Best Practices to Follow at Employment Orientation Process

Employment orientation is a process of welcoming new employees into the organisation by providing them with insights about their roles and responsibilities, and showing them around the organisation, which helps them to understand the values and culture of the organisation.


Difference between Employment Orientation and Onboarding

Employment orientation is a part of the onboarding process. This is one of the events to welcome the employees. 

The onboarding process is a continuous process and is done after the employee has accepted the offer and joined the organisation.

Employee orientation’s primary process is welcoming new employees, and showing them the company policies, while making them aware of the processes.

The employee onboarding process is consistently communicating with the new employee to smoothly bring them into the company and make them familiar with the roles and responsibilities.

The Importance of Employment Orientation

Employment orientation is critical for new employees to understand how an organisation works along with their culture and values. A good employment orientation benefits both the organisation and the employee. This process mainly increases the morale of the employees.

Employment orientation increases retention rates as the new employees understand where they fit into the company’s vision early on and provide all the relevant information to the new employees to have long-term success in their roles. It increases the productivity of the organisation as each and every new employee will be aware of their goals, and will be facilitated to work for them.

This helps the new employees understand well the values and culture of the organisation. A good orientation process also helps carry out the complete onboarding process smoothly.

Types of Employment Orientation

1. Traditional Orientation

The traditional orientation is about giving instructions to a group of new employees and is suitable for large organisations. This type of orientation is carried out before new employees join the organisation. The organisation carries out bulky hiring and executes a single orientation program for the whole lot hired in a given period.

2. Interactive Orientation

An interactive employment orientation is handled by a well-experienced person with the new hires. The person interacts with the new employees regarding their roles and shares their insight from their experiences gained through that type of role in the organisation.

3. Formal or Informal Orientation

A proper and planned type of orientation is a formal orientation. An informal orientation is directly onboarding the employee after briefing about their work and is left to explore by themselves the company’s values and culture.

5 Steps for a Successful Employment Orientation

  1. Take down the goals you want to achieve in an employee orientation checklist. Knowing what you want to achieve with the new employee is important to be drafted.
  2. Make a detailed plan of the orientation process, and run mocks to check the clarity of points to be discussed at the orientation.
  3. Find out the different ways to innovate the data, designs, and graphics that could be used to make the content more interesting to the new employees.
  4. Do not overload with information since dumping too much information on the first day could be detrimental. Make them feel welcome, this is the main purpose of employee orientation.
  5. Gather feedback from the new employees to make improvements to your employee orientation process.

Best Practices to Follow at Employment Orientation Process

  1. Reply with a follow email after the candidate accepts your offer. The email could be a thank you email for accepting the offer.
  2. Communication is important in an employee orientation process, and this process has to be a two-way conversation.
  3. The best practice for the employment orientation process is breaking up the process into its purpose. The first part of the orientation could be about stating the facts of the organisation. The second part of the orientation sessions can be about the specific roles and responsibilities that they have to adhere to in the organisation.
  4. Arranging a one on one sessions with the manager, regarding their roles and responsibilities gives a sense of recognition in the new workplace. This makes them familiar with the tools they use for the work.
  5. Give them a set of objectives to be met by asking them to follow a checklist in order to help them understand the requirements, and expectations from the start of their new role in the organisation.
  6. Finally, make sure to have a meeting after the employment orientation process in order to understand how they feel in their new role. This can help you to learn their pulse and grievances by avoiding any surprise exits in the organisation.

Frequently Asked Questions

1. What are the types of employee orientation programs?

The types of employment orientation programs are traditional orientation, interactive, formal, and informal orientation sessions.

2. What is the main objective of an employment orientation?

The main objective of employee orientation is to help the new employees settle well into the new work environment. The goal of the orientation is to familiarise the new hires with the organisation’s history, and align them with the current and future objectives of the organisation. This provides an opportunity to share the company’s policies that have to be achieved by the new employees in the organisation.

3. What is pre-hire orientation?

A pre-hire orientation happens before an employee’s actual joining date. These aspects help with basic communication and necessary details to be shared throughout the process.

4. Which process comes first, orientation or onboarding?

The process depends on the type of organisation. The employment orientation process is done to help new hires familiarise themselves with their roles and responsibilities and the values and culture of the new organisation. The onboarding process is done to register them with the organisation and provide in-depth knowledge about their new role in the organisation.

Closing Thoughts

Employment orientation requires planning to aim for retention, high performance, or an increase in the morale of the new employees from the result of the orientation. Prepare a checklist with different kinds of information included in it. Write down the points to be shared that the organisation wants its new employees to know.

Transform the checklists into an interactive, and engaging orientation session, while improving the orientation to include new ideas and suggestions. Ask for feedback from the employee orientation, and views to improve the orientation programs. 



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