{"id":41157,"date":"2025-12-23T11:03:26","date_gmt":"2025-12-23T07:03:26","guid":{"rendered":"https:\/\/ispring.com\/blog\/?p=41157"},"modified":"2026-11-09T13:50:54","modified_gmt":"2026-11-09T09:50:54","slug":"new-employee-onboarding","status":"publish","type":"post","link":"https:\/\/www.ispring.com\/knowledge-hub\/new-employee-onboarding","title":{"rendered":"Employee onboarding process: How\u00a0to\u00a0get\u00a0it\u00a0right"},"content":{"rendered":"<p><span style=\"font-weight: 400\">Employee onboarding shouldn\u2019t feel like handing someone a login, a stack of forms, and a calendar full of unfamiliar names. This guide shows you how to create a clear, supportive process that helps new hires settle in and start contributing sooner.<\/span><\/p>\n<p><span style=\"font-weight: 400\">We\u2019ll walk through each stage, from preboarding to the first 90 days, and explain who should handle what. You\u2019ll also get practical checklists, training ideas, and ways to reduce the administrative load on HR.<\/span><\/p>\n<h2><span style=\"font-weight: 400\">Key Takeaways<\/span><\/h2>\n<p><span style=\"font-weight: 400\">In this article, you\u2019ll discover how to build an employee onboarding process that works from preboarding through day 90. We cover who owns each step, what new hires need at every stage, how training and automation fit in, and which metrics help you improve the experience over time.<\/span><\/p>\n<h2><span style=\"font-weight: 400\">What is new employee onboarding?<\/span><\/h2>\n<p><span style=\"font-weight: 400\">New employee onboarding is the structured process of helping a new hire adjust to their role, team, and organization. It begins as soon as the employee accepts the offer and typically continues through at least their first 90 days, although complex roles may require a longer onboarding period.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Orientation, sometimes called induction, is only one part of this process. It usually takes place during the first day or week and covers immediate essentials such as introductions, paperwork, policies, and workplace systems. Onboarding goes further, giving new hires ongoing training, guidance, and support until they can work confidently and independently.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Although every organization approaches onboarding differently, organizational psychologist Dr. Talya Bauer from the SHRM identified The Four C\u2019s that a successful onboarding program must include. They stand for:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400\"><b>Compliance <\/b><span style=\"font-weight: 400\">\u2014 teaching new hires the basic company policies.<\/span><\/li>\n<li style=\"font-weight: 400\"><b>Clarification <\/b><span style=\"font-weight: 400\">\u2014 ensuring that employees are aware of their responsibilities and how to fulfill their role.<\/span><\/li>\n<li style=\"font-weight: 400\"><b>Company culture <\/b><span style=\"font-weight: 400\">\u2014 providing the formal and informal company rules.<\/span><\/li>\n<li style=\"font-weight: 400\"><b>Connection <\/b><span style=\"font-weight: 400\">\u2014 building relationships with colleagues and feeling like a part of the team.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400\">A successful employee onboarding program develops all four areas gradually rather than trying to cover everything on the employee\u2019s first day. This gives new hires time to absorb information, practice new skills, and become productive without feeling overwhelmed.<\/span><\/p>\n<h2><span style=\"font-weight: 400\">Why is employee onboarding important?<\/span><\/h2>\n<p><span style=\"font-weight: 400\">Starting a new job means learning everything the job description leaves out. A new hire needs to understand how work actually gets done, what their manager expects, and where to go when they need an answer. Employee onboarding shortens this period of guesswork. With clear direction and the right support, people settle into their roles and start contributing sooner.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Those first weeks shape more than productivity. When managers make time for questions and feedback, new employees can tell whether they are on the right track. Everyday contact with coworkers also helps new hires feel like part of the team. People who understand their role and feel wanted at work have more reasons to engage with it \u2014 and more reasons to stay.<\/span><\/p>\n<h2><span style=\"font-weight: 400\">New employee onboarding process checklist<\/span><\/h2>\n<p><span style=\"font-weight: 400\">Onboarding is a lengthy process that includes numerous stages. To make it easier for you to guide newcomers through their first days and months in a company, we\u2019ve created an onboarding checklist. Follow it to ensure that each stage of the employee onboarding process is complete.<\/span><\/p>\n<h3><span style=\"font-weight: 400\">Preboarding: before they start<\/span><\/h3>\n<p><span style=\"font-weight: 400\">It\u2019s important to frame your new employees\u2019 experience in a positive light right from the get-go \u2014 and that means setting their expectations and comfort level before they ever set foot inside the office.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Consider taking these actions before the start date:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400\"><b>Send all pre-hire documents <\/b><span style=\"font-weight: 400\">electronically so employees can complete them in advance. If you can use e-signatures, that\u2019s even better. Examples of these types of documents could include legal and contract documents, employee manuals, first-day parking passes, and any additional information the employee should look over.<\/span><\/li>\n<li style=\"font-weight: 400\"><b>Plan out what will happen<\/b><span style=\"font-weight: 400\"> in the first week and beyond \u2014 this can include a 3-month new hire roadmap.<\/span><\/li>\n<li style=\"font-weight: 400\"><b>Prepare their workspace, tools, <\/b><span style=\"font-weight: 400\">and other essential resources ahead of time. Walking in on day one and having your laptop, company cell phone, and desk ready to go will create a great first impression that will set the tone for the relationship. Even if the employee is a contractor or will use hot desk arrangements, this will go a long way toward making them feel welcome and productive.