Boost the impact of your onboarding with digital learning

According to a recent study by Klaxoon, a failed hire costs a company an average of more than €7,000. A heavy burden after so much energy has already been invested in convincing the candidate to join the adventure! 

But what are the main causes of these failures?

One possible cause of a failed hire is the recruitment process itself: an incomplete methodology where skills and knowledge are not thoroughly assessed. It’s difficult to realize, only a few weeks later, that the candidate’s knowledge and know-how don’t actually match the responsibilities for which they were hired. 

That’s a major cost for the company, which has already invested in sourcing the profile, whether through specialized job boards or external service providers (like recruitment firms), not to mention the time spent by HR, the hiring manager, and leadership.

Another common cause of failed recruitment is poor onboarding of the new employee. Today, companies expect newcomers to adapt quickly to their new environment and corporate culture. But are they really given all the keys to succeed? 

According to Mark Murphy, author of the New York Times bestseller Hiring for Attitude, one in two hires fails after 18 months. A frightening statistic that underscores the importance of investing in the onboarding process, even after recruitment is over.

The goals of onboarding 

What is the purpose of an onboarding journey? Why is it essential to prepare for new hires’ arrival? 

There are many benefits to implementing a structured onboarding program from day one: 

• The primary objective of onboarding is to help new hires get to know their colleagues. Feeling good at work starts with positive relationships within the team. Considering that we spend 12% of our lives at work, about 99,117 hours, it’s vital to know and appreciate the people you’ll be working with. 
• Another key goal is to help newcomers understand the company’s products or services. To feel confident in their role, employees need a clear overview of the company’s business. Onboarding gives them time to explore resources and master the essential knowledge required to perform well. 
• Onboarding also allows new hires to discover the company’s history. When was it founded? By whom? Why? What values do its leaders defend? These are crucial elements that help employees adapt quickly to their new environment. 

Beyond these objectives, strengthening the onboarding process adds enormous value for the company. 

The benefits of successful onboarding 

The same study highlights that 33% of employees know during their first week whether they will stay with the company long-term. That’s why investing in onboarding pays off.

One of the biggest advantages of onboarding is that it allows employees to quickly assimilate the company culture: 

• talking with colleagues and managers to understand codes and processes, 
• observing team outputs to immerse themselves in the brand identity and visual universe, 
• learning about annual events to grasp the dynamics of different business units. 

Onboarding also helps build relationships across teams. This is the moment when mobilizing existing employees is key to multiplying both formal and informal interactions between newcomers and long-time staff. 

In addition to understanding the overall organization, onboarding must also help employees better grasp their role. From operational scope to performance objectives, onboarding clarifies expectations for the months ahead. The clearer their mission, the faster they’ll feel comfortable and confident. 

Finally, onboarding is also the perfect time to upgrade skills. Updating knowledge, learning new practices, mastering new tools, these first weeks are decisive in helping newcomers become autonomous in their roles.

Digitizing part of your onboarding content is an excellent way to structure and accelerate skill-building. Since onboarding typically lasts two to three months, it’s hard to dedicate so much time from existing teams to support each new hire. 

Digital tools make it possible to balance synchronous and asynchronous moments, creating key touchpoints while allowing new employees to adapt at their own pace. 

The Teach Up team shares four tips to leverage digital tools effectively in onboarding programs: 

Tip #1: Deliver value at the right moment 

As we’ve seen, the first weeks are crucial for assimilating company knowledge. Make life easier by digitizing as many foundational resources as possible, information that applies to every new hire, regardless of role. This saves you from repeating the same messages and lets you focus on high-value interactions. 

Need to train newcomers on company-specific processes and methods? Digitize the most theoretical content, the parts where live input adds little value. That way, in-person sessions can be used for practice: simulations, Q&A with teams, or shadowing days in the office. These moments will be more impactful if the employee has already learned the basics at their own pace. 

Tip #2: Build a solid resource hub 

"We don’t all learn at the same pace!" 

This saying applies to theoretical knowledge, skills, and even soft skills. It’s essential to give newcomers time to absorb information about company operations: core business knowledge, tools, and organizational structure. 

By digitizing these resources, you allow employees to access them at their own pace and revisit them anytime. A well-designed resource hub helps new hires navigate the flood of information, leaving them reassured and well-equipped throughout onboarding. 

Tip #3: Optimize face-to-face moments 

While digitalization offers undeniable benefits, some key moments of onboarding are best experienced in person. 

Testing a tool, participating in a workshop, tackling a field challenge, discussing a specific issue with colleagues and managers, delivering a group project, all these experiences add real value for newcomers. 

To maximize these sessions, provide theoretical content digitally in advance. This reassures new hires and equips them to get the most from in-person time. 

A field challenge is a learning-by-doing activity supported by a digital module. It guides employees step by step, remotely and seamlessly, as they build skills. 

For synchronous interactions at the office, rely on rituals: regular meetings where new hires discuss with managers and colleagues. These rituals structure the onboarding journey and provide dedicated moments for Q&A on the concepts already learned asynchronously. 

Tip #4: Personalize the onboarding experience 

With an agile onboarding program, you can collect data and feedback on newcomers’ first steps. Whether digital or in-person, you can easily track progress and tailor support. 

Example: monitor performance in a digital training module, then schedule a follow-up discussion to answer questions or share extra resources. 

Good support is also key to successful onboarding. If discussions aren’t enough, set up a coaching session or create a mentorship relationship with another employee. This reassures newcomers and helps bridge any knowledge gaps before they fully step into their role.

To strengthen onboarding, the key is to balance synchronous sessions at the office with asynchronous digital modules. This is the essence of blended learning. 

The goal of blended learning is to make training engaging and dynamic by varying learning activities (modules, videos, challenges, podcasts) and combining synchronous and asynchronous time. 

You can already transform your onboarding program by creating the most relevant experience possible with this concept. To take it further, Teach Up offers a SPOC (Small Private Online Course), an immersive mini-site that brings all onboarding resources together in one place.