Skip to main content
Home
  • News
  • Services
    • Certification for Russia, Kazakhstan and EAEU
      • Technical Regulations of the Eurasian Economic Union
      • EAC Certificate of Conformity to Technical Regulations of the Eurasian Economic Union
      • EAC Declaration of Conformity to Technical Regulations of the Eurasian Economic Union
      • EAC Marking
      • EAC certification of machinery
      • EAC Certification of Pressure Equipment
      • EAC Certification of Explosion-proof equipment
      • EAC Certification of Electrical Equipment
      • EAC Certification of Vehicles
      • EAC Certification of switch and control cabinets and electrical distribution boards
      • EAC Certification of agricultural equipment
      • EAC Certification of Clothing and Shoes
      • EAC certification of children's clothing, toys and accessories
      • EAC certification of personal protective equipment
      • EAC Declaration for Cosmetics
      • EAC Certification of Food
      • EAC Certification of furniture
      • EAC Zertifikat für Eisenbahn
      • EAC Certification of Alcohol
      • EAC Certification of Cables
      • EAC Certification of multicomponent products
      • EAC Certification of engines
      • EAC certification of pumps
      • EAC Certification of the pipeline valves
      • EAC Certification for industrial plants
      • EAC Certification of Chemicals
      • EAC Certification of household appliances
      • EAC Certification of luminaires, bulbs and LED modules
      • EAC Certification of measuring instruments
      • EAC Zertifizierung von Verpackungen
      • State Hygienic Registration (SGR)
      • Conformity assessment of fire safety
      • GOST Certification for Russia
      • TR Certification for Russia
      • FAC Certification of communications equipment
      • FSB Notification - Admission of Electronic Devices
      • Licensing of radio and high frequency equipment
      • Import license for ozone depleting substances
      • Certification for medical devices and medicines for Russia and EAEU
      • Conformity assessment for construction material
      • Technical documentation for EAC conformity assessment
      • Consultancy on EAC conformity assessment
      • Exemption Letter for import to Russia
      • Authorized Representative for Russia and EAEU for EAC certification
      • Manufacturing audit for EAC certification
      • Surveillance of EAC conformity assessment
      • Product and packaging marking as a part of the Technical Regulation in the EAEU
      • Costs of EAC certification and EAC declaration
      • Selection and shipment of samples for EAC certification and EAC declaration
      • Technical Regulation in Kazakhstan
      • Technical Regulation in Belarus - Conformity assessment
      • EAC conformity assessment schemes
      • Frequently asked questions about EAC certificates and declarations
      • Period of validity of EAC certificates and declarations
      • Type examination for EAC conformity assessment
    • Apostille and consular Legalization of foreign documents
      • Apostille and consular legalization from Russia and Eurasian Economic Union
      • Apostille and consular legalization from Europe and European Union
      • Apostille and consular legalization from Asia
      • Apostille and consular legalization from the Americas
      • Apostille and consular legalization from Africa
      • Apostille and consular legalization from Oceania
      • Banks and financial institutions
      • Global mobility and visa support
      • Lawyers and notaries
      • Translation agencies
      • Frequently asked questions about apostille and consular legalization
    • Extracts from foreign commercial registers and accounting statements
      • Extracts from commercial registers of Russia and EAEU
      • Extracts from the commercial register and company information from Europe
      • Extracts from the commercial register and company information from Asia
      • Extracts from the commercial register and company information from the Americas
      • Extracts from the commercial register and company information from Africa
      • Extracts from the commercial register and company information from Oceania
      • Know Your Customer
    • Extracts from foreign land registers
      • Land register extracts from Europe
      • Land register extracts from Russia and EEU
      • Land register extracts from Asia
      • Land register extracts from the Americas
      • Land register extracts from Africa
      • Land register extracts from Australia and Oceania
    • Procurement of documents worldwide
      • Procurement of documents in Austria
      • Procurement of documents in Albania
      • Procurement of documents in Andorra
      • Procurement of documents in Armenia
      • Procurement of documents in Belize
      • Procurement of documents in Belarus
      • Procurement of documents in Belgium
      • Procurement of documents in Bulgaria
      • Procurement of documents in Bosnia and Herzegovina
      • Procurement of documents in the Vatican
      • Procurement of documents in the United Kingdom
      • Procurement of documents in Hungary
      • Procurement of documents in Haiti
      • Procurement of documents in Germany
      • Procurement of documents in Greece
      • Procurement of documents in Denmark
      • Procurement of documents in Iran
      • Procurement of documents in Ireland
      • Procurement of documents in Iceland
      • Procurement of documents in Spain
      • Procurement of documents in Italy
      • Procurement of documents in Kazakhstan
      • Procurement of documents in Canada
      • Procurement of documents in Kyrgyzstan
      • Procurement of documents in China
      • Procurement of documents in Latvia
      • Procurement of documents in Lithuania
      • Procurement of documents in Mexico
      • Procurement of documents in Moldova
      • Procurement of documents in Mongolia
      • Procurement of documents in the Netherlands
      • Procurement of documents in Norway
      • Procurement of documents in Poland
      • Procurement of documents in Portugal
      • Procurement of documents in Russia
      • Procurement of documents in Romania
      • Procurement of documents in the USA
      • Procurement of documents in Serbia
      • Procurement of documents in Slovakia
      • Procurement of documents in Slovenia
      • Procurement of documents in Tajikistan
      • Procurement of documents in Turkmenistan
      • Procurement of documents in Uzbekistan
      • Procurement of documents in Finland
      • Procurement of documents in France
      • Procurement of documents in Croatia
      • Procurement of documents in Montenegro
      • Procurement of documents in the Czech Republic
      • Procurement of documents in Switzerland
      • Procurement of documents in Sweden
      • Procurement of documents in Estonia
      • Procurement of documents in South Korea
      • Procurement of documents in Antigua and Barbuda
      • Procurement of documents in the Bahamas
      • Procurement of documents in Cyprus
      • Procurement of documents in Malta
      • Procurement of documents in Ukraine
      • Procurement of documents in Japan
      • FAQ replacement & retrieval of documents
    • Technical and legal translations
      • Legal translations
      • Technical translations
      • Certified translations
      • Marketing translations
      • Translation of contracts
      • Translations of trade register extracts
      • Proofreading
      • Editing
    Our Services
    Our Services