<\/span><\/li>\n<li style=\"font-weight: 400\"><b>Inform the team <\/b><span style=\"font-weight: 400\">about the incoming hire\u2019s name, role, and other important details. If they know you\u2019ll be making the rounds to introduce new hires, they\u2019ll be more likely to make time to be friendly and welcoming.<\/span><\/li>\n<li style=\"font-weight: 400\"><b>Plan \u2018meet and greets\u2019<\/b><span style=\"font-weight: 400\"> with important contacts. Face time with people who will be key to the new employee\u2019s working success opens a gateway for future communication. This should include any managers, team members, and colleagues from other departments.<\/span><\/li>\n<\/ul>\n<h3><span style=\"font-weight: 400\">First day at work<\/span><\/h3>\n<p><span style=\"font-weight: 400\">The first day can be stressful as well as exciting, so follow these steps to build a good employee onboarding process:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400\"><b>Make a general announcement <\/b><span style=\"font-weight: 400\">in the department, floor, business unit, or whatever level of organizational structure your new hire will be joining. It\u2019s a good morale booster and a way to get the department together and introduce the new member. To cover the rest of the bases, send a group email to the broader community providing brief details about the new hire, their role, and a little background information as a conversation starter.<\/span><\/li>\n<li style=\"font-weight: 400\"><b>Conduct a tour. <\/b><span style=\"font-weight: 400\">This should cover all the basics, like restroom locations, where to find each department, parking spots, break rooms, and lunch spots. This is also a good time to make more informal introductions to the team.<\/span><\/li>\n<li style=\"font-weight: 400\"><b>Lay out the week-one schedule. <\/b><span style=\"font-weight: 400\">Make time to sit down without distractions and have a real conversation about what the first week will look like, so the new hire knows what to expect.<\/span><\/li>\n<li style=\"font-weight: 400\"><b>Assign a mentor. <\/b><span style=\"font-weight: 400\">Nominate a senior member of the team that the new hire will be joining in order to mentor them on the particularities and inner workings of the organization. What the mentor will cover is entirely up to the organization but typically includes everything from company-wide policies and procedures to how to perform essential daily tasks.<\/span><\/li>\n<\/ul>\n<h3><span style=\"font-weight: 400\">First working week<\/span><\/h3>\n<p><span style=\"font-weight: 400\">It is important to not overwhelm the new hire during this stage of the employee onboarding process. While it\u2019s necessary to complete onboarding in a timely manner, you also want your new employee to be productive and settle in.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400\"><b>Walk through important procedures and standards. <\/b><span style=\"font-weight: 400\">Things to cover here would be rules and regulations for the use of the Internet, social media, email communications, and time allowed for breaks.<\/span><\/li>\n<li style=\"font-weight: 400\"><b>Introduce the company culture. <\/b><span style=\"font-weight: 400\">Hopefully, at this point, the employee has a general understanding of the company\u2019s vision, mission, goals, and values from the day one content. Now it\u2019s time to relate all that back to your company culture and help them understand how the culture relates to the product or end service you provide.<\/span><\/li>\n<li style=\"font-weight: 400\"><b>Provide setup guides.<\/b><span style=\"font-weight: 400\"> From email and computer setup to essential processes and platforms your team uses, each company has its own way of doing things, so a quick reference guide they can keep handy in their workspace is a great idea.<\/span><\/li>\n<li style=\"font-weight: 400\"><b>Create a workbook. <\/b><span style=\"font-weight: 400\">Build a workbook that includes milestones of where they should be on day 5, week 2, and the end of month 1. Giving your new hire concrete milestones to reach will help them plan their time.<\/span><\/li>\n<li style=\"font-weight: 400\"><b>Outline the training process. <\/b><span style=\"font-weight: 400\">Familiarize the new employee with how training works at the organization and what will be expected of them. At this point, you can make available any training materials or modules they need to complete within the first week and provide HR or other contacts for training.<\/span><\/li>\n<li style=\"font-weight: 400\"><b>Start training. <\/b><span style=\"font-weight: 400\">The second day is a good time to start their training.<\/span><\/li>\n<li style=\"font-weight: 400\"><b>Follow up at the end of the week. <\/b><span style=\"font-weight: 400\">After giving the new hire time to get used to the office, workspace, and their mentor, follow up with them to make sure they\u2019re comfortable and are picking things up at an appropriate pace. The end of the first week is a good time to discuss how the next month or so should progress, what you expect of them, and where they should be once they reach that time.<\/span><\/li>\n<li style=\"font-weight: 400\"><b>Schedule a 2-week check-in.<\/b><span style=\"font-weight: 400\"> Put this on the agenda toward the end of week 1, and it will act as a milestone for both you and the new hire.<\/span><\/li>\n<li style=\"font-weight: 400\"><b>Encourage activity.<\/b><span style=\"font-weight: 400\"> Give new hires something to do. It may sound obvious, but don\u2019t get caught up in the employee onboarding process; allocate a few hours per day to them completing actual work.<\/span><\/li>\n<\/ul>\n<h3><span style=\"font-weight: 400\">Days 30-90<\/span><\/h3>\n<ul>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Establish lines of communication. At the first month mark, the new hire should be settled into their office and getting into the meat of their training. Find out what\u2019s going well and what they might need support with.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Start providing regular feedback. Get updates from colleagues who work closely with the new hire and make an effort to correct their course if necessary.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Encourage independence. You\u2019ve created a great onboarding program and backed it up with some great training and an evaluation and readiness process \u2014 so now is the time to encourage them to take all that and run with it.