Why It Matters
"For you, it is the first period that makes you decide if you want to stay, yes or no," Meghan explains. Coming from a recruitment background spanning IT agencies and corporate hiring, she's seen both sides of the talent equation. Research shows that strong onboarding can improve retention by 82%. For international organisations where relocation packages involve moving entire families across borders, a failed hire within the first three months is devastating both financially and personally.
When asking Meghan to distil the essence of effective onboarding, her answer was clear: culture first, but never without information. "The warm bath is super important, but it should go hand in hand with the information part as well."
Cultural integration means addressing questions you might not even know you have. What should you wear on your first day? How do meetings work here? These seemingly small details create security or anxiety, confidence or self-doubt.
The Pre-Boarding Revolution
The most crucial period isn't your first week, it's those two months between signing and starting. In the time leading up to your new job, getting the opportunity to be well prepared makes a world of difference.
In this so-called "pre-boarding" phase, there is an opportunity for you to learn about the organisation, your department, the people, and the culture. Being up to speed before you start can make a huge difference in how you can actually ‘take off’ in your new role.
What Should You Expect?
If you're evaluating a new opportunity, what should you reasonably expect from a solid onboarding experience?
Before Day One:
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Clear communication about what to expect, not radio silence
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Connections with your team and manager
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Practical information delivered at a digestible pace
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Cultural integration, not just administrative tasks
First 100 Days:
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Structured goals and milestones with your manager
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Regular check-ins beyond just "how's it going?"
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Access to information when you need it, not information overload on day one
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Balance between formal learning and relationship building
The Manager's Role and What's Next
One pattern emerged clearly: the last 20% of onboarding success depends on the manager. Structured programs can do 80% of the work, but that final piece, the personal investment, the tailored guidance, requires managers to prioritise people over processes.
For candidates, this is your signal: during interviews, ask about onboarding. Ask about the first 90 days. Ask what support looks like. Organisations that have thought this through will have clear answers.
Your Career, Your Checklist
When you're evaluating your next opportunity, add onboarding to your list of questions. Not just "what's the salary?" but "how will you help me succeed from day one?"
Effective onboarding isn't something that happens to you. It's something you should expect as part of choosing where to invest your talent and energy.
Listen to the full conversation with Meghan Parinussa on our Impactpool Podcast to dive deeper into the elements of effective onboarding and what both organisations and individuals should prioritise in those crucial first months.