    We develop professional solutions for each customer individually to master successfully the challenges in the new markets.

  • Company
    • Team
    • Our references
    • Our story
    • Customer reviews
    • Affiliate program
    Our Company
    Our Company

    We are a globally operating consulting company based in Passau. Our broad spectrum of corporate services aims to cross borders and overcome boundaries together with our clients.

  • Career
  • Contact
Employee Onboarding

Creating opportunities together

Employee onboarding

Our employees are the foundation for the long-term and sustainable development of our business.


Apply now!

  1. Home
  2. Career
  3. Employee onboarding

What is employee onboarding?

Employee onboarding is the process during which new employees become acquainted with the organization, work processes, people, culture, and mission of our company.

Onboarding primarily involves addressing administrative formalities and introducing new employees to their workspace, work processes, team, company policies, and company culture.

A successful onboarding process aims to equip our new employees with the tools and methods that will help them become productive members of our team and integrate into the collective, social, and work environment. During onboarding, employees learn what is expected of them and how our company operates.

Ideally, an employee should be fully integrated into our company within three months in all aspects: work processes, the team, and corporate culture. Only when the employee is fully integrated can the hiring, and consequently, the onboarding process be considered successful.

Goals of onboarding:

Onboarding is important because it helps to quickly bring new employees up to speed, and it shapes their perceptions of our company, its culture, and values.

It has two main objectives:

  1. Increasing the speed and efficiency of a new employee's integration into the company's activities
  2. Ensuring the employee understands and embraces the goals, tasks, mission, and culture of our company

Thus, the primary goal of onboarding is to enhance the productivity and motivation of new employees, as well as to foster loyalty to our company. This has a positive impact on our reputation as an employer and reduces employee turnover.

Employee onboarding outcomes

A well-structured onboarding process for new employees improves employee retention and increases productivity. A successful onboarding process not only properly acquaints our new employees with the company culture, their responsibilities, and their colleagues, but also helps new employees feel more welcome in our company.

The onboarding process includes three main components that employees need to master:

  1. People - Building interpersonal and interdepartmental relationships within the company
  2. Processes - Training new employees in the basic rules, norms, regulations, and policies that define our company
  3. Technologies - Familiarizing employees with the technologies used by our company, training new employees in their job duties, and introducing them to the expected outcomes

How do we assess the results of onboarding?

The simplest way to check whether someone is well onboarded is to ask if they know their role, what success looks like in that role, and if they feel at home in the organization. If not, the onboarding was unsuccessful and the employee may need further support.

Successful onboarding has a number of obvious outcomes that can be identified through employee feedback. After successful onboarding, an employee:

  • Has met their colleagues
  • Has established relationships with their immediate supervisor
  • Feels at home in the organization
  • Understands their role and job
  • Clearly understands their performance criteria
  • Has access to all the resources needed to perform their job effectively

What do our employees expect from onboarding?