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Set performance goals. Goals not only encourage good performance, but also encourage employee engagement. So, before the first scheduled monthly review, assign some goals to accomplish within their first 3 months.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Give them their first performance review. After 90 days, your new hire should reach a decent level of proficiency. The review is a good time to evaluate their strengths and weaknesses and decide if the current training program is meeting all of their needs.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400\">You can also <\/span><a href=\"https:\/\/www.ispring.com\/guides\/new-employee-onboarding-checklist\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400\">download the new employee onboarding checklist<\/span><\/a><span style=\"font-weight: 400\"> templates and tick the items when they\u2019re complete. This will help ensure that your new employee adaptation process goes smoothly.<\/span><\/p>\n<div class=\"image_wrapper\"><\/div>\n<div><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-41159 size-full\" src=\"https:\/\/www.ispring.com\/knowledge-hub\/wp-content\/uploads\/2025\/12\/ispring-blog-image-1679556840.webp\" alt=\"New employee onboarding checklist\" width=\"700\" height=\"385\" \/><\/div>\n<h2><span style=\"font-weight: 400\">Who is responsible for employee onboarding?<\/span><\/h2>\n<p><span style=\"font-weight: 400\">Employee onboarding often lands on HR\u2019s desk, but HR can\u2019t do it alone. The people who arrange the paperwork are not always the ones who explain the job or set up the laptop. A clear handoff between them matters.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400\"><b>HR<\/b><span style=\"font-weight: 400\"> keeps the overall plan moving. The team handles employment requirements, shares essential company information, and follows up when a task falls behind.<\/span><\/li>\n<li style=\"font-weight: 400\"><b>The hiring manager<\/b><span style=\"font-weight: 400\"> helps the new employee understand the actual job. This means setting priorities, choosing useful first assignments, and making time for regular conversations.<\/span><\/li>\n<li style=\"font-weight: 400\"><b>IT<\/b><span style=\"font-weight: 400\"> makes sure the employee can work from day one. The laptop, accounts, software, and permissions should be ready before they are needed.<\/span><\/li>\n<li style=\"font-weight: 400\"><b>A buddy or mentor<\/b><span style=\"font-weight: 400\"> answers questions that may seem too minor to warrant a meeting with a manager. They also explain the everyday habits and unwritten rules of the team.<\/span><\/li>\n<li style=\"font-weight: 400\"><b>The new hire<\/b><span style=\"font-weight: 400\"> needs to do their part, too. They should complete assigned training, ask when something is unclear, and speak up if the plan is not giving them the support they need.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400\">In a smaller company, one person may wear several of these hats. What matters is that every task has a person\u2019s name attached to it; \u201csomeone will take care of it\u201d is usually where steps get missed.<\/span><\/p>\n<h2><span style=\"font-weight: 400\">How to build the employee onboarding process in 4 steps<\/span><\/h2>\n<p><span style=\"font-weight: 400\">Training is an important part of the onboarding process, and it sets the scene for the learning that will be provided throughout the employee\u2019s career with your company. Let\u2019s look at how to train new hires online.<\/span><\/p>\n<h3><span style=\"font-weight: 400\">Step 1. Define goals, the journey, and responsibilities<\/span><\/h3>\n<p><span style=\"font-weight: 400\">Start with what a new hire needs to achieve, then work backward. Set clear checkpoints for the first week, the first month, and the end of onboarding. \u201cComplete a first sale,\u201d for example, gives both the employee and the manager more direction than \u201clearn the sales process.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400\">Most <\/span><a href=\"https:\/\/www.ispringsolutions.com\/blog\/how-to-develop-a-training-program\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400\">employee training programs<\/span><\/a><span style=\"font-weight: 400\"> need two layers:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400\"><b>Company-wide onboarding<\/b><span style=\"font-weight: 400\"> introduces new hires to the organization, its culture, and the rules that affect their work.<\/span><\/li>\n<li style=\"font-weight: 400\"><b>Role-specific onboarding<\/b><span style=\"font-weight: 400\"> covers the knowledge and skills needed for a particular position.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400\">Place each goal at the right point in the employee onboarding journey. Then give every activity an owner and a deadline. A task such as setting up CRM access is far less likely to slip when the plan names the person responsible.<\/span><\/p>\n<p><span style=\"font-weight: 400\">For example, an <\/span><a href=\"https:\/\/www.ispring.com\/knowledge-hub\/asynchronous-learning\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400\">asynchronous training<\/span><\/a><span style=\"font-weight: 400\"> program for new hires that utilizes eLearning has many benefits, most notably that it is available on demand, so it can be accessed at any time. It is also reusable, which means creating a training course once and providing it to all new hires \u2014 updating it as needed with minimal effort. It\u2019s also customizable, so you can make multiple versions or pathways for different types of employees.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Now, let\u2019s consider another example. Here is what a one-week onboarding plan for a salesperson might look like:<\/span><\/p>\n<table>\n<tbody>\n<tr>\n<td><b>Plan element<\/b><\/td>\n<td><b>Details<\/b><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400\">Goal<\/span><\/td>\n<td><span style=\"font-weight: 400\">Learn the sales process and complete a sale.<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400\">Knowledge and skills<\/span><\/td>\n<td><span style=\"font-weight: 400\">Identify customer needs, explain product benefits, respond to common objections, and close a sale. Understand how the main competitors position their products.