Onboarding Done Right: How to Retain New Hires from Day One

Hiring top talent is just the beginning—the real challenge lies in keeping them engaged and committed. With nearly one-third of new hires quitting within the first 90 days, onboarding has never been more critical to retention. 

A strong onboarding experience doesn’t just check boxes—it sets the tone, builds loyalty, and jumpstarts performance. Here’s how to help every new hire feel like a valued team member from day one.

1. Start Before Day One

Your onboarding journey begins the moment a candidate accepts the offer. A well-crafted “preboarding” process can ease anxiety and build excitement. Think: welcome emails, introductions to team members, and access to helpful resources like FAQs or an agenda for their first week. 

Pro tip: Have the Hiring Manager send a personalized welcome message or ask a future teammate to do so—it’s a simple gesture that makes a lasting impact. 

2. Create a Structured Onboarding Plan

A scattered first week is overwhelming. A clear, well-structured plan provides new hires with direction and confidence. Include the following: 

• A timeline for training and check-ins 

• Defined goals for the first 30, 60, and 90 days 

• Opportunities to connect with other departments 

Why it matters: A standardized plan ensures every new hire receives the same high-quality experience.

3. Focus on Culture and Connection

Don’t underestimate the power of belonging. Introduce new employees to your culture early and often—through team lunches, employee spotlights, or even assigning a buddy for casual check-ins. 

Why it matters: Employees who feel connected to their team are more than 3x as likely to be engaged at work.

4. Set Clear Expectations

Unclear job duties are a fast track to disengagement. From day one, ensure your new hires understand: 

• What success looks like in their role 

• How their work supports company goals 

• Who to go to for questions or feedback 

Pro tip: In the first week, leverage 1:1 meetings to align on immediate priorities and set clear performance metrics.

5. Check In Early and Often

Don’t wait until the 90-day mark to ask how things are going. Regular touchpoints, particularly in the first month, help address challenges early and ensure new hires feel supported. Ask questions like: 

• How are you managing your workload so far? Is there anything hindering your productivity? 

• Are there any specific tools or processes you need more clarity on? 

• Do you have a clear understanding of your short-term goals and priorities? 

• Is there any additional training or information you feel would be helpful right now? 

6. Collect Feedback and Continuously Improve

The best onboarding programs evolve. Ask your new hires what worked, what didn’t, and where you can improve. Surveys, informal conversations, and stay interviews provide insights you can use to refine the experience for future hires—and show employees their feedback matters. 

Effective onboarding is a strategic investment in retention and engagement. By making new hires feel informed, connected, and valued from the start, you’re laying the foundation for long-term success—for them and for your organization.  

At CFS, we don’t just help you find the right hire—we help set them (and you) up for success. Whether you’re looking to build a more effective onboarding process or strengthen your entire hiring strategy, our team is here to support you every step of the way. 

Let’s connect and create a hiring experience that drives results—starting on day one. Contact us today!