Employees have certain expectations when starting a new job. They not only want to be greeted in a friendly manner, but also want to get acquainted with the structures and their tasks. In particular, they:

  • Would like to meet the team on their first day
  • Would like to meet their supervisor
  • Expect a fully equipped workspace and properly configured access rights to the company's infrastructure
  • Have a mentor who will guide them through the work process
  • Receive proper training on all necessary tools and processes
  • Receive regular feedback to better evaluate their work

Onboarding stages

The onboarding period begins as soon as a candidate accepts a job offer. It ends when the employee can independently perform the job for which they were hired.

We identify 5 stages of onboarding:

  1. Before the first day (pre-onboarding)
  2. First day (orientation)
  3. First week
  4. First month
  5. First 90 days

Pre-onboarding

Pre-onboarding

The candidate has just accepted an offer from our company. What should be done to ensure their first day at work goes smoothly?

  1. Send a welcome email to the employee. In this email, inform the new employee about their first day and answer questions such as "what time should I start," "where should I wait," "should I bring lunch to the office," "who can I call if I have questions," what the company dress code is, "what I will be doing on the first day," and "who will be my mentor."
  2. Inform the team about the new colleague, their role, and responsibilities. This creates clarity and helps the team understand which projects the new colleague will be involved in and what their tasks will be. Colleagues should be informed about:
    • The new employee's name, position, responsibilities, and work schedule
    • The start date and time
    • Information about the new employee's immediate supervisor
    • Information about the new employee's mentor
    • The new employee's workspace
  3. Assign a mentor from experienced team members for the new employee and prepare them for interaction with the new employee, explaining their responsibilities and the new employee's adaptation plan.
  4. Set up the employee's email address and provide access to all necessary systems, order office access keys, and business cards.
  5. Prepare the workspace, which should be equipped with everything necessary: a computer, phone, mouse and keyboard, office supplies. Equally important, the workspace should be clean and free of traces from previous employees. All equipment should be supplied with the necessary software and updated, so as not to waste time on this during the first workday.
  6. Request all necessary documents from the new employee for processing, prepare the employment contract and orders, NDA and other formal documents, so as not to waste time on their processing on the first workday.
  7. It is important to plan introductory briefings on safety, fire safety, and personal data protection, etc. To make the training as quick as possible.
  8. It would not be superfluous to prepare a welcome package for the employee, containing a convenient daily planner, a cup for drinks, branded corporate clothing, etc.

First day

First day

At this important stage of adaptation, the employee should receive as much information as possible about their new job. It is also essential for the first day to be as enjoyable as possible for the employee because the first impression matters and forms future professional relationships.

The first day includes a tour of the office and getting to know colleagues and managers. The employee should create a feeling that they can talk to anyone at any time and should not be shy about asking questions. For successful adaptation on the first day, it should include:

  1. The direct manager should meet the employee at the entrance of the office and be sure to greet them.
  2. After the greeting, it is necessary to discuss the plan for the upcoming day with the employee.
  3. The next step is an office tour. Show the kitchen, how the coffee machine works, where the restrooms are, introduce the offices of colleagues, meeting rooms, the printer, shredder, and so on.
  4. Getting acquainted with colleagues. Here, we introduce the new employee to everyone in the company, usually during the office tour.
  5. Later that day, the employee is introduced to the 90-day adaptation plan, the training plan, the mentor, the direct manager, and the team members they will be working with.
  6. Company presentation. This is a presentation by the company founders, mainly dedicated to how the company works in terms of teams and roles, as well as its culture. If a welcome package is provided, now is the time to hand it over. Also, at this point, it is necessary to hand over business cards.
  7. Processing formal documents. On the first day, all formal documents should be signed, including the employment contract, work order, NDA, consent to personal data processing, documents on material responsibility, documents related to medical and pension provision, salary accrual, and tax payment calculation.
  8. On the first day, conduct a basic safety and fire safety briefing for the employee, showing where fire exits, fire extinguishers, etc., are located.
  9. Show the employee their new workspace, provide passwords for the computer, email, Wi-Fi, set up an email signature, demonstrate how to use the printer and scanner, and the corporate messenger. Training on the use of specialized programs, ERP, and others is not conducted on the first day.
  10. At the end of the workday, it is important for the manager to have a short and informal conversation with the employee about their impressions of the first day.
First week

First week

  1. During the first week, introduce the employee to all team members who were not in the office on the day of the tour, and hold personal meetings with department managers and colleagues the new employee will be working with.
  2. Take a photo of the employee for posting on the website, prepare information about the employee and publish it. This is important for remote colleagues, clients, and partners. Also, add the employee to the birthday calendar to not miss anything.
  3. Provide the employee with company policies to study. Conduct briefings on personal data protection, rules for external and internal communication, compliance, quality control, rules for interacting with suppliers, and inform them about the plan for upcoming training seminars.
  4. Provide the employee with templates for internal documents - vacation requests, expense compensation, sick leave, and conduct a briefing on the rules for processing all procedures.
  5. Together with the mentor, training on the use of the company's internal systems, such as ERP and others, should be conducted during the first week.
  6. For the first three months, a training plan and control meetings should be agreed upon with the new employee. During the adaptation period, these meetings should be held at least once a month, and in the first month - weekly.
  7. At the end of the first week, hold a personal meeting with the employee and discuss the adaptation process. As control questions, you can use a list of tasks for the first week.