<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400\">Learning resources<\/span><\/td>\n<td><span style=\"font-weight: 400\">Proposal templates, recorded calls, sample chats, and short online courses on discovery, product value, objections, and closing.<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400\">Coach<\/span><\/td>\n<td><span style=\"font-weight: 400\">Ryan Lewis, head of sales<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400\">Knowledge check<\/span><\/td>\n<td><span style=\"font-weight: 400\">Online quizzes followed by a case review with the head of sales or sales director.<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400\">Additional reading<\/span><\/td>\n<td><i><span style=\"font-weight: 400\">The Challenger Sale: Taking Control of the Customer Conversation,<\/span><\/i><span style=\"font-weight: 400\"> by Matthew Dixon and Brent Adamson<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400\">Performance target<\/span><\/td>\n<td><span style=\"font-weight: 400\">One completed sale<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h3><span style=\"font-weight: 400\">Step 2. Create reusable and role-specific onboarding\/training materials<\/span><\/h3>\n<p><span style=\"font-weight: 400\">Once you know what new hires need to learn, decide which materials can be used across the company and which should change by role. A welcome course, for example, can serve everyone. Training on specific processes or systems will depend on the employee\u2019s job.<\/span><\/p>\n<p><span style=\"font-weight: 400\">If you\u2019re new to eLearning, creating these materials may look like a job for a professional course developer. However, <\/span><a href=\"https:\/\/www.ispringsolutions.com\/blog\/elearning-authoring-tools\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400\">modern authoring tools<\/span><\/a><span style=\"font-weight: 400\"> make it possible for HR and L&amp;D teams to handle much of the work themselves.<\/span><\/p>\n<p><a href=\"https:\/\/www.ispringsolutions.com\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400\">iSpring Suite<\/span><\/a><span style=\"font-weight: 400\"> works inside PowerPoint, so authors can start with slides they already have and reuse content from Word or PDF documents. It supports slide-based courses, quizzes, training videos, role-play simulations, and interactive modules. The built-in AI Assistant can draft text and generate images or quiz questions. Authors can also create AI voiceovers and translate courses into more than 50 languages.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Here are several types of onboarding materials you can create with iSpring Suite.<\/span><\/p>\n<h4><span style=\"font-weight: 400\">Videos<\/span><\/h4>\n<p><span style=\"font-weight: 400\">How about a professional-looking welcome and introduction to the company from the CEO or chairman? Video also works well for role-specific content. Subject matter experts can record software demonstrations, process walkthroughs, or short introductions to a department. For materials that change often, AI voiceover makes it easier to update the narration without rerecording it.<\/span><\/p>\n<h4><span style=\"font-weight: 400\">Slide-based courses<\/span><\/h4>\n<p><span style=\"font-weight: 400\">Slide-based courses work well for subjects that need more detail, such as company culture, mission, and core values. Because the source file remains in PowerPoint, teams can update one core course or adapt it for a particular role without rebuilding it.<\/span><\/p>\n<p><a href=\"https:\/\/www.ispringsolutions.com\/blog\/forever-direct-with-ispring-we-created-safety-instructions-that-helped-reduce-accidents-by-50\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400\">Forever Direct<\/span><\/a><span style=\"font-weight: 400\">, the regional distribution center for Forever Living Products, used iSpring Suite to create a standard introduction course for new hires. It covers the company\u2019s objectives, general rules, and social and safety guidelines. Employees also receive additional instructions based on their roles.<\/span><\/p>\n<div id=\"attachment_48315\" style=\"width: 802px\" class=\"wp-caption alignnone\"><img loading=\"lazy\" decoding=\"async\" aria-describedby=\"caption-attachment-48315\" class=\"wp-image-48315 size-full\" src=\"https:\/\/www.ispring.com\/knowledge-hub\/wp-content\/uploads\/2026\/11\/forever-direct-onboarding-program.jpg\" alt=\"The onboarding program for new employees at Forever Direct\" width=\"792\" height=\"446\" \/><p id=\"caption-attachment-48315\" class=\"wp-caption-text\">The onboarding program for new employees at Forever Direct<\/p><\/div>\n<h4><span style=\"color: revert;font-size: revert;text-align: center\">Quizzes<\/span><\/h4>\n<p><span style=\"font-weight: 400\">Quizzes show whether new hires understood the material and where they may need another explanation. They are especially useful after compliance training, where employees need to remember and apply specific rules.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Forever Direct, for example, includes a quiz in its onboarding programs. New employees complete it after studying the introductory materials.<\/span><\/p>\n<div class=\"image_wrapper_caption_margin\" style=\"height: 381px\">\n<div id=\"attachment_41260\" style=\"width: 802px\" class=\"wp-caption alignnone\"><img loading=\"lazy\" decoding=\"async\" aria-describedby=\"caption-attachment-41260\" class=\"wp-image-41260\" src=\"https:\/\/www.ispring.com\/knowledge-hub\/wp-content\/uploads\/2025\/12\/ispring-blog-image-1591606327.webp\" alt=\"Compliance quiz created with iSpring Suite\" width=\"792\" height=\"431\" \/><p id=\"caption-attachment-41260\" class=\"wp-caption-text\">Compliance quiz created with iSpring Suite<\/p><\/div>\n<\/div>\n<div class=\"iframe_preview_wrapper narrow js-demo-iframe\">\n<div>\n<h4><span style=\"font-weight: 400\">Interactive modules<\/span><\/h4>\n<p><span style=\"font-weight: 400\">Interactive modules let employees explore information instead of reading through a long document. They can work as short standalone lessons or form part of a larger course. iSpring Suite includes ready-made templates, so authors don\u2019t have to build every interaction from scratch.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Here are a few examples of onboarding micromodules created in iSpring.