Younger generations (Millennials and Gen-Z) are the most likely to leave companies after a short tenure. With the cost of replacing a single technical role reaching up to 80% of that employee’s salary, turnover costs are escalating like never before. The reasons? There are many, but according to a recent study, 74% of Millennial and Gen Z workers have considered leaving due to inadequate skill development opportunities. Yet, despite employees’ interest in learning and growing, businesses are failing at how to train an employee with no experience.
Many companies still rely on outdated training methods that fail to engage today’s young workforce. On top of that, the rise of remote work and rapid technological advancements have widened skill gaps, making it harder to prepare new hires—especially those with little experience—for success.
So, how can businesses rethink their learning and development (L&D) efforts to align with modern learning preferences and prevent costly disengagement? This article explores the need for innovative training solutions meant to engage and prepare young employees for the challenges of tomorrow.
Understanding How to Train an Employee With no Experience
When it comes to how to train an employee with no experience, particularly Gen Z and Millennials, it’s essential to understand their psychology in the workplace and the social, cultural, and historical elements that influenced their upbringing and perception of life.
Social Context
These generations have experienced major events, such as the global COVID-19 pandemic, which has deeply impacted their perceptions of work. The pandemic, for example, reshaped how they view work-life balance and the importance of flexibility. Many had to adapt quickly to remote work, and they’ve come to expect a level of autonomy and digital communication that was less common in previous generations.
Easily Disengaged
Thanks to factors like short-form content, instant information access, and the rapid digitalization of learning, younger generations are easily disengaged by dull content. Accustomed to fast, interactive experiences, they expect the same from workplace training. Traditional programs with long lectures and passive presentations feel outdated and ineffective, leading to rapid disengagement. PowerPoint slides, lecture-style training, and easily completed modules are no longer viable solutions for these adrenaline-seeking employees.
Tech-Savvy but not necessarily Technologically Proficient
Gen Z and Millennials are digital natives—they have grown with technology ever since they were children. However, just because they are tech-savvy doesn’t mean they can instantly grasp new workplace technologies without proper guidance and structured training. For example:
- In Healthcare: Young workers may be comfortable with digital devices but still need training to operate complex Electronic Health Record (EHR) systems.
- In Retail: They may excel with basic customer service apps but still need guidance on advanced point-of-sale systems or inventory management software.
- In Engineering: While adept with mobile apps and smart devices, they require structured training to use complex software like CAD (Computer-Aided Design) for design or automation tools for production lines.
Known for Setting Clear Boundaries
One of the most notable traits of these younger generations is their ability to set boundaries, especially in the workplace. While older generations might view this as “rudeness” or a lack of professionalism, for Gen Z, it’s often a way of protecting their mental and emotional space. They’ve learned to prioritize their well-being and refuse to compromise it for job demands. This shift can sometimes be misinterpreted by more traditional leaders, but it’s rooted in a desire for healthier work environments and a rejection of burnout culture.
Not Afraid to Seek Other Opportunities
Another key difference is how these generations view career opportunities. Unlike previous generations, who were often reluctant to switch jobs due to loyalty or fear of uncertainty, Millennials and Gen Z are much more willing to explore new opportunities. For example, a study revealed that half of American workers are considering leaving their jobs, with Gen Z leading at 39% and Millennials following at 29%.
They know that if they’re not getting the development, flexibility, or recognition they deserve, there are plenty of other companies that will. A study showed that 83% of Gen Z consider themselves “job hoppers,” with personal development being the key driver of their career decisions. This sense of empowerment has led to a more dynamic job market, where workers feel they can—and often do—jump to better opportunities without hesitation.
The Growing Disconnect Between L&D and New Generations
The way younger generations engage with information has been fundamentally reshaped by technology, social media, and significant global events. Yet, many workplace training programs have failed to evolve at the same pace, leading to a growing disconnect between how Gen Z and Millennials prefer to learn and how organizations train them. Here are some of the missteps that companies commit when training an employee with no experience:
- Expectation of Quick Competence: In fast-paced business environments, companies expect new hires to deliver results quickly. Yet, traditional training methods fail to equip them with the skills they need right away.
- Navigating Workplace Culture: Training programs should not only focus on technical skills but also help employees understand the company’s values, communication norms, and collaboration expectations.
- Employer Expectations vs. Training Resources: Many organizations struggle to balance the expectations of their employers with the available training resources. According to a study, budget constraints and time limitations often prevent companies from providing comprehensive development opportunities.
- Challenges of Outdated Training Methods: Static, old-school formats like PDFs and PowerPoints are not engaging for today’s learners. These methods don’t provide opportunities for hands-on practice or interactivity, and this lack of engagement often leads to disengagement and poor retention of skills.
Technical and Soft Skills Gap
Beyond the issues mentioned above, one stands out above the rest: the gap in both technical and soft skills among inexperienced employees. The modern workforce requires a balance of both technical expertise and soft skills, yet many new employees enter the workplace unprepared for the demands of their roles. While technical skills ensure employees can perform specific tasks, soft skills determine how effectively they communicate, collaborate, and adapt to workplace dynamics.
To bridge the knowledge gap, companies need modern learning strategies that cater to the needs of today’s workforce—particularly Gen Z and Millennials, who favor interactive, self-paced, and technology-driven learning experiences.
Technical Proficiency in Employees Without Experience
Training employees with no experience in technical skills requires a structured, engaging, and adaptable learning approach. However, traditional methods often fail because they assume new hires will easily grasp complex concepts or already possess the necessary foundational knowledge. In reality, many new employees find technical training either too complicated or overly dull.
Common challenges when teaching technical skills to inexperienced employees include:
- The Growing Demand for Tech Proficiency – Many workers still lack the foundational digital skills required for success. One study revealed that 31% of workers lack basic digital skills, and 13% have no digital proficiency at all.
- The Challenge of Keeping Up – Technology evolves rapidly, and training programs must constantly adapt to keep pace. Outdated materials or methods hinder employees’ ability to stay current, limiting their effectiveness in the workplace.
The Soft Skills Dilemma
Soft skills—such as teamwork, adaptability, and emotional intelligence—are often overlooked in traditional training programs. Younger generations, in particular, find it harder to adapt to in-person interactions in the workplace for various reasons, the most apparent being the period of isolation at the start of the 2020s.
