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Onboarding is one of those things that’s easy to overlook. You’ve gone through the process of advertising the job, interviewing, referencing and you likely just want to get started now. However, onboarding isn’t just about signing paperwork and hitting the ground running. It’s about helping someone feel ready, informed, and part of the team from the start. And when it’s done well, it makes a real difference. 

Whether you’re hiring for the long term or bringing in extra support for the busy December period, a thoughtful onboarding process can help new starters settle in faster, ask better questions, and feel more confident in their role. And it doesn’t have to be complicated; just clear, consistent, and human.

In this blog, we’ll share a few practical ways to improve onboarding for all types of hires, plus some tips for making seasonal onboarding smoother when time’s tight and the pace picks up.

First impressions count. Research from Brandon Hall Group has shown that effective onboarding can improve retention by over 80% and productivity by more than 70%. However, a study from Gallup found that only 12% of employees agree that their organisation has a good onboarding process. 

The benefits of having a strong onboarding structure include faster productivity, better retention, and fewer mistakes. All of which ultimately contribute to revenue and a stronger employer brand. 

Another big benefit is that once you have a good onboarding process and policies in place, it will make it easier and more streamlined for future hires. It’s worth taking the time and resources to set it up now rather than struggle later. 

A simple “we’re excited to have you” message can go a long way. Send a welcome email ahead of their start date with useful information about the site; parking and lunch options, site directions, and any key contacts that will help them on their first day.

When possible, tailor onboarding to the role and individual. A sales hire doesn’t need the same introduction as a warehouse operative, for example. Aim to avoid generic slideshows that aren’t relevant to the role or their working environment; instead think bite-sized, important content that will get them engaged early on. 

Having someone available to answer questions, explain the culture, and offer informal support can be invaluable to new hires, especially those in remote or hybrid roles. Just someone to check in with throughout the day, make sure they are settling in and understanding their tasks, or to show them where the tea and coffee is. 

60% of businesses don’t set any goals or milestones for new hires; according to employee relocation platform, Urban Bound. With clear and achievable expectations, new hires feel more motivated and engaged with the work, as well as offering them the opportunity to envision themselves in the role, giving a sense of security. 

Why not try the 30-60-90 day plan; provide clear goals and milestones for the first 30 days, then the next 60 and 90 days. 

Use short surveys or informal check-ins to see how onboarding is landing. Creating that open space to share feedback and ask any questions that they’ve been looking for the opportunity to ask will add to the positive experience. With the feedback, you can then tweak and improve for your next hire. 

December brings a surge in temporary roles across retail, hospitality, logistics, and more. Onboarding can sometimes take a back seat during these busy periods but this can often lead to mistakes and lower productivity. To ensure quick onboarding, without cutting corners, prioritise streamlining the essentials; focus on what seasonal staff need to know now, i.e. safety procedures, shift patterns and who to contact. Use visuals and checklists to ensure the proper processes are being followed, and reduce repeat questions so you can focus on keeping everything running smoothly. 

Don’t forget to offer a warm welcome; even short-term hires deserve a positive experience and support. A friendly introduction or team shoutout can go a long way. 

Every new hire is a chance to reinforce your brand, your values, and your culture. Whether they’re with you for a few weeks or in a long-term role, the way you onboard sets the tone; so make it count. 

Need help refining your onboarding process or preparing for seasonal hiring? Wild Berry Associates is here to support you, with practical advice, great candidates, and insights that work. Get in touch today.