How can companies create engaging onboarding experiences that match their company culture and industry?

Every company has to develop an onboarding experience that fits who they are as an organization – it is not a one-size-fits-all approach. That said, there are a few considerations all leaders can keep in mind to make sure their onboarding process is a success and fit with the culture:

Create unique content. This is something I cannot stress enough, and a practice we have found works really well for us. Videos can be created remotely and don't need to have a high production value. Asking people to record clips on their phones is an easy way to get this done, and makes it feel relatable.
Set up a buddy system. Give someone a go-to resource they can ask questions of, and make sure to introduce them first-thing (or close to it) on their first day. Having someone to ask basic things like, "what is the password for this tool" or "how do I request PTO" can help pave the way for a natural relationship in the long-term.
Don't jam everything into one day. The first day on a job is always overwhelming, so don't overload a new hire with all the nitty-gritty stuff in just nine hours. Spread it out how you can to ease them into everything. Include intros on day one, but maybe save PTO and expense processes for day three or four.
Set up achievable goals. Create a probation period plan with concrete objectives and small projects. This small step usually helps managers to review performance and check motivation. You must provide an opportunity to apply skills and design an atmosphere where employees may collaborate with teammates and department stakeholders.
Organize a team meeting just to introduce them. Do an ice breaker, set up a fun virtual event, and go through everyone's role so they can get to know each person they will interact with on a regular basis.

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