The Difference Between New Hire Orientation and Onboarding

New hire onboarding and orientation are often viewed as interchangeable terms for the same process. However, they are different sets of tasks with somewhat similar objectives. The goal of both activities is to complete everything required for bringing a new employee onto the staff. But of course, there is a lot that goes into welcoming a new addition to your team. 

New hire orientation makes up a large portion of a broader set of employee onboarding tasks. It’s a series of cut-and-dry tasks that must be completed before an employee can start on their day-to-day role responsibilities. Orientation is easy to carry out because the process is exactly the same for every new hire who joins the organization. 

New hire onboarding tasks (that fall outside the orientation category) require more thought. The ultimate goal is to make the new hire feel welcome and help them see how their role will impact the organization’s growth and goals. It results in them coming away from their first few days on the job feeling like they’ve made the right career decision and excited to do great work. 

The caveat is onboarding needs to be applied differently for every new hire. Each employee not only has unique objectives and responsibilities. They also have different questions floating around their head and varying levels of comfort in their new work environment. 

Let’s review the main differences between orientation and onboarding:

• Orientation completes all action items associated with bringing a new employee onto the staff. Onboarding puts their mind at ease and helps them understand what they should strive to achieve. 
• Orientation is carried out consistently for every new hire. Onboarding requires personalization. 
• Orientation is a short process that concludes after an employee’s first few days on the job. Onboarding can go on for months depending on the duration of training and the frequency of check-in meetings.

In many ways, orientation has evolved to become onboarding. Modern organizations value employee engagement and an all-encompassing onboarding and orientation process completes all the required tasks for the new hire—and empowers them to deliver outstanding results from day one on. 

What is included in new hire orientation?

Whenever a new employee joins your organization, there is a clear checklist that must be completed. Whether they’re an experienced executive or entry-level hire, the items included are the same. Here are some common tasks that make up a typical orientation process:

• Have the new hire complete required paperwork, including tax withholding, benefits enrollment, and payroll direct deposit forms.
  Responsibility: Human Resources
• Request the new hire read the employee handbook and walk them through important organizational policies.
  Responsibility: Human Resources
• Give the new hire a short presentation covering the organization’s history, values, mission statement, and leadership team.
  Responsibility: Human Resources
• Give the new hire a tour of the workplace and explain health and safety procedures.
  Responsibility: Human Resources/Office Manager
• Set up the new hire’s workspace with the equipment and tools required for their job.
  Responsibility: IT/Office Manager
• Create an email account and other required logins for the new hire.
  Responsibility: IT/Office Manager
• Teach the new hire how to use their equipment and brief them on your property and internet usage policy.
  Responsibility: IT/Office Manager
• Enroll the new hire in general employee training programs or courses relevant to their role.
  Responsibility: Human Resources

Most orientation tasks can be squared away in the first few days of the employee joining the organization. Some activities can even be completed via email before their start date (e.g. filling out new hire paperwork and reviewing the employee handbook).

What is included in new hire onboarding?

Onboarding is more nuanced than orientation. However, it’s an easy process to implement if you stop and put yourself in a new hire’s shoes. Consider what gestures you would appreciate when starting a new job and implement them in your organization. Here are a few ideas for evolving from orientation to onboarding:

• Send the new hire an email a few days before their state date letting them know you’re anticipating their arrival. Include their schedule for their first day and instructions on when to arrive and how to enter the workplace.
  Why it’s important: You’re keeping up the excitement established during the hiring process and letting them know what to expect on their first day. 
• Take the new hire to lunch with their immediate team members or have some type of informal get-together.
  Why it’s important: The new hire starts bonding with the people they’ll work closely with in a casual setting. 
• Have the new hire’s manager schedule a meeting with them to discuss their objectives in relation to broader team goals.
  Why it’s important: The new hire learns what goals they’ll need to strive for and how their success will have an impact on their team and the organization. 
• Have the new hire’s manager schedule a meeting with them for the end of the first week and month to recap how things are going.
  Why it’s important: Most new hires will have plenty of questions after a few days on the job and this meeting gives them the opportunity to ask them. 
• Schedule a meeting with them after their first 2-3 months to recap how things are going.
  Why it’s important: The new hire again has the opportunity to ask questions and can also contribute ideas based on what they’ve learned to that point. 
• Ask the new hire to complete an engagement survey based on their experience joining the organization. 
  Why it’s important: Your organization can improve its onboarding process as you bring on more and more new hires.

Onboarding is all about proactively welcoming new employees. Consider what challenges people typically encounter when starting a new job and put measures in place to resolve them before they occur. 

Combine orientation and onboarding for new hire success

Orientation combined with onboarding helps the organization seamlessly bring on a new employee while providing them with a positive experience. You not only complete all the busy work required for adding someone new to the staff. You also put their mind at ease and set them up for long-term success. 

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