Many young employees entered the workforce after completing their education remotely due to COVID-19, leaving them with limited exposure to in-person professional environments. This lack of direct interaction has:
- Hindered their ability to navigate office culture and build strong interpersonal relationships
- Develop essential soft skills like networking, conflict resolution, and non-verbal communication.
Moreover, while remote tools enable collaboration, they lack the nuances of face-to-face interaction, such as body language, tone, and spontaneity. According to the New York Post, 74% of employees struggle with face-to-face conversations due to their reliance on digital communication, with Gen Z employees accounting for 40% of this group.
As a result, younger employees may struggle with:
- Networking and professional relationship-building
- Presenting ideas confidently in meetings
- Handling workplace conflicts in person
How It Works: Active Learning and Microlearning as Solutions
To effectively train younger generations, companies are increasingly adopting a blended model that combines active learning and microlearning. This approach addresses the engagement challenges of traditional training, with the information being delivered in a way that is both interactive and digestible. By blending these two methods, organizations can create training programs that are engaging, efficient, and aligned with modern employees’ learning preferences.
Active Learning in Corporate Training
Active learning is an instructional approach that encourages learners to actively participate in the training process rather than passively consuming information. This method helps employees develop critical thinking skills and apply what they learn in practical scenarios. It involves:
- Hands-on activities
- Problem-solving
- Role-playing
- Simulations
- Real-world applications
Microlearning for Engagement
Microlearning breaks training into short, digestible lessons, making it easier for employees to retain and apply new knowledge. Instead of overwhelming learners with long sessions, microlearning delivers content in focused bursts that align with modern attention spans. Microlearning modules can:
- Enhance retention by delivering short, focused lessons that prevent cognitive overload.
- Use scenario-based learning for real-world application and practice problem-solving in relevant settings.
- Offer continuous feedback, helping employees reinforce key concepts and track progress over time.
- Let users complete tasks at their own pace, whenever and wherever they want, offering them flexibility and adaptability.
Additional Tools for Modern Training Initiatives
While active learning and microlearning form the foundation of modern workplace training, additional tools enhance their effectiveness. Here are two key features shaping today’s corporate training.
AI-Driven Training
AI can play a pivotal role in making training more personalized and adaptive. AI-driven learning platforms analyze employee performance in real-time and adjust training paths to meet individual needs. This approach provides timely support for those who need it and allows faster progress for those excelling. As a result:
- Real-time adjustments keep training relevant and responsive.
- Predictive analytics identify at-risk employees before they fall behind, providing proactive support.
- Automated feedback allows employees to quickly adjust and improve their skills.
Simulations & Interactive Training
Interactive training, including simulations and gamified learning, enhances engagement by allowing employees to learn through hands-on experience. The demand for simulations in training increased to 46% in 2024, highlighting the growing preference for interactive learning. Interactive learning offers the following benefits:
- Virtual scenarios allow employees to practice real-world challenges in a risk-free environment.
- Gamification elements like leaderboards and rewards foster a competitive, engaging atmosphere, boosting motivation and learning outcomes.
- Real-time feedback ensures that employees have opportunities to refine their skills and correct mistakes.
Time to Update Your Training for Young Employees
The way companies approach employee training—especially for those with little to no experience—must evolve to meet the needs of a rapidly changing workforce. Younger generations expect dynamic, interactive learning experiences, while technological advancements demand continuous skill development. To address these challenges, businesses should adopt modern training solutions that provide personalized learning paths, real-time feedback, and ongoing updates to keep employees engaged and up to speed.
Code of Talent’s platform exemplifies this modern approach, offering an interactive and effective way to develop both technical and soft skills in new hires. By leveraging innovative training tools, including microlearning, organizations can improve engagement, reduce turnover, and build a more skilled workforce.
Ultimately, knowing how to train an employee with no experience comes down to using the right strategies—ones that empower employees to learn, grow, and contribute to long-term business success.
Photo: Freepik
Healthcare is unlike any other sector – it’s fast-paced, high-stakes, and literally a matter of life and death. So, when we talk about onboarding, we’re talking about much more than paperwork and quick introductions. In fact, poor onboarding in healthcare can be dangerous, compromising patient care and increasing staff turnover, which is why 20% of healthcare employees leave within the first 45 days and nearly 30% in their first year. Can healthcare organizations afford that kind of churn in critical departments like nursing and emergency care? Definitely not.
Studies show that 82% of employees are more likely to stay with a company when they’ve had a strong onboarding experience. That’s not just theory – it’s something healthcare leaders can measure in real-world outcomes. And it makes sense, right? Doctors, nurses and other healthcare professionals need to hit the ground running from day one, especially in high-pressure environments. So, if your onboarding program isn’t up to par, you’re not just wasting time; you’re potentially endangering patients and hemorrhaging money due to high turnover.
Best practices for effective healthcare onboarding, for new employees
New hires in critical departments like nursing and emergency care are expected to handle immense pressure right out of the gate. Without the right support system, they’re likely to feel overwhelmed, disengaged, or worse – make errors that could directly impact patient outcomes. Let’s explore seven strategies that can transform your healthcare onboarding into a robust, life-saving process.
1. Utilize Just-In-Time Training Modules
When the stakes are high, real-time access to information is non-negotiable. In emergency rooms and intensive care units, every second counts. Nurses and emergency staff often face rapidly changing situations where instant access to protocol, medication administration guidelines, and patient care steps can mean the difference between life and death.
Actionable Step: Implement on-demand, role-specific training modules, bite-sized, easily digestible content, that can be immediately applied and accessible via mobile devices or tablets, ensuring staff can pull up essential information during shifts. Whether it’s correct dosage guidelines or emergency response protocols, immediate access to relevant training helps new hires function confidently in critical moments.
Example: A nurse dealing with an unexpected cardiac arrest could use a mobile app to instantly access the latest resuscitation guidelines, improving response time and care quality. Studies show that healthcare workers trained with just-in-time resources are more effective under pressure and can significantly reduce error rates.
Insight from the field: “Having access to essential training resources in real-time allows us to provide the best care possible without any delays, especially in critical situations.”
2: Implement AI-Driven Customized Onboarding Programs
Artificial intelligence is revolutionizing many sectors, and healthcare onboarding is no exception. One of the primary benefits of AI is its ability to personalize learning at scale, identifying specific gaps in a new hire’s skills and creating a tailored training plan that focuses on areas of improvement.
Actionable Step: Use AI-powered platforms to assess the competencies of new healthcare hires upon onboarding. Based on the results, the AI can generate a personalized onboarding program tailored to the specific needs of the employee – whether that’s crisis management, procedural skills, or patient communication.