<\/span><\/p>\n<p><span style=\"font-weight: 400\">This interactive module gives new employees a tour of the office:<\/span><\/p>\n<\/div>\n<div class=\"iframe_preview\"><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-41281\" src=\"https:\/\/www.ispring.com\/knowledge-hub\/wp-content\/uploads\/2025\/12\/ispring-blog-image-1591606399.webp\" alt=\"\" width=\"792\" height=\"609\" \/><\/div>\n<\/div>\n<p>The following module shows how the company was growing over a number of years:<\/p>\n<div class=\"iframe_preview\"><\/div>\n<div><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-41309\" src=\"https:\/\/www.ispring.com\/knowledge-hub\/wp-content\/uploads\/2025\/12\/ispring-blog-image-1591606493.webp\" alt=\"\" width=\"792\" height=\"546\" \/><\/div>\n<p>And this one provides new hires with answers to many commonly asked questions:<\/p>\n<div class=\"iframe_preview_wrapper narrow js-demo-iframe\"><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-41301\" src=\"https:\/\/www.ispring.com\/knowledge-hub\/wp-content\/uploads\/2025\/12\/ispring-blog-image-1591606513.webp\" alt=\"\" width=\"792\" height=\"622\" \/><\/div>\n<h3><span style=\"font-weight: 400\">Step 3. Deliver and automate the program<\/span><\/h3>\n<p><span style=\"font-weight: 400\">Once the materials are ready, the next job is to get each person the right content without turning HR into a full-time reminder service. A <\/span><a href=\"https:\/\/www.ispring.com\/knowledge-hub\/what-is-lms\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400\">learning management system (LMS)<\/span><\/a><span style=\"font-weight: 400\"> gives new hires a single place to see what they need to complete and what comes next.<\/span><\/p>\n<p><span style=\"font-weight: 400\">With <\/span><a href=\"https:\/\/www.ispring.com\/solutions\/onboarding-lms\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400\">iSpring LMS<\/span><\/a><span style=\"font-weight: 400\">, HR can build a learning track for each role and arrange the courses in a set order. Assignment rules enroll new hires automatically based on their team, job title, or other profile details. The system sends reminders and lets managers know when employees complete their work.<\/span><\/p>\n<p><span style=\"font-weight: 400\">New hires can study in a browser or through the native mobile app, including when they are offline. For blended onboarding, live sessions can sit alongside self-paced courses in the same calendar.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Not every question needs a course. Knowledge Base gives employees a place to return to setup guides, policies, and FAQs after training ends. Its articles can also sync with courses, so authors do not have to update the same information twice. The Company section shows divisions, managers, and team contacts, which helps a new employee work out who handles what.<\/span><\/p>\n<p><span style=\"font-weight: 400\">For the practical side of onboarding, use <\/span><a href=\"https:\/\/www.ispring.com\/knowledge-hub\/fuel-employee-growth\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400\">Development Plans<\/span><\/a><span style=\"font-weight: 400\">. They bring courses, workplace tasks, and on-the-job training into one path. Entire plans can now be assigned automatically when an employee meets the criteria you set.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Use Development Plans to:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400\"><b>Build custom employee onboarding checklists for new hires.<\/b><span style=\"font-weight: 400\"> Complete them with action-based tasks to help employees practice key skills and apply new knowledge on the job.<\/span><\/li>\n<li style=\"font-weight: 400\"><b>Launch mentorship programs. <\/b><span style=\"font-weight: 400\">Assign mentors and supervisors to support new hires and help them adjust to the workplace faster.<\/span><\/li>\n<li style=\"font-weight: 400\"><b>Track onboarding progress. <\/b><span style=\"font-weight: 400\">Detailed reports allow managers to spot areas for improvement and provide extra resources to struggling hires before productivity drops.<\/span><\/li>\n<li style=\"font-weight: 400\"><b>Foster continuous skill development. <\/b><span style=\"font-weight: 400\">Support employee growth across the organization with targeted training.<\/span><\/li>\n<\/ul>\n<div class=\"image_wrapper\"><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-46331\" src=\"https:\/\/www.ispring.com\/knowledge-hub\/wp-content\/uploads\/2026\/04\/Individual-development-plans.png\" alt=\"Individual development plans\" width=\"792\" height=\"565\" \/><\/div>\n<div><\/div>\n<h3><span style=\"font-weight: 400\">Step 4. Measure and improve it<\/span><\/h3>\n<p><span style=\"font-weight: 400\">Course completion is useful, but it does not tell you whether onboarding programs worked. Return to the goals you set in Step 1. Can the new hire handle the core tasks of the role with less help than they needed a month ago? If not, a 100% completion rate doesn\u2019t mean much.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Use LMS data with employee onboarding metrics to see how the learning itself is going. In iSpring LMS, you can track overdue assignments, completion rates, quiz results, and individual attempts. Simulation reports can also show where employees struggle with a particular decision or conversation.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Then look at what happens on the job. Development Plans show whether new hires complete practical tasks and reach their onboarding milestones. OJT reports record a manager\u2019s observations across multiple sessions, which makes it easier to see whether performance improves over time.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Feedback fills in the parts that reports cannot explain. Ask new hires what felt unclear or arrived too late, and check whether managers think the program prepared employees for real work. Time to productivity and early turnover will show whether those improvements carry through to the business.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Review the results after each group completes onboarding. If people finish every course but still miss workplace milestones, the answer may be more practice or better manager support \u2014 not another module. See this guide for more on <\/span><a href=\"https:\/\/www.ispring.com\/knowledge-hub\/how-to-evaluate-a-training-program\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400\">how to evaluate a training program.