Teamso
Guide · Onboarding

Win new hires over from day one

Build an onboarding process, from pre-boarding to the first 90 days, that gets new employees productive quickly and keeps them with you.

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What is onboarding, and how is it different from orientation?

Orientation is usually an introduction limited to the first day or week: a company overview, policies and an office tour. Onboarding is a structured process that starts when the offer is accepted and runs until the employee is fully productive in their role. Admin tasks, equipment, training, goals, team relationships and feedback conversations are all part of it.

Good onboarding helps new hires feel early on that they are in the right place. Poor onboarding can waste the effort that went into hiring within the first few months; first impressions set the tone of an employee's relationship with the company.

Stages

The four stages of onboarding

When every stage has a clear owner and expected outcome, the process relies on a system rather than on individuals.

Pre-boarding

Welcome message, document collection, contract, equipment and accounts. The new hire arrives prepared.

First day

Welcome, team introductions, workspace and system access. Everything should be ready at the desk.

First week

Mandatory training, role and process training, a buddy match and an expectations conversation with the manager.

First 90 days

30-60-90 day goals, regular one-to-ones and two-way feedback at the end of the period.

A sample 30-60-90 day plan

The plan below is a general framework; adapt it to the complexity of the role and the structure of the team.

PeriodFocusExpected outcome
First 30 daysLearn: company, team, product, tools and processesHandles core tasks with support
Days 31–60Contribute: take on responsibilities step by stepDelivers first concrete work independently
Days 61–90Own: full contribution to goals, improvement ideasClear goals and an end-of-period feedback conversation

The 90-day conversation can be combined with the probation review and in-year goal setting. To see how those goals are assessed at year end, read our year-end performance review guide.

Admin tasks to finish before the start date

In Turkey, some steps for a new employee must be completed before they start work. Build your timeline around them:

  • SGK employment notification: Must be filed with the Social Security Institution before the employee starts work.
  • Employment contract: Role, pay, working hours and any probation period should be agreed in writing.
  • Personnel file documents: ID, address, education and health documents should be collected and stored securely.
  • KVKK privacy notice: Employees must be informed why their personal data is processed, as required by Turkey's data protection law.
  • Occupational health and safety training: New employees should receive OHS training before they start work.
Required documents and deadlines can vary by workplace and type of employment; confirm special cases with your accountant or legal advisor. In other countries, follow local employment and data protection rules.

Common onboarding mistakes

  • An unprepared first day: A first day without a laptop, email or system access sends a strong negative signal.
  • Information overload: Spread information over weeks instead of cramming it into the first two days.
  • Leaving it all to HR: Without the manager and team involved, new hires struggle to build connections.
  • Unclear expectations: If success in the first 90 days is not written down, feedback cannot be meaningful.
  • Not asking for feedback: If new hires are never asked about the process, the same mistakes repeat with every hire.

Onboarding checklist

  • Welcome message and first-day details sent after offer acceptance
  • Onboarding documents collected digitally and added to the personnel file
  • SGK employment notification filed before the start date
  • Employment contract and privacy notice signed
  • Laptop, phone and other equipment assigned
  • Email and system access set up
  • OHS and other mandatory training scheduled
  • Buddy assigned and first-week schedule shared
  • 30-60-90 day goals written with the manager
  • 90-day feedback conversation added to the calendar
With Teamso

Deliver the same quality onboarding for every hire

Tasks, documents and reminders in one flow, from offer acceptance to the first 90 days.

Onboarding workflows

Create task templates by role and department; tasks are assigned automatically to HR, managers and IT.

Digital documents and records

Collect onboarding documents online and manage contracts and privacy notices digitally.

Digital welcome

Introduce new hires to your culture, team and first-week schedule before day one.

Related solutions: Onboarding & Offboarding · Digital Welcome · Employee Records · E-Documents · Asset Management · Applicant Tracking

Frequently asked questions

How long should onboarding last?
A common approach covers the first 90 days. For complex or management roles it can run longer; what matters is that every period has a clear goal and owner.
Are onboarding and orientation the same thing?
No. Orientation is usually an introductory programme for the first days; onboarding is a broader process that runs from offer acceptance until the employee is fully productive, and it includes orientation.
Who is responsible for onboarding?
HR designs and tracks the process, but the manager owns role and goals, IT owns equipment and access, and the buddy supports day-to-day integration. Tasks need to be clearly assigned to each of them.
How do you onboard a remote employee?
Equipment delivered before day one, documents collected digitally, frequent scheduled video calls in the first week and an active buddy are the core of remote onboarding.
How do you measure onboarding success?
Early attrition, new-hire satisfaction surveys, time to reach goals and the manager's 90-day assessment are commonly used indicators.

Give every new hire the same strong start

Let's build your onboarding workflow together in Teamso.

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