How to personalize your onboarding training

A personalized employee orientation approach is the perfect way to overcome some common learning obstacles. By customizing onboarding content to your new hires’ needs, you help them make the most of their first few days and weeks on the job. Here are ten top tips for creating a personalized new hire training program at your company, whether it is a large company or a startup. 

Tip #1: Embrace e-learning for personalized onboarding

For many new hires, one of the most stressful aspects of onboarding is the fear of failure. They’re new on the job and likely don’t want managers or colleagues to see them struggling to adjust. E-learning is a great way to create a non-threatening, low-pressure learning environment. It enables new hires to work at their own pace and acquire the knowledge they need without having someone looking over their shoulder. 

With e-learning (or online learning), learners complete courses via a secure website or online learning platform. This method lets you take advantage of the latest learning technologies to create a custom onboarding program that’s interactive, informal, and easily accessible. 

Create your new hire onboarding program. 

Tip #2: Find out what your new hires already know

Different employees bring in different levels of prior knowledge and experience. To ensure your onboarding is relevant to each new hire’s specific needs, start by asking them to complete a pre-onboarding test or assessment. This allows you to discover the exact level of knowledge your new hire already has, and which topics they still need to improve on. 

Based on the results, you’ll be able to create a custom onboarding program that covers only the topics they need to learn more about but skips what they already know. This keeps the course relevant and facilitates a more inviting learning experience. With a personalized onboarding program, your new hires are less likely to get bored and more likely to stay engaged. 

Tip #3: Add milestones to your onboarding process

Another way to keep your new employees engaged during onboarding is to introduce milestones. The onboarding process can be lengthy, likely lasting several months into the new employee’s time at the company.  

Breaking your onboarding tasks and activities into milestones is one of the most effective onboarding solutions. It will reduce the amount of information they need to take in at a time. Adding milestones also accounts for the fact that every employee learns at their own pace. 

Tip #4: Use microlearning

In most companies, there will be some general topics (like house rules or company policies related to paid time off, sick leave, etc.) that all employees need to know about. If you present these topics in an overly broad way (such as a thick employee handbook or lengthy PowerPoint presentation), your new hires are likely to shut off and not really engage with the content. 

Adopting a microlearning approach can make these topics interactive and accessible. This new method of training involves breaking up information into small, easily digestible bits, usually no more than the length of a few sentences. Because of their short length, microlearning “nuggets” are easier to memorize, and learners can repeat them multiple times, which also improves memory and eases the learning process. 

Microlearning works great in combination with mobile learning too (giving employees access to training content on their mobile devices). That’s why it’s ideal to choose an e-learning platform like Easygenerator that is fully mobile-compatible (iOS and Android) and automatically configures the training content so that it displays optimally when viewed on a mobile device. 

Learn our onboarding best practices. 

Tip #5: Keep it interactive

Keep your custom onboarding fun and engaging with plenty of interactive onboarding elements. E-learning is a great way to do this because many e-learning platforms allow you to include educational videos, interactive graphics, educational games, and a wide choice of different types of test questions. All of these elements make the learner feel personally engaged with the content, helping them acquire knowledge in an informal, intuitive way. 

Anyone who’s ever attended a long lecture or sat through a complicated PowerPoint presentation knows how difficult it can be to maintain focus. Traditional teaching methods are one-sided and impersonal: the audience is expected to sit silently and absorb the information.  

However, the best way to learn new skills is to practice them hands-on. This is why interactive learning features are so effective. Prepare your new hires for their new workplace reality by giving them a chance to go through the motions themselves during the onboarding process. 

Tip #6: Build a corporate knowledge base during onboarding

Use onboarding as an opportunity to create a “corporate brain.” Encourage new hires to share their questions and feedback to refine training materials. Documenting these insights in a well-organized knowledge base benefits both new and existing employees. 

For instance, if a new hire asks for clarification on a policy, include the explanation in your repository. Over time, this knowledge base evolves into a valuable resource for everyone in the company, ensuring continuous improvement. 

Tip #7: Try out a “buddy system”

Preserving institutional knowledge is key during onboarding. To facilitate knowledge transfer, pair new hires with experienced team members in a “buddy system.” Buddies can share best practices, answer questions, and provide insights into company culture. 

For example, a senior engineer might walk a new hire through complex workflows or share tips for collaborating effectively with other teams. This approach ensures that critical knowledge stays within the organization while helping new employees feel supported. 

Tip #8: Don’t forget about cultural adaptation

The onboarding process isn’t just about job duties—it’s also about integrating into the company’s culture. Use storytelling or employee testimonials to highlight your organization’s values and commitment to diversity, equity, and inclusion during employee onboarding. 

For example, create a video featuring employees sharing their experiences and how they’ve grown within the company. This helps new hires connect with your mission and feel part of a larger purpose. 

Tip #9: Blended learning in onboarding

Yes, we included e-learning as a separate tip, but you could always approach a hybrid model, such as a blended learning approach. 

Combine e-learning with live or in-person sessions to create a balanced onboarding program. For instance, use online modules for foundational knowledge and follow up with hands-on workshops or team-building activities. 

Blended learning ensures that employees can apply what they’ve learned in a practical setting. For example, a marketing team might complete an e-learning course on brand guidelines and then collaborate on a mock campaign during a live session. 

Tip #10: The role of emotional intelligence in onboarding

Lastly, onboarding isn’t just about transferring knowledge; it’s also about creating a positive emotional experience. Train your HR team and managers to recognize and respond to new hires’ feelings of stress or uncertainty. These first weeks will be the determining point whether your new hire would like to keep working there or not. So, you should never neglect their feelings and be able to create a comfortable environment for them. 

For instance, if a new employee seems overwhelmed, a simple check-in and reassurance can go a long way. Encouraging empathy and active listening fosters trust and helps new hires feel valued, setting the tone for a positive work experience. 

Conclusion 

Personalized onboarding is more than a trend—it’s a strategy that makes new hires feel welcome, valued, and ready to contribute. By leveraging tools like e-learning, microlearning, and interactive elements, you can create a tailored experience that meets each employee’s unique needs. 

Incorporating cultural adaptation, emotional intelligence, and a strong knowledge base ensures that your onboarding program addresses both technical skills and human connection. This comprehensive approach not only prepares employees for their roles but also fosters long-term engagement and employee retention. 

Don’t forget to read more about the biggest onboarding training challenges.