Example: In an emergency department, AI can flag that a new hire is less experienced in managing trauma cases and create a focused training module to enhance their skills in that area. This approach accelerates the onboarding process, reducing the time it takes for new hires to be fully productive and prepared for high-stakes environments.
Insight from the field: “AI-driven customization ensures that each new hire gets personalized training, making the onboarding process more efficient and effective, especially in high-pressure departments like the ER.”
3: Introduce Mentorship Programs
Mentorship is a game changer in healthcare, where new hires often face emotionally and physically demanding situations. Having an experienced mentor available during those first challenging months can make a massive difference in how quickly new employees integrate and succeed.
Actionable Step: Pair every new nurse or emergency department staff member with an experienced mentor who can guide them through those early, often overwhelming days. These mentors act as a support system, providing real-world advice and helping new hires adjust to the pace and complexity of the healthcare environment.
Example: A new nurse shadowing a seasoned ER nurse will not only learn technical skills but will also develop coping strategies for dealing with emotional stress and high-pressure situations. Studies show that employees who participate in mentorship programs are 67% more likely to stay with their organization, and in healthcare, that retention is invaluable.
Insight from the field: “New hires often feel overwhelmed during their initial months; having a mentor can guide them through these challenges, boosting their confidence.”
4: Focus on Soft Skills Training
Technical know-how is essential, but healthcare professionals are also expected to exhibit compassion, empathy, and stellar communication skills. Soft skills are a significant factor in patient care, particularly in departments like nursing and emergency, where patient interactions are constant, and emotions run high.
Actionable Step: Incorporate soft skills training into your onboarding program through role-playing exercises and interactive learning sessions. New hires can practice delivering difficult news, calming anxious patients, or working collaboratively under stress.
Example: Conducting simulated patient interactions where new nurses practice empathizing with patients’ concerns and family anxieties can make a significant difference in overall patient satisfaction. Research shows that hospitals with highly engaged and emotionally intelligent staff report fewer patient complaints and higher retention rates.
Insight from the field: “Patients need more than just technical care; emotional support and clear communication significantly enhance their overall experience.”
5: Continuous Feedback and Evaluation
Feedback is an ongoing process that helps guide new hires toward success. Continuous evaluation ensures that healthcare professionals are on the right track, addressing any gaps in their performance before they become significant issues.
Actionable Step: Schedule regular check-ins, ideally weekly, during the first 90 days to discuss challenges, review progress, and offer constructive feedback. These sessions will help new hires adjust and also give them the reassurance that their development is being closely monitored and supported.
Example: In a high-stress ICU environment, a nurse might be struggling with patient monitoring. Regular feedback sessions can help pinpoint specific areas for improvement, such as attention to detail in patient vitals, and provide actionable advice to correct these issues before they impact care quality.
Insight from the field: “Regular feedback sessions allow new hires to adjust quickly and reassure them that they are on the right track.”
6: Collaborative and Social Learning
Healthcare environments rely heavily on teamwork. When nurses, doctors, and other healthcare workers operate as a well-oiled machine, patient outcomes improve dramatically. Creating a learning environment where collaboration is fostered helps new hires integrate more effectively into their teams.
Actionable Step: Facilitate peer-to-peer learning and collaborative review sessions. This allows new hires to gain insights from their peers and also strengthens team dynamics, which is essential in high-pressure environments.
Example: A peer review session where experienced nurses discuss complex cases with new hires helps build a supportive learning environment. It also promotes open communication and trust – two elements that are critical for smooth teamwork in high-stress situations.
Insight from the field: “Learning from peers who have faced similar challenges can offer practical insights and enhance team cohesion.”
7: Real-Time Updates and Feedback for Compliance
In healthcare, regulations and protocols change quickly. Onboarding should include real-time updates on the latest healthcare regulations to ensure compliance.
Actionable Step: Push real-time updates on changes in healthcare protocols to all staff via mobile apps or platforms.
Example: Emergency room staff receiving instant notifications on new resuscitation protocols directly through their training platform ensures immediate implementation of updated standards.
Insight from the field: “In high-stress environments, having real-time updates ensures the staff can immediately implement new guidelines without any delay.”
Leveraging Code of Talent for Effective Healthcare Onboarding
Code of Talent’s AI-powered microlearning platform is built to revolutionize healthcare onboarding by providing:
- Role-Specific Training: Code of Talent allows you to craft customized learning paths for various healthcare roles. For instance, ER nurses can receive focused modules on trauma care, while administrative staff get training on healthcare compliance.
- Collaborative Learning: Peer learning is key in healthcare. New nurses can be paired with experienced professionals, promoting knowledge sharing through structured mentorship programs.
- Real-Time Feedback: Instant updates and feedback keep your staff compliant with ever-changing healthcare regulations.
- Gamified Modules: Boost engagement with interactive, gamified learning for essential tasks like handling emergency scenarios, ensuring high retention rates.
Conclusion
Onboarding in healthcare is about more than just getting employees up to speed – it’s about preparing them to provide exceptional care from day one. A well-executed onboarding process can reduce turnover, improve patient outcomes, and boost overall team performance. By implementing strategies like Just-In-Time Training, AI-Driven Customization, and Mentorship Programs, you can reduce turnover, improve patient care, and enhance team performance. Tools like Code of Talent streamline this process, providing tailored training, real-time feedback, and collaborative learning environments.
CTA: Ready to revolutionize your healthcare onboarding process? Explore Code of Talent’s AI-powered microlearning platform and transform your new employee training. Click here to get started.
Photo: Freepik
Is your onboarding process setting your new employees up for success or failure? If your onboarding strategy is more “sink or swim” than “welcome aboard,” you could be facing serious, costly consequences. A Forbes study shows that up to 30% of new hires leave within their first 90 days – many departing in the first 45 days – due to ineffective onboarding, leaving your company with high turnover, lost productivity, and wasted resources. Every failed onboarding is a missed opportunity and a hit to your bottom line.
But fear not! By reading this article, you’ll discover proven strategies to ensure your new hires thrive, helping you avoid these costly mistakes. Let’s dive into how to revamp your onboarding process and get it right from the start.
Develop a Role-Specific Onboarding Program for New Employees
Generic onboarding is your enemy. New hires aren’t one-size-fits-all, so why should your onboarding be? Treating every new hire the same leads to confusion and disengagement, ultimately costing your company in lost productivity. A cookie-cutter approach simply won’t cut it.
