Onboarding usually starts once an offer is accepted, with contracts, checks, equipment and a clear plan for the first day. It continues through induction, role training, introductions to key colleagues and regular check-ins, often structured around 30, 60 and 90-day goals. A new support agent, for example, might have system access ready on day one, shadow experienced colleagues in week one and take live queries with support by week three.
Early leavers are expensive, and a poor first few weeks is a common reason people leave soon after joining. Onboarding also closes the loop on recruitment: information gathered at screening, such as strengths and gaps against the role's criteria, can shape a new hire's training plan. Measuring retention and ramp-up time for each cohort shows whether onboarding and hiring are working together.