Introduction
Onboarding is the process that starts when the contract is signed by a new hire and is aimed at
transforming the new hires into confident, comfortable, and empowered team members (Groef,
2020). Onboarding covers the induction process, and orientation and focuses on sharing
knowledge and communicating the corporate's values, mission, and goal. Consequently, many
companies assume onboarding is limited to induction and orientation and doesn't invest enough
time and resources.
Based on research, providing successful support through the onboarding process enhances
retention rate by 82% and productivity by over 70% (Qualee Technology, 2022). This is reason
enough to focus on the onboarding process and make the necessary preparation. Onboarding
helps new hires to understand their contract, job requirement, corporate values, and culture and
has a smooth transition into their work (Qualee Technology, 2022).
According to Bauer (2004), onboarding has four distinct levels commonly called the four C's.
These are compliance, clarification, culture, and connection. Additionally, the degree to which
an organization implements the onboarding process from the four C's perspective is divided into
three levels (Bauer, 2004). These levels are passive, high potential, and proactive which shows
how dedicated the firm is to this process.
Consider the best and worst onboarding experiences you've had and compare them by
applying the Onboarding Strategy Levels and how they addressed the four C's.
The best onboarding experience I had was when I joined the Commercial Bank of Ethiopia. The
company had an initial welcome ceremony where they provided us with a brief description of the
company and rules and regulations. After two weeks of joining the company, we get an
induction. The induction process was a one-week whole-day training regarding the various
departments and operations of the bank starting with the corporate values, mission, and goals.
This training session was detailed and thorough however since the department I was assigned to
did not participate in the process, I wasn't able to fully understand my roles. Later, the
department has its welcome ceremony where they provided us with a brief description of the
Onboarding is the process that starts when the contract is signed by a new hire and is aimed at
transforming the new hires into confident, comfortable, and empowered team members (Groef,
2020). Onboarding covers the induction process, and orientation and focuses on sharing
knowledge and communicating the corporate's values, mission, and goal. Consequently, many
companies assume onboarding is limited to induction and orientation and doesn't invest enough
time and resources.
Based on research, providing successful support through the onboarding process enhances
retention rate by 82% and productivity by over 70% (Qualee Technology, 2022). This is reason
enough to focus on the onboarding process and make the necessary preparation. Onboarding
helps new hires to understand their contract, job requirement, corporate values, and culture and
has a smooth transition into their work (Qualee Technology, 2022).
According to Bauer (2004), onboarding has four distinct levels commonly called the four C's.
These are compliance, clarification, culture, and connection. Additionally, the degree to which
an organization implements the onboarding process from the four C's perspective is divided into
three levels (Bauer, 2004). These levels are passive, high potential, and proactive which shows
how dedicated the firm is to this process.
Consider the best and worst onboarding experiences you've had and compare them by
applying the Onboarding Strategy Levels and how they addressed the four C's.
The best onboarding experience I had was when I joined the Commercial Bank of Ethiopia. The
company had an initial welcome ceremony where they provided us with a brief description of the
company and rules and regulations. After two weeks of joining the company, we get an
induction. The induction process was a one-week whole-day training regarding the various
departments and operations of the bank starting with the corporate values, mission, and goals.
This training session was detailed and thorough however since the department I was assigned to
did not participate in the process, I wasn't able to fully understand my roles. Later, the
department has its welcome ceremony where they provided us with a brief description of the