Actionable Step: Build a detailed, role-specific onboarding plan that covers critical tasks and training needs for each position. Tailor the experience so new hires feel supported and empowered from day one.
Example: Create a weekly onboarding checklist that covers job-specific tools, software, and procedures, with clear milestones for progress.
If you’re onboarding a software developer, don’t just give them generic HR policies. Provide them with a structured first week where they learn the tech stack, development workflows, and codebase. Meanwhile, marketing hires should dive into brand guidelines, campaign management tools, and content approval processes. Having a role-specific checklist keeps everything on track and ensures no one is left wondering, “What’s next?”.
Engage New Hires Early and Often
Delayed engagement is a sure way to make new hires feel like they’ve been left adrift. When employees feel ignored or unimportant, you risk high turnover and early disengagement.
Actionable Step: Start engaging with new hires from the moment they sign their contract. Schedule regular check-ins, welcome meetings, and team integration activities.
Example: Send out a welcome email as soon as the hire is confirmed, outlining what they can expect on their first day. Schedule an introductory Zoom call with their team before they officially start. And on day one, arrange for welcome kits—think branded merch, useful office supplies, and a personal note from the CEO or manager. You can also set up peer-mentorship programs where the new hire is paired with a colleague to guide them through their first few weeks.
Use Interactive and Varied Training Methods
Boring training = unproductive employees. A static, outdated onboarding process can lead to missed information, disengagement, and errors down the line. If your training materials look like something out of the 90s, it’s time for an update.
Actionable Step: Incorporate varied, interactive training methods such as gamified learning experiences, scenario-based exercises, and quizzes.
Example: Use microlearning sessions that blend videos, quizzes, and hands-on exercises to keep the new hire engaged and ensure they’re learning in bite-sized, digestible chunks.
Offer scenario-based quizzes that present real-life problems they might encounter in their role, with immediate feedback to reinforce learning. Consider adding video tutorials, interactive infographics, and even virtual reality simulations for more immersive training experiences, especially for technical or hands-on roles.

Gamified onboarding programs use missions and point systems to keep new hires engaged and motivated during their training process
Clearly Communicate Roles and Expectations to New Hires
Unclear job responsibilities and vague expectations can turn a new hire’s first day into a guessing game. When employees don’t know what’s expected of them, confusion leads to mistakes, missed deadlines, and frustration.
Actionable Step: Provide comprehensive job descriptions and discuss key performance indicators (KPIs) early on. Clear communication helps new hires understand their role and set them up for success.
Example: On their first day, provide new employees with a customized onboarding binder that includes their job description, key deliverables for the first 90 days, and details about their team structure. Hold a kickoff meeting where you go over Key Performance Indicators (KPIs) and outline your expectations regarding work pace, collaboration, and quality. This can help them understand exactly what success looks like in their new role.
Gather and Implement Feedback for Continuous Improvement
Ignoring feedback is a rookie mistake that can perpetuate onboarding problems. How will you know what’s working (or not) unless you ask?
Actionable Step: Regularly collect feedback from new hires through surveys, check-ins, and reviews to identify gaps in your onboarding process.
Example: Introduce pulse surveys at regular intervals (after the first week, month, and three months) to gauge how well new hires feel supported. Ask for feedback on everything from the clarity of training to how integrated they feel within the team. Use this data to adjust your onboarding program continuously. Additionally, consider one-on-one check-ins where managers can dive deeper into how the onboarding process is meeting – or missing – expectations.
Leveraging Code of Talent for Effective Onboarding for a New Employee

Turning data into actionable insights – track, evaluate, and empower your team with interactive learning missions and progress benchmarks on Code of Talent
At Code of Talent, we understand the challenges of onboarding new employees. That’s why we’ve designed an AI-powered microlearning platform that makes onboarding not only easier but also highly effective. Our platform supports the 6C’s of Successful Onboarding, ensuring your new hires are fully integrated and productive from the start:
- Compliance: Simplifies the understanding of organizational policies and legal requirements.
- Clarification: Helps employees clearly grasp job expectations and KPIs.
- Culture: Provides insights into the company’s values, norms, and workplace dynamics.
- Connection: Builds relationships and fosters a sense of belonging from the start.
- Check-back: Encourages regular progress reviews and assessments.
- Capability: Equips new employees with the skills and knowledge they need to succeed in their role.
By leveraging our platform, you can provide a fully customized, engaging, and efficient onboarding experience tailored to each role in your organization.
Conclusion
Don’t let a weak onboarding process undermine your company’s success. By implementing these five strategies, you’ll avoid costly mistakes and transform your new hires into productive team members quickly and efficiently. Plus, with Code of Talent’s microlearning platform, you’ll streamline the onboarding process and ensure every employee has the support they need to thrive.
Turn your onboarding into an interactive experience with our microlearning solution, boosting both engagement and retention from day one!
Ready to revolutionize your onboarding process? Get started with a personalized onboarding journey for your company here.
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Onboarding is the first impression a new employee has of your organization, and it can profoundly influence their long-term success and retention. If you’re not convinced yet, the latest studies say it all:
- A solid onboarding process can boost employee retention by 52%.
- 69% of employees who experience effective onboarding will stay with the company for at least 3 years.
- Proper onboarding leads to 18 times higher employee engagement.
- A successful onboarding journey can double your revenue.
- Employee productivity can jump by 60%.
But what exactly does great onboarding look like? What challenges might you face, and what should you expect? We break it all down, step by step, in the article below.
1. Onboarding Process in 2024: Redefining the Basics
Onboarding is the process through which new employees are integrated into the team and familiarized with the company culture, procedures, and available resources. Its goal is to make the transition as smooth and enjoyable as possible so that new hires feel welcomed and ready to confidently take on their roles. In 2024, onboarding is no longer about handing over a boring manual – it’s about creating an interactive and motivating experience that reassures new employees they’ve made the right choice and encourages them to contribute with enthusiasm and creativity. From filling out paperwork to getting familiar with procedures and tools, onboarding needs to cover it all.
The Evolution of Onboarding Practices
Over the past few decades, onboarding practices have evolved significantly, moving from traditional, paperwork-heavy approaches to modern, interactive solutions. What used to be a standardized, often uninspiring process filled with formal sessions and pre-defined courses has transformed into a personalized experience, enhanced by digital tools like microlearning platforms and onboarding apps. These modern methods allow employees to learn at their own pace and access necessary materials exactly when needed, making integration smoother and more engaging.
