Interactive Onboarding Timeline

Plan onboarding that retains talent

22% of new hires leave within 45 days. Main cause: non-existent or poorly structured onboarding. Our interactive timeline lets you plan each integration step, from Day-7 (pre-boarding) to Day+90 (end of probation), with tasks, owners and key milestones.

Checklist d'onboarding IA

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Taille de l'équipe

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The 4 phases of successful onboarding

Pre-boarding (Day-7 to Day-1)

Prepare arrival before Day 1: equipment, access, first week schedule, welcome message.

–Workstation configured and ready
–IT access and tools activated
–First week schedule sent
–Team announcement of arrival

Welcome (Day 1 to Day 7)

First week is critical. Welcome, team introduction, tool training and first targets.

–Office tour and team introduction
–Tool and process training
–Team lunch
–First meeting with manager

Skills Building (Day 8 to Day 30)

First month of learning: job training, first projects, regular feedback.

–First month targets defined
–Buddy or mentor assigned
–Weekly meetings with manager
–First deliverables expected

Autonomy (Day 31 to Day 90)

Toward full autonomy: growing responsibilities, probation assessment, 6-month projection.

–Independent projects
–Mid-probation assessment (Day 45)
–Individual development plan
–End probation review (Day 90)

Essential tasks for each phase

Pre-boarding and Day 1

IT equipment prepared and tested
Computer, monitor, keyboard, phone, headset configured
Accounts and access created
Email, messaging, job tools, badge, VPN
Welcome kit sent
Welcome booklet, goodies, week schedule
Buddy or mentor assigned
Reference colleague for daily questions
Team lunch planned
Informal moment on Day 1 to break the ice

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ROI of structured onboarding

Structured onboarding reduces turnover by 40%, accelerates productivity ramp 50% and improves engagement 54%. For 45,000€ annual salary, early departure costs 30,000-50,000€. Investing hours in onboarding plan is best HR ROI.

How long should onboarding last?

Effective onboarding lasts minimum 90 days (probation period). Best practices recommend 6-month structured follow-up for strategic roles. Studies show companies with 90+ day onboarding have 25% higher retention than those limiting integration to first week.

Who is responsible for onboarding?

Onboarding is shared responsibility between HR (admin, compliance, culture), direct manager (targets, job training, assessment) and buddy (social integration, practical questions). HR coordinates process but manager has most impact on integration success. Clear RACI is essential.

How do I adapt onboarding to remote work?

Remote onboarding needs more structure and proactivity. Send equipment in advance, multiply video calls first week (2 daily), create dedicated discussion channel, plan virtual coffee with team and arrange at least one in-person day first week if possible. Isolation risk is remote onboarding's main enemy.

What KPIs should I track for onboarding?

Key metrics: retention rate at 90 days and 1 year, time-to-productivity (time to full autonomy), new hire satisfaction score (survey at Day 30 and 90), probation validation rate and NPS of integration experience. Track these to continuously improve process.

Can I use this timeline for interns or apprentices?

Absolutely. Structure is same but tasks and milestones adapt. Interns and apprentices need closer follow-up, enhanced training and specific learning objectives. Interactive timeline lets you customize phases and tasks by contract type.

Succeed with every integration with Aurelia

Aurelia guides your recruitments from need framing to end of probation. One tool for complete process.

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Interactive Onboarding Timeline | Plan Integration

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