Think you know what new hire onboarding looks like? If you see visions of stuffy conference rooms and stacks of paperwork, it might be time for a little image overhaul.

入职is more than just handing out building keys and filling out tax forms—it’s a process of helping new hires become masters, mentors, and advocates, meaning they feel completely competent in their own role, able to coach and support others, and excited about representing your company to the outside world.


这种理念指导了温室的入门方法。188bet安卓APP温室人才管理总监谢丽尔·鲁拜(Cheryl Roubian)这样说:“我们的目标是让我们现有的员工188bet安卓APP对每位新员工的入职和加入感到所有权。让每个参与此过程的人都会在组织中保持领先地位,这不仅仅是我们成长的速度,而且我们可以将人们带到一个他们感到富有成效和成功的地方。”

Looking for some specific tips on how can you involve the whole company in new hire onboarding? Read on for our 6 suggestions!

1. Get the people who know the content best to present your onboarding sessions

There are a lot of things to share with new hires. You want to introduce them to your product, your philosophy, how you sell, where the product’s going, and how you serve your customers (to name just a few). Why not invite the people who know the most about those things to teach your new hires about them?

Here at Greenhouse, we front-load our first week of onboarding with content to add company-level context for the roles each new hire will be diving into. Most sessions include a brief summary of the department’s structure and function and then focus on how that department/role impacts the larger organization.


These sessions help new hires learn more about the company and meet people from other departments. Cheryl explains, “This gives new hires exposure to and context around what other people in the company are working on, prioritizing, and delivering.” It also fosters collaboration between teams: “It’s a lot easier to work with someone else when you understand their needs up front.”

Also, employees love getting the chance to meet new hires—it gives both new hires and existing employees a chance to connect, which can be difficult when your organization is growing at breakneck speeds.

It’s proven very valuable for us at Greenhouse—even though our company went from 45 to 190 employees in 2015, in a lot of ways we still feel like a small company in part because so many people contribute to our onboarding process and get a chance to meet each class of new hires.

2. Create an open-door policy company-wide


Managers can give their new hire a leg up by suggesting some people for their new hire to connect with. If your culture supports it, you can also simply encourage new hires to seek these types of meetings out on their own.

3. Start a buddy system for new hires

In addition to getting acquainted with their team and their job, new hires are also learning to navigate a new environment. They need to learn where the bathrooms are, how to work the coffee machine, and a ton of other tiny little things that are specific to your office, company, and culture. One way to help your newest employees feel more comfortable is to create abuddy systemthat pairs each new hire with someone who has a little more tenure at the company.


The buddies get something out of the system, too. In addition to getting to meet all the new hires, buddies have the opportunity to reflect on what makes Greenhouse a unique place to work. By sharing that information with new hires, they’re helping to define and guide the公司文化, which is a pretty big deal here!


As your company grows, it can become increasingly difficult for employees to keep track of every new hire who joins. It helps to create a system for introducing your new employees to everyone else.

There are severals ways that you can handle these types of introductions. Here at Greenhouse, we use the188bet安卓APP温室入职platform for this. New hires fill out their profiles and have the option to share everything from where they grew up and went to school to two truths and a lie. At the beginning of each week, all employees get an email that introduces the new hires who are starting along with a preview of their Greenhouse Onboarding profiles. Our office managers on both coasts also include org stats in their weekly newsletters, making it easy for employees to send a quick note to the new hire, add them on Slack, connect with them on LinkedIn, or start a quick conversation with them when they see them around the office.

您也可以亲自或通过Google Hangout在公司全力以赴的情况下进行此类介绍,具体取决于您见面的频率(并雇用新员工)。


5. Involve your CEO or executive team

Depending on the size of your company, employees may or may not have regular access to your CEO or executives. If your company is smaller, you can organize a one-on-one or small group lunch or coffee between the new hire(s) and the CEO. If this isn’t realistic because of time or location constraints, you can still organize some type of meeting that allows new employees to interact with the CEO or executive team. Some companies hold a town hall or special party with just the newest employees (e.g. anyone who’s been hired within the past 100 days).

即使员工没有机会定期与首席执行官或高管互动,他们也应该有机会与他们会面,最好是在您公司的前几周。在温室里,我们的188bet安卓APP总裁乔恩·斯特罗斯(Jon Stross)在开幕式上的开场会议上领先,这将开始整个入职计划。我们还确保在第一个或两个月内与我们的首席执行官丹尼尔·查特(Daniel Chait)一起坐下来与我们的首席执行官丹尼尔·查特(Daniel Chait)坐下来。有一位首席执行官需要时间与员工见面,这表明公司的增长和未来是优先事项。这也使新员工有机会提出问题并分享有关任期更多的员工可能没有的见解。

6. Ask for feedback from new hires

In an effort to involve the whole company in onboarding, there’s one group that often gets overlooked: the new hires themselves! Sure, they’re always involved as participants, but that doesn’t have to be their only role.

在许多情况下,入职过程是从公司到新员工的单向信息流,但不必这么有限。您可以向新员工展示他们已经通过要求他们的公司对您的公司产生影响反馈on the onboarding process. What worked well? What could be better? What types of improvements or changes would they suggest?

You may wish to collect this feedback in a survey—many companies send these to new hires at the end of their first week and month. You could also invite new employees to share suggestions directly with the People Team or whoever is responsible for your onboarding program. We do both at Greenhouse. You can choose whatever method makes the most sense based on your company size and structure.

Asking your new hires for feedback also gives you the opportunity to identify flight risks and try to correct them. If you’ve been gathering feedback/data and observe that a significant percentage of new hires leave at a particular landmark (after 90 days, for example), you can use that data to help identify where things start to fall off and correct any problems. You might even be able to use your data to anticipate where problems might turn up so you can take preventative steps to avoid them.

Final thoughts

There are numerous benefits to building an onboarding program that involves the entire company: It shows new hires how much you truly value their presence, gives them exposure to and communication channels with members of every department, allows them to have a voice in the direction of your company, and of course, it just makes the entire process a lot more fun.

寻找更实用tips and tricks for improving your new hire onboarding program? Check out our New Hire Onboarding Guide eBook.

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Melissa Suzuno

Melissa Suzuno

is a freelance writer and former Content Marketing Manager at Greenhouse. Melissa previously built out the content marketing programs at Parklet (an onboarding and employee experience solution) and AfterCollege (a job search resource for recent grads), so she's made it a bit of a habit to help people get excited about and invested in their work. Find Melissa onTwitterandLinkedIn