Onboarding begins long before day one. And continues long after the introduction period.

How do you attract the sharpest young talent? And more importantly: How do you keep them? For many companies, the answer starts with a job posting and ends after a good first week. But that logic no longer holds. The most ambitious young professionals aren’t just looking for a job. They’re looking for a sense of belonging, a space for personal growth and a set of shared values that go far beyond a job title.

Onboarding should never be reduced to a practical HR procedure. It should be understood as a culture-driven, strategic journey – one that begins well before a contract is signed and may never fully end. A journey in which the company actively invests in relationships, purpose and trust, from early pre-onboarding to long-term employer advocacy.

Earn their trust, before they’re even looking for a job

Today’s students are raised on purpose-driven storytelling, social media and limitless choice. That makes their first impression of your company crucial – not as job applicants, but as people. It’s during the early years of study that preferences are formed: Who feels genuine? Who offers more than just a job? Who dares to communicate in a way that truly resonates with me?

This is where pre-onboarding becomes a powerful concept. When a company dares to showcase its culture, values and real people - rather than just launching campaigns and quoting KPIs - it opens the door to building trust long before the talent market becomes competitive. This isn’t recruitment. It’s relationship-building.

Onboarding is not just coordination. It’s culture

Traditional onboarding often focuses on system access, understanding processes and getting up to speed quickly. But if that’s your goal, you’re missing the point. For a new employee, the essential questions are: ‘Do I belong here? Am I taken seriously? Will I have room to grow?’

A holistic onboarding process should create psychological safety, invite ownership and bridge the gap between the company’s vision and the individual’s personal journey.Yes, it’s about integration. But just as much about identification.

When done right, onboarding transforms from a starter kit into a powerful platform for performance, well-being and long-term loyalty.

Retention is not a goal. It’s a added value of culture and care

Many companies still measure onboarding success by how many employees remain after 6 or 12 months. That’s understandable, but far too narrow. Retention doesn’t arise from a single good experience, but from continuous relationships and meaningful development over time.

That’s why retention must be seen as part of the entire ‘people & culture journey’. Through mentorship, influence, visible development and a strong sense of belonging, employees not only stay. They actively contribute to the organisation’s future. It takes investment. But it pays off in lower churn, higher engagement and a stronger employer brand.

When employees become ambassadors

The ultimate goal of onboarding is not just to get someone started. It’s to make them a proud advocate. When employees share their stories, recommend your company and engage in shaping the culture, that’s when your organisation truly comes alive. That’s employer advocacy in practice. And it doesn’t happen by accident. It must be designed, nurtured and lived.

Let go of old habits and look ahead

Rethinking onboarding as a cultural strategy means letting go of outdated ideas about “HR tasks” and ‘operational routines’. It requires a long-term mindset. One that values relationships over recruitment volume and places purpose and empathy at the leadership table.

And for those companies willing to take the leap, there is real competitive advantage ahead. Not just in the talent race, but in building culture carriers who stay. And who help carry the company forward.

Ready to design onboarding as a strategic culture journey?

At Escabe, we help companies create strong people & culture journeys ... from the first touchpoint to long-term commitment.

Are you interested, then let’s talk.