Onboarding is the structured introduction process for new hires. The administrative component (contract, hardware, access) is a given; real onboarding goes much further by combining functional training, team introduction, explanation of processes and values, and the setting of early shared goals.
Practitioners distinguish four phases: preboarding (between offer signature and the first day), orientation (the first week), integration (the first 90 days) and retention (after six months). Studies show that structured onboarding reduces probation-period attrition and lifts productivity faster.
As a candidate, ask about onboarding plans during interviews: are there mentors, regular 1:1s, a 30-60-90-day plan? Vague answers should raise caution – weak onboarding often correlates with unclear expectations of the role.
Lunigi supports the search itself and flanks it with roles from sectors where onboarding is traditionally handled carefully – such as public service and the social-services sector.