At TPD, we recognize that the initial weeks of a new employee's journey are vital for fostering long-term success and engagement. Effective onboarding is essential for ensuring both employee retention and overall performance. Our onboarding process is thoughtfully crafted to warmly welcome new team members into our vibrant culture, enabling them to accelerate their performance from day one. In this blog, we will share best practices that HR professionals can implement to create an onboarding experience that enhances employee engagement, satisfaction, and retention from the very start.

The Power of Cohorts

We bring new hires on board in small cohorts of 2 to 6 individuals. This approach ensures that each new team member has a built-in support system right from the start. The camaraderie developed in these small groups fosters connections that enhance employee engagement and retention.

Comprehensive Training Over Two Weeks

Our onboarding program spans two weeks and goes well beyond the basics. Here’s what new team members can expect during this intensive training:

• Meeting Colleagues Across Divisions: New hires have the opportunity to connect with colleagues from various departments, helping them understand the collaborative spirit that drives TPD’s success.
• Cultural Immersion: We dive deep into TPD's mission, vision, and values. Every new team member learns what TPD stands for, ensuring they embody our culture and align with our goals.
• The TPD Way: Our unique approach to recruiting is thoroughly explained, along with insights into our sales funnel and marketing strategies. Understanding these processes empowers new hires to contribute effectively from day one.
• Tools & Tech Mastery: We provide hands-on training on the key HR tools and platforms such as Bullhorn, LMS and BambooHR. This helps new team members navigate the platform they need to use seamlessly and excel in their roles.

• Training Organization with TalentLMS: Our training is a combination of self-learning, on the job learning, and coaching / mentorship. We utilize TalentLMS to organize training, and to ensure all employees are progressing in their training plan.

• 1:1 HR Meeting for Role Clarity: Each new hire has a one-on-one meeting with HR to ensure they understand their job responsibilities, performance expectations, and how their role contributes to organizational goals. 

The Buddy System

As part of our onboarding process, we pair new hires with a coworker from their own department or someone with similar roles and tasks. These buddies play a crucial role in easing the transition for new employees. Weekly buddy check-in meetings are scheduled for the first few months, providing a space for new hires to ask questions, discuss challenges, or simply chat about their experiences. This initiative fosters open communication and builds strong relationships, enhancing engagement and support within the team.

Shadowing for Success

For new hires in sales and recruiting positions, we offer the opportunity to shadow more experienced TPDers. This hands-on approach allows newcomers to observe day-to-day activities, from cold calls to prescreens to client meetings. By witnessing these interactions in real time, new hires gain invaluable insights into effective sales strategies and client engagement, better preparing them for their roles.

Celebrating New Beginnings

At the end of the two-week training period, we host a virtual happy hour to celebrate the new cohort. During this 30-minute session, the entire team joins in to welcome our newest members. We often play fun games like trivia, 2 truths and a lie, and Pictionary, fostering connections and creating a sense of community right from the start.

Ongoing Support Beyond the First Two Weeks

At TPD, onboarding doesn’t end after the initial training. We continue supporting new hires with regular check-ins to ensure they are thriving in their roles:

• 30, 60, and 90-Day Check-ins: We conduct scheduled check-ins with each new hire to learn how they are adapting to their role, listen to any challenges they may be facing, and provide guidance to help them succeed. New Hires have found the 30, 60 and 90 day check in to be a valuable part of the process, allowing them to share constructive feedback with the HR team, as they gain more experience in the role Such feedback allows TPD to continue building on a culture of continuous improvement.

This extended support ensures that new employees continue to feel engaged, supported, and aligned with their goals, maximizing their potential and boosting retention rates.

Conclusion

A well-structured onboarding process is essential for employee engagement and long-term success. At TPD, our approach ensures that new hires feel supported from day one, with immersive training, cultural integration, and ongoing guidance through regular check-ins. By implementing these best practices, HR professionals can foster a positive and productive work environment, driving both retention and employee satisfaction. With the right onboarding process in place, organizations can empower their teams to thrive and reach their full potential.