Best practices in Onboarding process.

In this part various companies leading in onboarding processes in different industries has
been analysed and what are similarities between them have been summarized. The companies
which have been analysed are as follows:
1. Netflix
2. Twitter
3. Zappos
4. Google
5. Facebook
6. Infosys
Netflix: Here at Netflix before the arrival of recruit’s desks and laptops are setup before their
arrival. A dedicated mentor is provided to the new recruits to provide guidance. An
orientation programme is held to explain Netflix technology and orientation with the
executive management is also done in first quarter to give employees a feel of the company
culture and to show them how to move ahead. They are also involved in important projects
from the start, which makes them feel they are contributing from start.
Twitter: Twitter has a “Yes to Desk” period. This period is from when a new hire says ‘Yes’
to an offer, all the way through to arriving at their ‘Desk’. Twitter's employee onboarding
program focuses on utilizing this ‘Yes to Desk’ period in a productive and welcoming way.
There are over 75 steps between recruiting, HR, IT and facilities. Before the employee sits
down, they have their email address, a T-shirt, and bottle of wine waiting. New employee
desks are strategically located next to key teammates they will be working with. On the first
day, new team members have breakfast with the CEO followed by a tour of the company
office, before group training on the tools and systems relevant to their role.
Zappos: Zappos’s onboarding processes lasts four weeks. This process emphasizes on
creating strong bonds and communicating the company culture. All new employees will have
the same program, regardless of their job title and functions. This process aims to grow
company culture, build a strong team, and create strong internal bonds. The whole
onboarding experience is most focused on moulding the employees to be aligned with the
company’s culture. All employees receive training on the best practices for customer service
as this is an important part of Zappos’ cultural identity. During the first two weeks,
employees learn about how to deliver exceptional customer service.
Google: Google focusses on data and experiments in their onboarding process. Moreover,
there is no such centralized onboarding approach. There is a team level onboarding which
google found out to be more effective. Even though slightly different onboarding processes
are happening within various teams, part of the Google approach is to use data and
experiments to improve the process continually. 80% of time of the recruiters are focused on
recruitment and onboarding. Google hires and onboards smart people, and then lets the
'inmates run the asylum’. By maintaining a grip on the industry’s top talent, the company has
been able to create one of the top working environments for tech-industry workers around the
world.
Facebook: Facebook uses a six week boot camp where the new employees learn all about
their roles and the culture of company at the same time. Instead of having the usual
onboarding talks and presentations, the philosophy of the training program is to give the new
team members the tools they need for practical work. Within 45 minutes on day one on the
floor, new employees are underway on their first projects, thanks to the intensive preparation
undergone before they start. This shows that the company trusts in new hires and leaves them
autonomy to create their own work early.
Infosys: Infosys recently developed the onboarding app. In the current COVID-19 situation it
helps to streamline the onboarding process. The app digitalizes the onboarding process and
facilitates real-time communication/support between the employer and employee through
real-time onboarding status, queries, and guidance.
So now let’s look at the common themes in the onboarding programs which can be said as the
best practices in various industries.
 Structured Programs: A company should have a well-structured orientation keeping
the focus of the culture of the company. The company should guide the new
employees in such a manner that they can start contributing to the companies from
day one and are aligned to the values of the firm.
 Investment in the process: A good amount of time and money should be invested to
support new employees to be successful. They understand the company’s success
depends on it because an investment in onboarding is an investment in their
employees.
 Communicate the company culture: There is a strong emphasis on the culture and the
companies communicate it from the start. It is also essential for the companies to
aling their employees with the culture to create a great team.
 Training and Development: All the companies invest in their employees’ training and
development and provide the, the right tools so that when they are at their work they
have the practical understanding of how the work is going to be done.
 Others: Design of the process are made with employees in mind, it makes them feel
valued, it provides them with the tools, knowledge, and skills to succeed.