<\/span><\/a><\/p>\n<h2><span style=\"font-weight: 400\">Onboarding challenges and how to overcome them<\/span><\/h2>\n<p><span style=\"font-weight: 400\">Most onboarding failures are fairly mundane. A manager reschedules a one-on-one three times. IT sends a laptop, but the login details never arrive. The new hire has six courses due and no idea which actual task matters today. None of these is a crisis on its own; together, they make the first month feel improvised.<\/span><\/p>\n<h3><span style=\"font-weight: 400\">Challenge 1: defining the new hire\u2019s role<\/span><\/h3>\n<p><span style=\"font-weight: 400\">An orientation program is a key component of effective onboarding, but providing new employees with a realistic understanding of their roles can help them adjust quickly and confidently.<\/span><\/p>\n<p><span style=\"font-weight: 400\">When the new hire onboarding process is initiated, the employee should be given a clear outline of what is required of them and how they should go about achieving those objectives. The employee should also be given a date by which they should meet those objectives.<\/span><\/p>\n<h3><span style=\"font-weight: 400\">Challenge 2: no clear owner<\/span><\/h3>\n<p><span style=\"font-weight: 400\">New hire onboarding tends to expose the seams between departments. HR may finish its part while IT is still waiting for the manager to approve access. From the new hire\u2019s perspective, the distinction doesn\u2019t matter. They still can\u2019t work.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Use one shared checklist, with an owner and due date for each task. The person coordinating onboarding doesn\u2019t have to do everything. They simply need to notice when something hasn\u2019t happened and follow up before it becomes the employee\u2019s problem.<\/span><\/p>\n<h3><span style=\"font-weight: 400\">Challenge 3: inconsistent manager involvement<\/span><\/h3>\n<p><span style=\"font-weight: 400\">Manager involvement is usually strongest on day one, when the welcome meeting is already on the calendar. Trouble begins later, after regular work takes over. A new hire can remain quiet for an entire week without anyone realizing they\u2019re stuck.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Book the first month of check-ins before the employee starts. Early on, 15 minutes spent reviewing a real piece of work is often more useful than another polished presentation. The meetings can become less frequent as the employee gains confidence and needs less direction.<\/span><\/p>\n<h3><span style=\"font-weight: 400\">Challenge 4: information overload<\/span><\/h3>\n<p><span style=\"font-weight: 400\">Companies often deliver onboarding according to their own internal structure. HR sends the policies. IT shares the setup documents. L&amp;D assigns a full course catalog. The employee receives everything at once.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Release information when it becomes useful. First-day material should help someone get through the first day; deeper process training can wait until they understand the context. Keep reference materials somewhere that\u2019s searchable rather than expecting new hires to remember every detail after seeing it once.<\/span><\/p>\n<h3><span style=\"font-weight: 400\">Challenge 5: delayed access to tools<\/span><\/h3>\n<p><span style=\"font-weight: 400\">Few onboarding problems are as visible as a new employee with nothing to do because a password hasn\u2019t arrived. It wastes time and is awkward for everyone involved.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Treat \u201crequest sent\u201d and \u201caccess works\u201d as two different statuses. Test the essential logins a few days before the start date, and give the new hire one clear IT contact in case something still fails.<\/span><\/p>\n<h3><span style=\"font-weight: 400\">Challenge 6: adapting to company culture<\/span><\/h3>\n<p><span style=\"font-weight: 400\">Company culture becomes visible in ordinary moments: who speaks during meetings, how people disagree, and what happens when a deadline slips. A slide about company values cannot show any of that.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Bring the new hire into real team conversations early. An onboarding buddy can help explain what they are seeing and answer the questions that feel too minor to justify accessing a manager. For remote employees, leave room for informal conversations on the calendar because they won\u2019t happen by accident.<\/span><\/p>\n<p><span style=\"font-weight: 400\">For a more detailed look at common onboarding challenges and ways to overcome them, see our <\/span><a href=\"https:\/\/www.ispring.com\/guides\/how-to-win-the-employee-onboarding-game\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400\">guide to employee onboarding<\/span><\/a><span style=\"font-weight: 400\">.<\/span><\/p>\n<h2><span style=\"font-weight: 400\">The 5 best platforms for new employee onboarding<\/span><\/h2>\n<p><span style=\"font-weight: 400\">Before comparing employee onboarding software, decide where your onboarding process is breaking down. An LMS handles training and progress tracking, while HR and onboarding systems are better suited to paperwork and cross-team workflows. Communication and knowledge tools fill another gap by helping new hires find answers after the welcome meetings end. The five options below overlap in places, but they do different jobs.<\/span><\/p>\n<h3>1. iSpring LMS<\/h3>\n<div class=\"image_wrapper\"><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-47713\" src=\"https:\/\/www.ispring.com\/knowledge-hub\/wp-content\/uploads\/2026\/09\/learning-statistics-ispring-lms.png\" alt=\"Learning statistics in iSpring LMS\" width=\"792\" height=\"528\" \/><\/div>\n<p><a href=\"https:\/\/www.ispring.com\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400\">iSpring LMS<\/span><\/a><span style=\"font-weight: 400\"> handles the training side of the employee onboarding process. HR and L&amp;D team members can create a learning path for each role and set rules that automatically assign it to new hires based on their team, job title, or other profile details.