Employee Onboarding Examples: From Process-Driven to Experience-Driven

Learn a new approach to onboarding and get some practical onboarding process examples to wow your new hires.

Employee onboarding has evolved drastically over the last few decades. What was once understood as a strictly administrative process for getting forms and policies signed has evolved into a much more dynamic, cross-functional experience. In our recent survey of 1,000 global HR leaders, 55.6% agreed the new definition of onboarding is “a structured program to help new hires understand their roles and responsibilities and ramp to productivity quickly.” This approach also meets the expectations of new hires looking for a more personalized experience that helps them add value to the business — and quickly.

In this blog we’ll compare traditional and modern onboarding process examples and provide real-world examples and activities.

What Does a Typical Onboarding Process Include?

So what are some specific onboarding best practices you might want to include as part of your process? Here are a few:

Preboarding: Kick off with pre-arrival arrangements that make your new hire feel welcomed and valued even before Day 1. This might include a welcome message from the manager, introductions to the team, or a rundown of what the first day would look like. Coordinate any IT/tech set-up now so it’s ready to go on their first day.

First Day: First impressions matter. Make the day stand out by decorating your new hire’s desk (if they’re in office) and set up face time with their buddy and manager. Orientation should walk them through your company mission, values, and policies, and include real or virtual tours of your facilities. And yes, make sure any and all paperwork is completed and cross off the list!

First Week: By now your new hire should be in the trenches of their on-the-job training. Have an end-of-week check-in scheduled between your new hire and their manager. Send a survey at the end of their first week to gather feedback on the onboarding experience and anything they might be missing to get started.

30-60-90 day check-ins: Give your new hire a map for what success looks like in the first few months on the job. Create a structured 30-60-90 day plan and with a combination of regular check-ins, peer support, and manager feedback, you’ll foster an environment where new hires feel seen and supported.

➡️ Steal our New Hire Onboarding Checklist. 😏

Onboarding Example #1: Traditional, Compliance-Driven

Focus: Process-first, HR-owned, task-completion mindset

In a traditional onboarding approach, the process is tightly controlled by HR and centers around checking tasks off a list. New hires typically show up on day one to a packed agenda of paperwork, policy overviews, and compliance training. This might include:

• A lengthy slide deck walking through the org chart
• A printed handbook of rules and procedures
• An IT checklist and benefits enrollment forms
• A short meet-and-greet with the team if time allows

While efficient at pushing out information, this model often misses the human side of onboarding.

Limitations:

• Low engagement: It’s hard for a new hire to feel inspired when their first impression is dominated by forms and formalities.
• Missed connections: There’s little focus on building relationships with teammates or managers, which can leave new hires feeling isolated.
• No personalization: Everyone gets the same experience, regardless of role, location, or learning style.
• Delayed productivity: Without meaningful context or connection, it takes longer for new hires to ramp up and contribute.

Onboarding Example #2: Experience-Driven

Focus: People-first, engaging, connection-building

Experience-driven onboarding is designed to make new hires feel welcomed, supported, and set up for success from the moment they sign their offer letter.

Here’s what it includes:

• Mobile-first preboarding: Even before day one, new hires are greeted with personalized messages, helpful resources, and interactive content — delivered right to their phone. It builds excitement and eliminates first-day anxiety.
• Buddy intros before day one: New hires are introduced to a peer buddy or onboarding ambassador early on, giving them a go-to person for questions and cultural insights.
• Welcome moments: Thoughtful touchpoints — like a welcome video from the CEO, team messages, or a surprise gift—create emotional lift and show the company cares.
• Ongoing check-ins: Structured nudges help managers stay connected throughout the first 30-60-90 days.

Enboarder’s Intelligent Journey Platform powers these experiences with intelligent workflows that adapt to each new hire’s role, location, and pace. It automates the admin side of onboarding while enabling HR, managers, and buddies to deliver personalized, meaningful moments at scale.

The result?

• Higher engagement from day one
• Faster ramp-up times
• Stronger team connections
• Better retention

Onboarding in Action: Real Company Examples 

Curious how to bring these processes and activities to life? Here are three companies that understand onboarding is all about the new hire experience. Use these onboarding process examples as inspiration for building a wow experience.

Ogilvy’s Digital Onboarding Journey

Ogilvy’s hiring managers are all about the onboarding experience. They’re using Enboarder to record fun, quick videos to send to new hires and keep them engaged during preboarding. 

Canva’s Experience-Driven Onboarding

At Canva, every new hire attends a week-long onboarding boot camp. And each week they receive a short communication with information about the company or a pulse survey to get their feedback about the onboarding experience. 

Arden University’s Onboarding Experience

New hires launched into Arden University’s award-winning onboarding workflow receive a new starter care package, links to learning and training, and early access to EAP –  and so much more!

OVO’s Connection Networking Game

See how a little gamification at OVO brought teams together in person and fostered a sense of belonging within the organization.

OVO’s Connection Networking Game: Building Bonds 🤝

6 Engaging, Experience-Driven Onboarding Activities to Inspire Your Program

If you take some of the key components above and build out an onboarding timeline, here are some activities you might want to include:

Introduce People in Style 

Make your new hire’s arrival a celebration. Invite the whole team or company to show up at the front door the first time your new hire comes to the office and throw out some confetti. 🥳

Plan a Social Event/Lunch

During preboarding, ask your new hire about their favorite cuisine. Then on their first day you can take them out to a restaurant with options you know they will love. 🧑‍🍳

Gift Personalized Swag

You can also ask your new hire their clothing size during preboarding and prepare a care package filled with company swag and goodies.

Use Mentoring and Buddy Systems

Give your new hire a point person at the peer level who can introduce them to other people in the company and answer questions. Put buddy coffee breaks on their calendar to sprinkle in some social connection in the midst of onboarding.

Shine a Spotlight with Welcome Announcements

Share the news about your rockstar new hire both virtually and in person. If you use Enboarder, you can share their answers to preboarding questions via chat or email so their colleagues get to know them on a personal level. If you have digital signage, write a personalized welcome message for their first day in the office.

Show Them the Office Digs

The basics are super important! Slot in time for an office tour so your new hire knows where all the good snacks are and the closest restroom.

👀 Looking for more? Check out this blog with more creative onboarding ideas.

FAQs About Onboarding Examples and Automation

What is the ideal duration for an onboarding program?

From our experience, onboarding should last at least seven months – one month before the new hire’s first day and at least six months after. Read more here.

How can technology be integrated into the onboarding process?

Employee onboarding software can streamline the onboarding process to bring new hires into your organization smoothly while meeting compliance. Onboarding software supports consistent workflows, making the process easiest to monitor and manage. Learn more here.

What are some ways to measure the success of an onboarding program?

The cost of onboarding can be more than $10k per newcomer, which makes learning how to measure onboarding success imperative. Track metrics like time to productivity, new hire retention rate, and employee satisfaction to determine your onboarding program’s effectiveness. Check out our onboarding ROI cheat sheet.

How can we ensure engagement in virtual or remote onboarding?

Technology is your friend. Remote hires will need hardware, software, and a secure internet connection to get started. They’ll also need a variety of tools and channels for training and communication – videoconferencing, messaging platforms, company intranets, onboarding tools such as Enboarder, and more. Use all available tools to help new hires get the information they need and communicate with colleagues, even if they can’t be face to face. Learn more about remote onboarding here, along with more onboarding process examples.