Moreover, today’s onboarding strategies emphasize early integration into the company culture and building trust from day one. Interactive activities like team-building sessions, mentoring, and continuous feedback are now key components of the process. Onboarding is no longer just about transmitting information—it’s about involving new employees in the team’s life, helping them feel like a vital part of the organization from the very beginning.
The Remote and Hybrid Work Shift: New Challenges, New Opportunities
The rise of remote and hybrid work models has introduced new challenges – and opportunities – into the onboarding process, reshaping how companies integrate new hires. In a hybrid environment, where employees split their time between home and the office, onboarding must adapt to both scenarios. This means that onboarding materials and sessions need to be accessible online, enabling effective interaction between new employees and their teams, no matter where they are. According to a Harvard Business Review study, new employees who spent one or two days a month with their managers were 5% more satisfied with their onboarding experience.
On the other hand, those who spent most of their first 90 days at the office didn’t report significant additional value. Remote work demands a fresh look at onboarding strategies to ensure a seamless and effective experience. Companies are now developing programs that include virtual interactive sessions, digital resources, and online social events to build relationships, foster trust, and promote collaboration in a virtual setting.
2. Industry-Specific Onboarding Challenges: Is Your Process Setting You Up for Failure?
Onboarding can vary between industries, each facing its own unique challenges. In the tech sector, for instance, rapidly integrating new employees into a constantly evolving and technologically complex environment can be daunting. In healthcare, rigorous certification and compliance processes add an extra layer of complexity, requiring careful integration to meet strict regulations. In retail, accelerating the learning process for seasonal workers is a constant challenge. Each industry requires a tailored onboarding approach to address its specific needs, ensuring new hires integrate efficiently and contribute quickly to the organization’s success.
Technology Sector: Keeping Pace with Innovation
In the tech sector, onboarding faces unique challenges due to the rapid pace of innovation. New hires must quickly adapt to the latest tools and platforms, which demands an accelerated integration process focused on continuous learning. With the rise of cybersecurity threats, thorough training in cybersecurity has become essential to safeguarding company data. In this context, ongoing professional development is essential to keep employees up-to-date with industry changes and ensure they can effectively adapt to new technologies.
Healthcare: Precision and Compassion in Onboarding
In the healthcare field, onboarding must focus on strict regulatory compliance to guarantee patient safety and legal adherence. Training on patient data confidentiality is critical for protecting sensitive information. Additionally, emotional support plays a vital role, given the psychological impact of working in this sector. Thus, onboarding goes beyond technical training, incorporating essential components for emotional support and adherence to regulatory standards.
Finance: Balancing Ethics and Efficiency
For employees in the financial sector, onboarding needs to carefully address financial regulations and compliance requirements. It’s imperative that new hires are well-informed about the high ethical standards fundamental to this industry. Familiarity with financial technologies and integrated systems is also necessary to ensure operational efficiency. Therefore, onboarding must integrate both regulatory and ethical aspects, alongside training in relevant technologies.
Retail: Elevating Customer Experience through Onboarding
In retail, onboarding focuses on excellent customer service standards. Effective inventory management is vital for daily store operations, and understanding digital tools and e-commerce platforms is increasingly important. Consequently, onboarding should blend training in customer service, inventory management, and digital technologies to support a superior shopping experience and efficient operations.
Manufacturing: Safety, Efficiency, and Advanced Technology
In the manufacturing industry, onboarding must prioritize adherence to safety protocols to prevent workplace accidents, while training in efficiency principles and lean manufacturing can significantly boost productivity. Knowledge of advanced production technologies is also beneficial, as these can optimize manufacturing processes. Therefore, onboarding should integrate training in safety, efficiency, and advanced technologies to ensure operational success and workplace safety.
3. One-Size-Fits-All, Your Biggest Mistake: Customize for Different Types of Employees
Onboarding is no longer a one-size-fits-all process. It’s not just about saying “welcome” and giving a quick office tour – it’s about customizing the experience to fit each employee, whether they work in a traditional office or remotely. Understanding that onboarding isn’t a “one-size-fits-all” endeavor is key for the success of any organization.
Full-time vs. Part-time Employees
Approach onboarding a full-time employee like you’re preparing someone for a master’s degree. Think about all the details – not just technical training, but also immersing them in the company culture. For example, when you bring a full-time employee on board, make sure they participate in detailed orientation sessions, have a mentor assigned, and get opportunities to explore various departments. You’ll spend time introducing them to the company’s values, internal processes, and give them enough time to settle in and find their place.
On the other hand, for a part-time employee, your onboarding approach should be more focused. You’re delivering a streamlined onboarding experience. Imagine you only have a few hours to prepare them for the job. You’ll focus on giving them the information they need to start working effectively. Instead of overwhelming them with unnecessary details, make sure they quickly understand their tasks and how to execute them without complications.
Remote vs. In-office Employees
When onboarding a remote employee, you need to become a master of digital organization. Imagine your new colleague is thousands of miles away and can’t join in on kitchen chats or impromptu office meetings. You’ll need to create an onboarding experience that replicates these interactions as closely as possible. Organize your Zoom training sessions with the same care as if you were presenting to the entire team. Use collaborative online tools to provide them with a work environment that’s just as accessible and interactive as the office. For example, schedule informal online meetings to build the kind of team relationships that usually form over coffee.
For an in-office employee, onboarding will focus more on direct interactions. Remember how much the first smile you receive when joining a new team matters? Here, you can leverage the advantage of face-to-face meetings. Introduce them to colleagues in person, show them around the office, and maybe even organize a welcome lunch. The atmosphere and dynamics of the office will play a key role in their integration, and you’ll be able to offer immediate, hands-on support.
Entry-level vs. Experienced Professionals
When onboarding an entry-level employee, think of them as a newcomer entering a completely new world. They’ll need a detailed, step-by-step guide to navigate all aspects of the job. Focus your efforts on providing continuous support, perhaps through a mentorship program where they can ask questions and receive constant feedback. You’ll find that you may need to explain even the simplest concepts, ensuring nothing is left misunderstood.
On the other hand, if you’re dealing with an experienced professional, approach onboarding like a software update. They don’t need to learn everything from scratch – rather, they need to familiarize themselves with the specifics of your company. Emphasize quick integration into the team and present them with specific information to help them adapt their experience to the new context. Instead of offering extensive training in their field, focus on internal processes and organizational culture.
