In an era where remote work is becoming the norm, effective onboarding for new developers is crucial for retention and productivity. 360Learning, a collaborative learning platform, has developed a comprehensive virtual onboarding process that not only welcomes new hires but also sets them up for success in their roles.
Key Takeaways #
- 360Learning argues that effective onboarding improves retention; its case study gives no figure of its own.
- A structured three-phase onboarding process enhances new hire experience.
- Incorporating social interactions fosters team cohesion in a remote environment.
The Importance of Onboarding #
360Learning opens its write-up with two figures it attributes to others: recruiting firm Jobvite found that 33 percent of surveyed employees quit within the first 90 days, and a SHRM study found that 69 percent of employees who went through a well-designed onboarding program were more likely to stay up to three years. We did not re-check either study; they are 360Learning’s citations, not our measurements. The point stands without them: hiring developers is competitive, and a weak first month is expensive.
360Learning’s Three-Phase Onboarding Process #
360Learning splits its onboarding into three phases (source: the 360Learning case study on Toptal):
- Preboarding
Everything before the first day. For 360Learning that means sending equipment and a welcome kit, setting up the new hire’s accounts and tools, checking the learning paths, coordinating calendar invitations, and scheduling introductions to colleagues. - Induction
A two-day program standardized for every new hire, developer or not: a welcome, a module on giving and receiving feedback, an introduction to the culture and organization, and the key tools. - Role-Specific Onboarding
The ramp-up where new hires learn how they add value and contribute their own expertise.
Best Practices for Virtual Onboarding #
360Learning lists eight tips for onboarding new developers remotely:
- Assign an Onboarding Coach
360Learning’s engineering team has no middle-management layer, so individual contributors onboard new hires. The coach supports the onboarder, with guidance and check-ins. - Create Virtual Social Moments
A virtual drink or meal with the team in the first week or so helps new hires feel part of a community. - Outline Career Path Expectations
Clearly communicate opportunities for growth and development within the company. - Encourage Networking
A round-robin drink with the new hire, their onboarder and two guests, preferably from other teams. The company reimburses the cost and the new hire ideally organizes the next one. - Provide Timely Feedback
Regular feedback sessions help align expectations and assess fit early on. - Set Micro-Goals
Establish small, achievable goals to track progress and performance during the onboarding period. - Indicate Time to Complete Modules
Each course shows a median completion time, so new hires can plan their day through asynchronous training. - Balance Communication Styles
Writing things down is a core 360Learning habit, but new hires with many questions still get calls. Mix both.
Investing in Onboarding #
360Learning’s closing argument is that time spent on onboarding shows up in retention. The case study offers no retention figure of its own, so treat that as their experience, not a measured result.
