Within two weeks, new hires need to understand the big picture of 360 Learning. It's intense and fast on purpose so that the first two weeks are only focused on catching up on topics and getting operational as fast as possible. Every team creates an onboarding track for the new hire.
At Buffer, we used to have a 6-week Bootcamp Onboarding program from which new hires would graduate and become official Buffer employees. We have totally shifted away from this. New hires are considered employees from day one and their onboarding phase lasts over 90 days.
There's fine balance between making sure your new hires get ramped up quickly but also that they feel safe and not stressed about starting a new job. Our bootcamp made it unnecessarily feel like candidates were on trial.
We get people hands on really quickly. This approach helps to minimize the stress people have when they join.
Newcomers are able to learn about the culture as they contribute through small tasks. This provides some early wins which are important as they socialize in the team and develop their own pace.
You can never be too explicit. Having access to a lot of information can be overwhelming but it’s better than leaving a lot of room for doubt.
Especially in a remote company, newcomers are more dependent on their mentors and teammates, so being able to access documentation and past conversations can help bridge the knowledge gap. This is also a great way to identify knowledge or practices within the company that have gone undocumented but should be shared for everyone’s benefit.