Contractors and Freelancers
When onboarding a contractor, efficiency is key. Time is limited, and they’re here to fulfill a specific task. Start your onboarding process by clarifying objectives – present all the essential details, from deadlines to available resources. You’ll need to integrate the contractor into the team quickly, giving them access to all the information and tools they need to deliver what you’ve asked for, without wasting any time.
With a freelancer, your approach should be even more flexible. It’s like collaborating with an external expert who’s here to add value in a short amount of time. You’ll provide a basic guide, quick access to essential resources, and then let them get to work. Instead of involving them in all team processes, you’ll allow them to work independently, ensuring they have everything they need to deliver high-quality results.
4. Department-Specific Onboarding: Nailing the Essentials
HR Department
- Policies: HR is the gatekeeper when it comes to ensuring new hires understand the company’s policies and procedures. Typically, new employees receive an Employee Handbook, either digital or physical, filled with information on the code of conduct, confidentiality policies, and security protocols. But don’t just hand it over – make it engaging. Pair the handbook with interactive training sessions where they can ask questions and clarify doubts. Using online platforms for training and quick quizzes can also be a smart move to ensure key points stick.
- Company Culture: Getting new employees to truly grasp and embody the company culture is non-negotiable. HR should set up intro sessions that dive into the company’s values, mission, and real-life examples of how these play out in daily activities. Think of organizing meet-and-greets with team members or company leaders, offering newcomers a taste of the culture in action. A buddy system works wonders here—pairing newbies with seasoned mentors to help them get their footing and feel at home.
- Conflict Resolution: Teaching new hires how to handle conflict and develop interpersonal skills is a cornerstone of the HR onboarding process. Picture this: a one-day workshop where new employees engage in role-playing scenarios to tackle potential workplace conflicts and learn effective resolution techniques. Continuous feedback sessions and role-playing workshops will leave them feeling equipped to handle whatever comes their way.
IT Department
- Systems Access: IT needs to ensure that new employees have swift access to all the necessary systems and tools. Before day one, set up access to all applications and internal systems so that, when the time comes, they can log in and hit the ground running. Each new hire should receive a detailed document with all the necessary passwords and initial settings, and IT should be on standby for any needed adjustments.
- Cybersecurity Training: With cyber threats on the rise, rigorous cybersecurity training is a must for every new employee. This could involve a mandatory online course covering security best practices, like password management and phishing detection, followed by a test to ensure they’ve grasped the essentials. Access to sensitive systems should be contingent on passing this test.
- Software Tools: In many companies, IT onboarding also includes specific training on essential software tools. New hires might gain access to a video tutorial library covering all the applications they’ll be using. For something more complex, like a CRM system, consider organizing hands-on sessions led by an IT specialist, followed by real-time Q&A opportunities.
Sales and Marketing
- Product Knowledge: For sales and marketing, it’s all about deep product knowledge. New hires should dive into product boot camps where they can learn every detail about the company’s offerings, from key features to unique benefits, and even get some hands-on experience. Engaging with the product themselves will help them understand and communicate its value more effectively.
- Customer Relationship Management (CRM): Successful customer relationship management starts with proper CRM training. New hires should spend time with existing sales teams to learn how to manage customer interactions, document communications, and analyze CRM data to maximize sales potential.
- Market Strategies: Marketing newcomers need to get a strong grip on market strategies. This might involve participating in a SWOT analysis (Strengths, Weaknesses, Opportunities, Threats) and engaging in strategic planning sessions where they learn how the company positions its products against competitors.
Operations
- Workflow Processes: Onboarding in operations should start with a deep dive into workflow processes. New employees should receive detailed diagrams of the workflow, and mentors should guide them step by step through each stage. Shadowing experienced colleagues can also be invaluable for understanding operational nuances.
- Quality Control: Quality is king in operations, so onboarding must emphasize control standards. New hires should be trained in multi-level review processes, ensuring they can detect and correct errors before they reach the customer.
- Efficiency Improvement: Continuous process optimization is key. During onboarding, teach new hires the techniques and methodologies that drive efficiency improvements, like Lean or Six Sigma principles.
Finance
- Financial Systems: The finance department relies on a variety of systems and software for financial management. New hires should receive specific training on these platforms to ensure they can navigate them with ease.
- Regulatory Compliance: Compliance is non-negotiable in finance. Onboarding should include detailed instruction on industry-specific legal requirements, such as data protection regulations and tax compliance.
- Ethical Standards: Financial integrity is vital. New employees should undergo ethics training, complete with case studies and practical examples of how to manage potential conflicts of interest or fraud.
5. Best Practices You Can’t Afford to Ignore
The best onboarding practices aren’t just about ticking off tasks from a checklist; they’re about creating a captivating experience that turns a new hire into a valuable team member from day one. The process should be so well thought out that new colleagues wonder why they didn’t join your company sooner. A well-structured onboarding not only speeds up integration but also lays the foundation for a long-term relationship built on trust and mutual understanding. Here’s what you need to focus on:
- Communicate before day one, making the new hire feel welcomed and informed even before they step through the door.
- Clearly define the role and expectations to avoid any surprises.
- Introduce them to the company culture, helping them understand and adopt the organization’s values and culture from the very first days.
- Provide a mentor or buddy, someone who can guide them and answer any question, no matter how small.
- Structure training sessions without overwhelming the employee, giving information in doses, not all at once—so they can absorb and apply it effectively.
- Schedule feedback meetings.
- Create opportunities for interaction to help them integrate and build relationships.
Ensure quick access to tools and information; everything should be readily available. - Evaluate the onboarding process after a few months.
6. The Onboarding Checklist: Skipping a Step Could Cost You Talent
After the grueling process of finding and hiring the right candidate, onboarding should be the crown jewel of your efforts. The process itself needs to be carefully planned, well-structured, and, if possible, a bit more exciting than reading a user manual. Let’s break down each stage:
Pre-Onboarding: Building Some Anticipation
This is where the magic begins, even before the new hire steps into the office (or opens their laptop if we’re talking remote work).
What to do:
- Send a friendly email – maybe with some GIFs and emojis – letting them know how excited you are that they’re joining the team. Don’t hold back on the compliments.
- Send all necessary paperwork for them to sign before the first day to avoid any bureaucratic hassles when you should be celebrating.
