This highly-rated course boasts a 4.7-star-star rating from 14 reviews and has successfully guided 3,369 students in mastering Human Resources skills. Featuring 2 hour(s) 30 minute(s) of expert-led content delivered in English, this course offers thorough training to enhance your Social Science expertise. The course details were last updated on December 24, 2024. This coupon code is brought to you by Anonymous.
- Expired on April 24, 2025
- Last Update: April 24, 2025
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Price:
39.99 $0 $
About This Course
Master Employee Onboarding: Build a Process That Boosts Retention, Fast
Your onboarding is broken—and it’s costing you your best hires.
In the first 90 days, your new employee decides whether to stay, disengage, or leave. Most onboarding programs fail to make an impact. This course shows you how to fix that—fast.
Learn how Google, SHRM, and top employers onboard smarter. From preboarding to post-probation, you’ll build a high-impact onboarding system that creates confident, loyal, high-performing employees—whether they’re in-office or remote.
This isn’t theory. It’s plug-and-play strategies, templates, checklists, and proven methods that you can implement immediately.
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What You’ll Learn
• Why onboarding is the secret weapon behind employee retention and performance
• How to design a full onboarding journey—from offer acceptance to 90-day review
• Preboarding tactics to engage hires before Day 1
• First-day scripts and checklists that create immediate belonging
• 30/60/90-day plans that boost adaptation and productivity
• Gamification techniques to turn onboarding into motivation
• Remote onboarding hacks that actually work
• How to measure success and fix what’s not working
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Why This Course Works
• Built on models used by Google, SHRM, and other talent leaders
• Designed by expert Mike Pritula with deep HR, TA, and L&D experience
• Packed with practical templates, tools, and real-world case studies
• Certification on completion to boost your profile and internal credibility
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Who This Is For
• HR professionals rethinking how onboarding should work
• Hiring managers who want a team that actually sticks
• L&D and talent teams building scalable onboarding programs
• Business leaders ready to stop losing great talent at Day 45
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Don’t wait until another new hire quits before month three.
Design an onboarding experience people talk about—and stay for.
Enroll now and turn new hires into long-term talent, from Day One.
