Best Practices – New Hire Onboarding

An effective New Hire Onboarding process

Gone are days when employees used to stick to one organization in their whole career. According to a recent study,  every year approx. 15-90% of employees change their jobs, depending on their industry. So effectively almost every organization brings in a major lot of the new workforce every year.

What is Onboarding?

It is the process of getting new hires adjusted to the social and operational aspects of their new jobs. It helps the new hires to learn the attitudes, knowledge, skills, and behaviors required to function effectively within an organization.

What are various aspects of Onboarding process?

A typical Onboarding process involves steps like issuing offer letters/ joining letters, filling employment forms, issuing ID card or company assets, informing company policies, explaining new job and role (orientation).

The Onboarding process can be divided into 3 key steps

  1. Pre-Joining – Offer is rolled out to a new employee and he/ she is in the transition of joining the new workplace.
  2. On-joining – They day employee joins the organization.
  3. On-boarding – Effectively on an average first 3 months are spent in orientation and training on a new job.

Why does Onboarding matters?

According to a survey, a new hire makes a decision to stay long-term with an organization with first 90 days of joining and vice-versa. If new hires feel welcomed into the organization and are helped to prepare for their new jobs, they will contribute better.

So can organizations offer a WOW factor during Onboarding process!

Some best practices to improve the Onboarding process:-

  • Make the first day on the job special
  • Design and implement formal orientation programs
  • Monitor progress over time
  • Utilize technology
  • Engage key stakeholder at the different levels of joining

To know how Oust can help you to leverage technology and simplify Onboarding process, please contact us on


The Importance Of Training & Development Programs For Distributed Workforce

When 23-year-old Rita Nair joined ABC Ltd, an accounting firm, as a junior sales rep, she was excited and self-motivated to learn the ropes of the game. Six months passed, with no on-the-job training or guidance, Nair’s productivity soon began to dim.

There was no sense of direction in her work. She still wasn’t acquainted with the industry norms and the company’s initiatives. Soon after, Nair quit her job.

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Reaching The Last Mile In The Organization With Microlearning

According to a report by, over 1/4th of employees quit their job because they lack a proper understanding of what their job profile entails and how the job needs to be done. The same survey included complaints of employees who said they didn’t receive any kind of on-the-job training – which forms an essential aspect of distributed workforce.

On the other hand, companies who have an established process to train their employees on a continuous basis have seen an increase in 26% more revenue per employee.

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Top Five Myths About Microlearning

If you ask us the buzzword of this time and age, we would have to say it is “micro learning”. Used by educational institutions and corporations as it allows the learners to acquire information in very specific bursts.

Moreover, micro learning appeals to them as it is available to them exactly at the time of learning need. This means the learners are in control of what and when they are learning. Some of the diverse formats of delivering content for learning include multimedia videos, emailers and e-books.

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Micro Learning – A Step Forward

You might have noticed people making statements such as “word gets around fast”, “I came to know of it as soon as the story broke” or “Oh, this is old news!”. How do you think this happens? Is it because of increased use of social media? Definitely!

Is it because we have technology at our disposal? Absolutely!

When we combine the power of internet and availability of gadgets, we are able to consume pieces of information at a much faster rate.

Believe it or not – this is called “bite-sized learning or micro-learning” and it is becoming quite a trend across all industrial domains. Micro-learning is effective in the following instances:

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Local Language – The Secret To Effective Last Mile Employee Training

Before we begin to share insights on why making your employee training programs in local languages can be a success, it is necessary to understand the meaning of the term “last mile”. Used in supply chain management and transportation, it describes the movement of people and goods from the transportation hub to the final destination. Up to one-third of the total transportation cost goes into this final journey.

In a distributed office environment – specifically in the HR system, where employees or contractors are hired across the country, the last mile problem arises soon after a candidate is hired because he or she then has to align his or her behavior to not just the industry norms and functions (skill training), but also to company strategy and initiatives (onboarding). In short, employee engagement is paramount.

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