- Surprise them with a welcome kit (think branded t-shirt, a motivational mug, a fancy notebook – it’s the little things that count). Bonus points if you throw in some snacks.
The First Day: An Avalanche of Information
You know that feeling when you arrive at an event where you don’t know anyone and wonder if you’ve made the right choice? That’s what the first day is like for a new employee. It’s your job to make it as non-terrifying as possible and add a little flair. The first part of onboarding is actually orientation – the new employee’s first real contact with their new environment. And remember, first impressions matter.
What to do:
- Instead of just showing them where the kitchen is and wishing them luck, introduce them to the team. Make them feel like they’ve just joined the Champions League – a quick round of intros with colleagues, maybe a coffee with their direct team, and a few inside jokes to help them integrate quickly.
- Set up a casual meeting with the team (croissants and coffee, perhaps?). After all, they need to get to know the people they’ll be sharing Slack jokes with.
- Make sure their laptop, email accounts, and other systems are set up before the day begins. This will save you from the long, bored look of an employee waiting to configure their own password.
The First Week: From “Who Are You?” to “Welcome to the Family”
This is the week of adaptation, and your new colleague needs all the support they can get.
What to do:
- It’s time for technical and functional training. But don’t overload them on day one. Spread the training throughout the week so they have time to digest the information. Include some hands-on activities – learning by doing.
- Gradually, the employee should start getting into the groove. Give them small but meaningful tasks to make them feel like they’re already contributing. Something light, but enough to make them say, “Hey, I’ve already done something cool!”
- Schedule short check-ins with their mentor (if they have one) or direct manager to ensure they’re comfortable and can ask any questions – even those that start with, “Sorry to ask, but…”
The First Month: Settling Into the Scene
Month one is all about consolidation. By now, they’re starting to know who argues over coffee, where the shortcuts in the CRM are, and maybe even where to find the best pizza in the neighborhood.
What to do:
- At the end of the month, provide feedback – keep it constructive and positive. Even if things aren’t perfect, it’s important for the new hire to feel like they’re on the right track.
- After a month, it’s time to set some clearer goals for the next few months. Don’t be overly ambitious, but establish some tangible milestones to keep them motivated.
- Schedule a casual meeting (maybe a lunch or coffee) to check in on how they’re feeling. It doesn’t all have to be “strictly business” – a relaxed chat can reveal more than formal feedback.
The First Quarter: From Newbie to Key Contributor
After the first three months, your new hire should be fully integrated. Not only do they know all the shortcuts in the internal software, but they also have some good stories about team-building adventures.
What to do:
- Start conducting a more serious evaluation. By the three-month mark, you should have a pretty clear idea if the employee is a good fit for the role and if they’re meeting expectations.
- It’s also a great time to discuss development opportunities. Maybe they could attend some advanced training sessions or develop complementary skills. Show them that you see a long-term future for them within the company.
- Surprise them with a small gesture – a team lunch to celebrate their first three months or a public acknowledgment of their achievements. These little tokens of appreciation can work wonders.
7. Ignoring Technology in Onboarding Will Cripple Your New Hires
Technology has revolutionized how we approach onboarding, making it faster, more efficient, and even more engaging for new hires. Here’s how.
Onboarding Software Solutions
Dedicated software solutions streamline the onboarding process and eliminate the chaos of paperwork. Everything, from completing documents to tracking employee progress, happens in one clear and organized place. Instead of spending hours buried in paperwork, you can focus on truly integrating your new employee into the team.
AI-Driven Personalized Onboarding Experiences
Artificial intelligence can turn your onboarding process into a personalized experience tailored to each need or industry. An AI-powered microlearning platform like Code of Talent is a game-changer, helping managers and L&D teams create customized, engaging, and practical on-the-job training. It harnesses peer-to-peer learning and gamification to support sales and retail reps in their result-generating activities, driving performance, market readiness, and customer impact.
Mobile-Friendly Onboarding Apps
Mobile-friendly onboarding apps are a must in today’s world. They allow employees to access materials, complete tasks, and sign documents from anywhere, right from their phones. This flexibility enhances comfort and efficiency, giving them the freedom to complete their onboarding whenever and wherever they like.
8. Measuring Onboarding Success: Proving the ROI
After investing time and resources into your onboarding program, you need to track its success and understand its impact on the business. To do this, you must establish a set of key performance indicators (KPIs) to measure the effectiveness of your investment.
Key Performance Indicators (KPIs) to Track:
- Time to productivity: measure how quickly new hires become productive.
- Employee retention rates: track how well new hires are sticking around.
- Engagement levels: use surveys and feedback to gauge how engaged your new employees are.
- Performance metrics: assess their performance against the goals set for them.
- Retention rates and time-to-productivity metrics: monitor these to ensure your onboarding process is driving long-term value.
Don’t forget to collect feedback from your new employees and conduct face-to-face interviews to identify areas for improvement. Why? Because improvement is a continuous process, where you adapt to industry changes as well as to the needs and expectations of your employees.
9. Tackling Common Onboarding Challenges
Adapting to the diversity of work styles is a challenge that requires finesse. In the hybrid era, L&D professionals must strike the perfect balance between the needs of in-office and remote employees. It’s about delivering an equally powerful and connected onboarding experience to every employee, regardless of where they work. Simply offering a Zoom link and some documents won’t cut it; you need to create a digital experience that’s on par with the physical one, making everyone feel like part of the team from day one.
Keeping new employees engaged during the initial phase isn’t easy either. New hires come in with enthusiasm, but also a fair share of anxiety. They’re bombarded with information, trying to understand how everything works. The key here is to design an onboarding process that’s engaging without being overwhelming. It’s not just about passing on information, but about gradually building motivation and a sense of belonging.
As technology advances, L&D teams need to keep pace. Integrating new technologies into onboarding can be the difference between a smooth transition and a rocky one. Whether it’s online learning platforms or performance management systems, the key is to implement them effectively and make them accessible, so they become a real support for employees.
Onboarding also needs to be legally airtight. Compliance with regulations, especially in international or multicultural contexts, is essential. Companies must ensure that every new hire understands and adheres to the rules, without turning the process into a bureaucratic maze.
Onboarding doesn’t end after the first month. Companies that invest in continuous learning and professional development for their employees see long-term benefits. Provide ongoing resources and learning opportunities, keeping employees motivated and competent.