<\/span><\/p>\n<p><span style=\"font-weight: 400\">The platform sends reminders and notifications to employees, while managers can track course completion, quiz results, and overall progress through reports. Development Plans bring workplace tasks into the program through action-based checklists, milestones, and mentor support. New hires can also complete courses in the mobile app, even when they\u2019re offline.<\/span><\/p>\n<p><span data-sheets-root=\"1\"><div class=\"product-inside-article product-inside-article_learn\">\n    <div class=\"product-inside-article__text-wrapper product-inside-article__text-wrapper_learn\">\n        <div class=\"product-inside-article__header product-inside-article__header_learn\">\n            <a href=\"https:\/\/www.ispring.com\/trial?ref=blog-banner\" class=\"product-inside-article__header-link product-inside-article__header-link_learn\" target=\"_blank\">iSpring LMS<\/a>\n        <\/div>\n        <div class=\"product-inside-article__text product-inside-article__text_learn\">for your mission-critical project<\/div>\n        <div class=\"product-inside-article__button-wrapper\">\n            <a class=\"product-inside-article__button product-inside-article__button_article b-button__learn-button\" href=\"https:\/\/www.ispring.com\/trial?ref=blog-banner\" target=\"_blank\">Start your trial<\/a>\n            <a class=\"product-inside-article__link b-link_learn-more_white\" href=\"https:\/\/www.ispring.com?ref=blog-banner\" target=\"_blank\"><span class=\"b-link_learn-more_white__text\">Explore iSpring LMS<\/span><span class=\"b-link_learn-more_white__arrow\"> &rarr;<\/span><\/a>\n        <\/div>\n    <\/div>\n    <a class=\"product-inside-article__image-wrapper product-inside-article__image-wrapper_article product-inside-article__image-wrapper_learn\" href=\"https:\/\/www.ispring.com?ref=blog-banner\" target=\"_blank\" aria-label=\"iSpring LMS\">\n        <img decoding=\"async\" width=\"258\" height=\"335\" class=\"product-inside-article__image product-inside-article__image_article\" src=\"https:\/\/www.ispring.com\/knowledge-hub\/wp-content\/themes\/ispring-blog-flat-bootstrap\/images\/float_block\/lms-banner.webp\" srcset=\"https:\/\/www.ispring.com\/knowledge-hub\/wp-content\/themes\/ispring-blog-flat-bootstrap\/images\/float_block\/lms-banner-x2.webp\" alt=\"iSpring LMS\" loading=\"lazy\"\/>\n    <\/a>\n<\/div> <\/span><\/p>\n<h3>2. Freshteams<\/h3>\n<div class=\"image_wrapper\"><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-41313\" src=\"https:\/\/www.ispring.com\/knowledge-hub\/wp-content\/uploads\/2025\/12\/ispring-blog-image-1679558091.webp\" alt=\"Freshteams platform\" width=\"792\" height=\"480\" \/><\/div>\n<p><span style=\"font-weight: 400\">Freshteam focuses on the paperwork and coordination that take place before a new hire starts working. Once a candidate accepts an offer, HR can send a welcome kit, collect forms and documents, and request electronic signatures through the platform.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Onboarding checklists help divide the remaining work among HR, IT, and the hiring manager. Each task can have its owner and due date, while automated reminders keep important details, such as preparing equipment or arranging system access, from getting lost before day one.<\/span><\/p>\n<h3>3. Enboarder<\/h3>\n<div class=\"image_wrapper\"><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-41315\" src=\"https:\/\/www.ispring.com\/knowledge-hub\/wp-content\/uploads\/2025\/12\/ispring-blog-image-1679557822.webp\" alt=\"Enboarder platform\" width=\"792\" height=\"480\" \/><\/div>\n<p><span style=\"font-weight: 400\">Enboarder is an online platform that helps companies optimize <\/span><a href=\"https:\/\/www.ispring.com\/knowledge-hub\/preboarding\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400\">preboarding<\/span><\/a><span style=\"font-weight: 400\">, onboarding, reboarding, and offboarding workflows. It connects HR, IT, managers, and employees, so everyone knows what needs to happen from offer acceptance through the first 90 days and beyond.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Users can create virtual spaces for new employees and their teams to get acquainted and bond using introduction videos, coffee catch-up calls, and an onboarding buddy system. The tool also provides you with onboarding checklists to make sure no important item gets missed and built-in coaching for HR professionals to ensure they\u2019re effectively guiding new employees toward success.<\/span><\/p>\n<h3>4. Monday.com<\/h3>\n<div class=\"image_wrapper\"><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-41320\" src=\"https:\/\/www.ispring.com\/knowledge-hub\/wp-content\/uploads\/2025\/12\/ispring-blog-image-1679558130.webp\" alt=\"Monday.com platform\" width=\"792\" height=\"476\" \/><\/div>\n<p><span style=\"font-weight: 400\">Monday.com is a general work-management platform that teams can adapt for the employee onboarding process. A shared board gives HR, IT, and hiring managers a clear view of each new hire\u2019s tasks, owners, deadlines, and current status.<\/span><\/p>\n<p><span style=\"font-weight: 400\">The platform offers an onboarding template that team members can customize around their own process. They can also use it to organize 30-, 60-, and 90-day plans, automate reminders, and track progress after the employee starts.<\/span><\/p>\n<h3>5. Deel<\/h3>\n<div class=\"image_wrapper\"><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-41324\" src=\"https:\/\/www.ispring.com\/knowledge-hub\/wp-content\/uploads\/2025\/12\/ispring-blog-image-1679557865.webp\" alt=\"Deel\u00a0platform\" width=\"792\" height=\"491\" \/><\/div>\n<p><span style=\"font-weight: 400\">Deel is a global HR, payroll, compliance, and IT platform for distributed teams. It brings contracts, employee data, payroll, and equipment requests into the same onboarding process, which is particularly useful when new hires work in different countries.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Teams can create workflows that change based on an employee\u2019s location or role. Deel then assigns tasks, sends reminders, tracks required documents, and helps coordinate steps such as signing contracts, adding employees to payroll, and preparing equipment before their start date.<\/span><\/p>\n<h2><span style=\"font-weight: 400\">Final thoughts<\/span><\/h2>\n<p><span style=\"font-weight: 400\">We hope you got some actionable ideas from this in-depth look at new employee onboarding to use in your own onboarding programs.