First month

First month

The first month of the adaptation period is dedicated to getting acquainted with new colleagues, familiarizing oneself with tasks, technologies, and organization, and setting goals.

During the initial meeting with the manager, it is necessary to agree on the new employee's goals and training and development plan within the company.

By the end of the first month, the employee should master the rules for using the main systems in the company, the basics of communication, and the main policies, and should generally be able to participate in the implementation of projects under the supervision of a mentor.

It is essential to regularly hold joint meetings with the employee, their mentor, or manager to track the progress of their adaptation and timely identify the problems and needs of the new employee, as well as provide them with feedback.

First 90 days

First 90 days

The employee adaptation process should generally be completed by the end of the third month. By this time, the employee should have mastered all three components of adaptation:

  1. The employee should build interpersonal and interdepartmental relationships within the company. They should know their managers and colleagues and be familiar with the organizational structure of the company.
  2. Master all company policies, norms, and regulations, as well as share the company's goals and values.
  3. Be familiar with their job responsibilities, understand the expected results, and possess all the necessary tools and skills to independently perform tasks.

It is necessary to conduct a joint final "adaptation" meeting with the employee and their manager or mentor and evaluate the employee's results and the adaptation process. Make sure that the employee, mentor, manager, and the company have met the set goals, and if not, develop measures to address any shortcomings.

Of course, the first three months are not the end of an employee's development in our company. The process of development, training, and growth of employees should be continuous.

We provide our people with the opportunity to acquire and improve their qualifications in a way that is convenient for them. We offer on-site training worldwide. We are working to ensure that everyone has the skills needed for work today and tomorrow.

Apply now!
Our Company

Our сompany

Schmidt & Schmidt is an internationally operating consulting company based in Passau. Our broad spectrum of corporate services aims to cross borders and overcome boundaries together with our clients. We assist our customers, especially medium-sized enterprises, with entering foreign markets and developing their brand.

Our company is a reliable and reputable partner. We strive to provide individual approaches, unrestricted transparency, great reliability and nothing but the highest standards for all our services. Thanks to our knowledgable management and the consistent expansion of competences we have assembled a team of highly qualified, multilingual employees and established excellent connections and cooperations with companies and authorities all around the world.

Subscribe to our newsletter.

Stay informed on our latest news.

Subscribe

Our team

Alexej Schmidt

Alexej Schmidt

Managing partner
Andrej Schmidt

Andrej Schmidt

Managing partner and head of marketing and distribution department
Dr. Olga Kylina, LL.M.

Dr. Olga Kylina, LL.M.

Senior consultant, head of legal services department
Marina Weger

Marina Weger

Senior consultant
Valeria Nikolaeva

Valeria Nikolaeva

Senior consultant
Anna Khan

Anna Khan

Senior consultant

Pagination

  • Next page ››

Our customers are our pride

  • EMAG Maschinenfabrik GmbH
  • WEGeuro, S.A.
  • Profuga GmbH
  • Karl Dungs GmbH & Co. KG
  • Helaba - Landesbank Hessen-Thüringen
  • Plattenhardt + Wirth GmbH
  • EAC Certificate
  • Shell
  • NETZSCH
  • EagleBurgmann
  • EAC Certification TR CU 012/2011
  • EAC declaration of conformity
  • EAC Certification
  • EAC
  • Thomas-Krenn AG
  • Schoepf GmbH
  • Thyssenkrupp
  • BNP Paribas
  • Commercial Register extract
  • logistics germany russia
  • logistics germany russia
  • import to Russia
  • TR CU certificate
  • TR CU certificate
  • extract from trade register
  • TR CU certificate
  • certification for Russia
  • certification for Russia
  • EAE certification
  • EAE certification
  • certification for Russia
  • Export to Russia
  • EAE certification
  • Hofmann Maschinen- und Anlagenbau GmbH
Visa
Mastercard
SEPA Bank Transfer
PayPal

Footer menu

  • Contact
  • Guarantee
  • Imprint
  • Privacy policy
  • Legal agreements
  • Withdrawal policy
  • Site map
  • Payment terms
  • Cookie policy
  • TEST

Search

  • Deutsch
  • English
  • Español
  • Français
  • Italiano
  • Қазақ тілі
  • Русский
  • Türkçe
  • 中文