Finally, measure the effectiveness of onboarding. Without clear evaluation, it’s hard to know what’s working and what isn’t. KPIs become the go-to tools for analyzing the impact of onboarding on retention, performance, and employee satisfaction. Every step needs to be measured and adjusted to ensure the smoothest and most successful integration possible.
10. Future Trends in Onboarding: What’s Next?
We’re living in an era where technology and new generations are rewriting the rules. The future of onboarding is shaping up to be an exciting journey where personalized experiences, artificial intelligence, and virtual reality become the norm, not the exception. It’s time to prepare for an onboarding process that not only integrates quickly but also delights. Let’s see what the future has in store:
Hyper-Personalized Onboarding
Say goodbye to one-size-fits-all solutions and off-the-shelf training programs. The future is all about personalized experiences, tailored at almost a molecular level, where you can offer training specifically crafted to meet both the company’s and the employee’s needs. Let’s not forget that everyone has their own learning pace and style. Artificial intelligence will play a key role here in developing innovations and personalizing the experience.
Virtual and Augmented Reality
VR and AR are set to revolutionize how new hires interact with the work environment, offering them an immersive experience from a distance. Want to tour the factory without leaving your home? Now it’s possible.
Gamified Onboarding
Why not make onboarding fun? The future brings gamification trainings that turn the integration process into an engaging game. With points, rewards, and challenges, new employees will learn faster and be more motivated to get involved.
Focus on Wellbeing
In a world where burnout is becoming increasingly common, the future of onboarding will include wellbeing components from day one. Integration means more than just learning a job; it means feeling good where you are. Mindfulness sessions, mental health programs, and resources for work-life balance will be integral parts of the experience.
Continuous Onboarding, Upskilling, and Reskilling
Onboarding won’t stop after the first few months. The future introduces the concept of continuous onboarding, where employees receive ongoing support and new resources as they evolve in their roles or as new technologies emerge that they need to master for their work.
Wrapping It Up: Onboarding That Leaves a Mark
Onboarding isn’t just an administrative formality. It’s the moment you showcase your culture, values, and commitment to your new hires’ growth. A well-crafted onboarding process that blends cutting-edge technology with genuine human connection lays the foundation for long-term loyalty. Every step matters – from the pre-onboarding that sets expectations, to cultural integration that makes them feel at home, and even to future trends that promise to revolutionize the whole experience.
So, if you want to build a top-notch team, start with an unforgettable onboarding experience. Check out our microlearning platform and see it for yourself.
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The first steps of a new employee in a new company are so important. Besides the employee needing to get to know their new colleagues and duties, the process they go through also serves as a test for the L&D team, as the new employee will already be forming their first impressions.
New hire orientation is all about giving a warm welcome to new employees and helping them understand their roles within the organization. Often mixed up with onboarding, orientation is a series of structured activities that introduce new hires to the company’s mission, values, and operational procedures. In our next article, we’ll dive into the key aspects of creating an effective orientation process and where onboarding fits into the picture.
What is new hire orientation?
New employee orientation is the first contact between a new hire and their workplace. This initial phase isn’t just a procedural necessity; it’s a golden opportunity to embed new hires into the company culture, align them with organizational goals, and set the stage for their future success. It helps create a sense of belonging, aligns employees with the company’s mission from day one, and clearly communicates job responsibilities, performance expectations, and metrics for success.
Onboarding vs. orientation. Yes, there is a difference between them
Though often mixed up, orientation and onboarding are actually two different beasts. Orientation is like the appetizer of the onboarding feast – it’s the initial bite, usually happening on day one or week one of the job.
The importance of orientation and the whole onboarding is backed by a ton of studies. According to shrm.org, 69% of employees are more likely to stick around for three years if they had a killer onboarding experience. Plus, those who went through a structured onboarding program were 58% more likely to stick around after three years. Another study by Brandon Hall Group even found that a strong onboarding process boosted new hire retention by 82%.
So, for all you L&D pros out there, this is ground zero in the employee loyalty game and the key to making them feel like part of the company crew.
9 innovative orientation ideas in 2024: What to do on Week 1
Have you found the perfect candidate for the job? Great! Now it’s time to ensure their orientation goes smoothly. If you really want to impress a new hire, try these innovative ideas to make them feel welcome and confident:
- Welcome kit. Welcome kits containing a mug, stationery and stickers are pretty common, but you can impress your new hire with a book, a voucher or an accessory. Sending each new hire a questionnaire can help you find out more about their hobbies and interests.
- Introduce wellness programs early on, offering access to resources such as meditation apps, fitness challenges, and mental health support. Let new employees know your company fosters a healthy and balanced work environment, enhancing overall well-being and productivity.
- Welcome lunch. A team lunch is another great idea to introduce the team in a relaxed setting.
- Video introductions: Have team members create short video introductions to help the new hire put faces to names and learn about colleagues’ roles.
- 1:1 Meeting with the manager. A 1:1 meeting with the project manager, team lead, or even with the CEO if possible, allows the new hire to ask questions and feel comfortable with the management team. Try to make it informal and fun.
- Feedback sessions. A few check-in meetings with the manager during the first weeks can help the new hire discuss their initial impressions and address any concerns or questions.
- Gamification. Incorporate gamified elements into the orientation process (quizzes, scavenger hunts, challenges) to make learning fun and interactive.
- Cultural immersion: Include activities that immerse the new hire in the company culture, such as participation in volunteer events, hackathons, or innovation days.
- Health and wellness: Introduce wellness programs early on, offering access to resources like meditation apps, fitness challenges, or mental health support.
When does the onboarding process and training come in
The onboarding process kicks off with the first days of orientation but usually stretches over several months. Progressing through company processes and tackling initial tasks are important steps for understanding how the team operates and their workflow. The L&D team plays a significant role here.
As an L&D professional, you need to ensure that the new hire receives technical and operational training related to the specific tasks and responsibilities of the job. This might include courses on using particular tools or systems employed by the organization. How can you do this effectively? With a customized course tailored to the business needs of the company and the skills the new colleague needs to develop to add value.
Nowadays, with modern training methods, things get simpler for any L&D team. A microlearning platform powered by AI that helps you create customized training sessions is a time and money-saving solution, aiding employees in efficiently learning and immediately applying the concepts they’ve learned.
For instance, with Code of Talent, you can transform a clear business objective into a well-defined training program in just a few minutes, thanks to AI capabilities. You can effortlessly create onboarding, sales, soft skills, or compliance training courses and then customize them with desired elements (photos or videos).
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