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Would you like to get more details on how you can streamline the onboarding process with iSpring LMS and see the LMS in action? Sign up for a <\/span><a href=\"https:\/\/www.ispring.com\/demo\"><span style=\"font-weight: 400\">free demo<\/span><\/a><span style=\"font-weight: 400\">.<\/span><\/p>\n<p><span style=\"font-weight: 400\">And if you\u2019d like to build compelling online courses, take iSpring Suite for a test drive with a full-featured <\/span><a href=\"https:\/\/www.ispringsolutions.com\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400\">14-day trial<\/span><\/a><span style=\"font-weight: 400\">.<\/span><\/p>\n<h2><span style=\"font-weight: 400\">FAQ<\/span><\/h2>\n<p><span style=\"font-weight: 400\">Here you\u2019ll find the most common questions people ask about the onboarding process.<\/span><\/p>\n<h3><span style=\"font-weight: 400\">How long should onboarding take?<\/span><\/h3>\n<p><span style=\"font-weight: 400\">Many HR professionals agree that the structured onboarding process should take at least three months. But this isn\u2019t the norm. The main thing here is that your onboarding process should be tailored to the needs of your company and employees.<\/span><\/p>\n<h3><span style=\"font-weight: 400\">What is the difference between onboarding and induction?<\/span><\/h3>\n<p><span style=\"font-weight: 400\">Induction usually lasts one or up to a few days, whereas onboarding can begin before an employee\u2019s first day and last for weeks or months. Inductions can be focused on so-called \u201ctick-box\u201d tasks like new hire paperwork and <\/span><a href=\"https:\/\/www.ispring.com\/knowledge-hub\/employee-compliance-training\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400\">compliance training<\/span><\/a><span style=\"font-weight: 400\">. And onboarding is a long-term process that is designedto help people integrate into a company and become a productive member quickly.<\/span><\/p>\n<h3><span style=\"font-weight: 400\">Is it possible to onboard employees remotely?<\/span><\/h3>\n<p><span style=\"font-weight: 400\">Sure. This is more challenging than doing it on-site, but there are some great practices that can help your remote employees get used to their new environment and become productive quickly. Check out this article on <\/span><a href=\"https:\/\/www.ispring.com\/knowledge-hub\/remote-onboarding\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400\">how to onboard your new hires online<\/span><\/a><span style=\"font-weight: 400\">.<\/span><\/p>\n<h3><span style=\"font-weight: 400\">What should an employee onboarding process include?<\/span><\/h3>\n<p><span style=\"font-weight: 400\">Effective employee onboarding includes preboarding paperwork, clear goals, job training, introductions to key colleagues, and ongoing check-ins that help the employee find their footing.<\/span><\/p>\n<p><span data-sheets-root=\"1\"><div class=\"product-inside-article product-inside-article_learn\">\n    <div class=\"product-inside-article__text-wrapper product-inside-article__text-wrapper_learn\">\n        <div class=\"product-inside-article__header product-inside-article__header_learn\">\n            <a href=\"https:\/\/www.ispring.com\/trial?ref=blog-banner\" class=\"product-inside-article__header-link product-inside-article__header-link_learn\" target=\"_blank\">iSpring LMS<\/a>\n        <\/div>\n        <div class=\"product-inside-article__text product-inside-article__text_learn\">for your mission-critical project<\/div>\n        <div class=\"product-inside-article__button-wrapper\">\n            <a class=\"product-inside-article__button product-inside-article__button_article b-button__learn-button\" href=\"https:\/\/www.ispring.com\/trial?ref=blog-banner\" target=\"_blank\">Try for free<\/a>\n            <a class=\"product-inside-article__link b-link_learn-more_white\" href=\"https:\/\/www.ispring.com?ref=blog-banner\" target=\"_blank\"><span class=\"b-link_learn-more_white__text\">Learn more<\/span><span class=\"b-link_learn-more_white__arrow\"> &rarr;<\/span><\/a>\n        <\/div>\n    <\/div>\n    <a class=\"product-inside-article__image-wrapper product-inside-article__image-wrapper_article product-inside-article__image-wrapper_learn\" href=\"https:\/\/www.ispring.com?ref=blog-banner\" target=\"_blank\" aria-label=\"iSpring LMS\">\n        <img decoding=\"async\" width=\"258\" height=\"335\" class=\"product-inside-article__image product-inside-article__image_article\" src=\"https:\/\/www.ispring.com\/knowledge-hub\/wp-content\/themes\/ispring-blog-flat-bootstrap\/images\/float_block\/lms-banner.webp\" srcset=\"https:\/\/www.ispring.com\/knowledge-hub\/wp-content\/themes\/ispring-blog-flat-bootstrap\/images\/float_block\/lms-banner-x2.webp\" alt=\"iSpring LMS\" loading=\"lazy\"\/>\n    <\/a>\n<\/div><\/span><\/p>\n<div id=\"xsbf-after-content\" class=\"after-content\"><\/div>\n","protected":false},"excerpt":{"rendered":"<p>Employee onboarding shouldn\u2019t feel like handing someone a login, a stack of forms, and a calendar full of unfamiliar names.&hellip; <a class=\"read-more\" href=\"https:\/\/www.ispring.com\/knowledge-hub\/new-employee-onboarding\" >Read More<\/a><\/p>\n","protected":false},"author":13371338,"featured_media":42208,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[3,316],"tags":[306],"resource-type":[309],"class_list":["post-41157","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-use-cases","category-onboarding-adaptation","tag-training-management","resource-type-article"],"acf":[],"aioseo_notices":[],"aioseo_head":"\n\t\t<!-- All in One SEO Pro 5.0.5 - aioseo.com -->\n\t<meta name=\"description\" content=\"Learn why onboarding is so important and get a complete guide on how to onboard your new employees and make them productive from day one.\" \/>\n\t<meta name=\"robots\" content=\"max-image-preview:large\" \/>\n\t<meta name=\"author\" content=\"Helen Colman\"\/>\n\t<link rel=\"canonical\" href=\"https:\/\/www.ispring.com\/knowledge-hub\/new-employee-onboarding\" \/>\n\t\t<meta name=\"generator\" content=\"All in One SEO Pro (AIOSEO) 5.0.5\" \/>\n\t\t<meta property=\"og:locale\" content=\"en_US\" \/>\n\t\t<meta property=\"og:site_name\" content=\"iSpring knowledge hub: practical insights to evaluate LMS solutions \u2013 Boost your L&amp;D expertise. 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