Many employers invest heavily in recruitment dedicating time, effort, and resources to secure top talent only to underestimate the importance of onboarding. Yet research and real-world experience consistently show that the first few months in a role are critical in determining whether an employee stays, thrives, or quietly disengages.
Strong onboarding bridges the gap between hiring and long-term retention. It turns a successful recruitment process into a lasting employment relationship by helping new hires feel confident, capable, and connected from the very start. Without it, even the most carefully recruited candidate may struggle to settle in, leading to unnecessary turnover and lost investment.
How onboarding impacts job satisfaction
Onboarding is far more than completing paperwork and gaining access to IT systems. It shapes the confidence, engagement, and sense of belonging that a new starter experiences in their first weeks.
A well-structured onboarding programme reassures employees that they made the right decision in joining the company. It provides clarity on their role, helps them understand expectations, and gives them the tools they need to succeed. When employees feel supported and valued early on, their motivation and job satisfaction increase which directly impacts retention.
For example, a new event coordinator who meets key stakeholders, understands their responsibilities, and knows where to turn for support is far more likely to settle in quickly and perform effectively than someone left to navigate the role on their own.
What great onboarding looks like
Effective onboarding is structured, consistent, and supportive to allow new starters to comfortably bed into their new role. Each business will work differently but a clear path for the first few weeks, months and quarter will set your new employee up for success:
First week
Clear role expectations, responsibilities, and priorities
Introductions to key stakeholders, teams, and colleagues
Access to all necessary tools, systems, and resources
Assignment of a designated buddy or mentor to guide the newcomer
First month
Regular check-ins with line managers to review progress and address questions
Constructive feedback on early work and guidance for improvement
Clear short-term goals to build confidence and momentum
First quarter
Performance and development discussions to align expectations
Conversations around progression and career growth opportunities
Continued training, guidance, and support to embed the new hire fully
This staged approach provides clarity and stability particularly important in fast-paced event roles where projects move quickly and mistakes can be costly. It also ensures that employees feel fully integrated into the team, reducing the risk of early disengagement.
The link between onboarding and retention
Employees who experience structured onboarding reach full productivity sooner, build confidence in their role and trust in their managers and feel supported when encountering early challenges.
By investing in onboarding, employers can significantly reduce the likelihood of early attrition. It’s not just about showing a new hire around the office, it’s about setting the stage for long-term engagement, satisfaction, and loyalty.
How Live Recruitment supports successful onboarding
Our role doesn’t end once an offer is accepted. At Live Recruitment, we continue to support both candidates and clients during the early stages of employment to ensure placements thrive.
Communicate and reassure both sides before start dates
Maintain contact during the early onboarding stages to answer questions and provide guidance
Act as a sounding board for both candidates and employers if any concerns arise
This ongoing support ensures that placements embed successfully, remain engaged, and contribute effectively from day one. It’s a simple but powerful way to maximise the return on recruitment investment.
Onboarding: the final piece of the recruitment puzzle
Hiring is only the first step. Onboarding determines whether that hire becomes a long-term success. By investing time, structure, and support in the first few months, employers can improve employee confidence, engagement, and retention, creating a workforce that stays, grows, and thrives.
Employers should regularly review their onboarding processes, asking themselves whether there is any further areas of improvement as well seeking employee feedback to further develop their onboarding processes. Candidates, on the other hand, should reflect on what made their best onboarding experiences stand out, these insights often highlight what truly makes an employer great.