of effective talent management, employee engagement, and corporate success.

Integrated Workforce Management Solution, Shiftee