Beyond Day One: The Onboarding Playbook Local Organizations Need Now

New employees often enter their roles with enthusiasm, only to become disengaged within the first few months due to unclear expectations or lack of support. This is particularly true in government settings, where the complexity of regulations and procedures can overwhelm new hires. A structured onboarding process that extends beyond the first week is essential for helping employees understand their roles, integrate into the organizational culture, and build relationships with colleagues. A Gallup study found that only 12 percent of employees strongly agree that their organization does a great job onboarding new employees, indicating substantial room for improvement across sectors⁶.

Effective onboarding should be phased and deliberate. The initial phase should focus on compliance, such as completing required forms and reviewing policies. However, subsequent phases must target engagement and performance. This includes establishing short-term goals, assigning mentors, and scheduling regular check-ins. Agencies that implement 30-, 60-, and 90-day onboarding milestones are better able to measure progress and provide timely feedback. These actions can significantly improve job satisfaction and reduce early turnover, a key concern in positions that require months of training and background verification⁷.

Equipping Hiring Managers with the Right Tools

Hiring managers are often promoted for their technical expertise but may lack formal training in recruitment and interviewing. To ensure consistency and fairness, agencies should provide mandatory training on structured interviews, legal compliance, and inclusive hiring practices. According to the U.S. Office of Personnel Management, structured interviews are twice as effective as unstructured interviews in predicting job performance⁸. When hiring managers are trained to use the same set of questions and scoring criteria, the process becomes more transparent and defensible.

Beyond interview techniques, hiring managers should understand how to interpret résumé gaps, evaluate transferable skills, and navigate reasonable accommodation requests. These competencies are particularly relevant when hiring individuals who are reentering the workforce or transitioning from other sectors. Human Resources can support this effort by developing toolkits that include job-specific questions, evaluation rubrics, and guidance on assessing non-traditional experience. Regular calibration meetings between hiring panels also help ensure that scoring standards remain consistent across departments.

Enhancing Accessibility and Equity in the Hiring Process

Accessibility in hiring is not only a legal obligation but a strategic imperative for building a diverse workforce. Job postings should be written in plain language, free of jargon, and available in multiple formats to accommodate applicants with disabilities or limited digital literacy. According to the Partnership on Employment & Accessible Technology, nearly one in four adults in the United States has a disability, yet people with disabilities are employed at significantly lower rates than those without⁹. Making the application process more inclusive can expand the talent pool and strengthen organizational capacity.

Agencies should conduct periodic audits of their hiring platforms and practices to identify and remove barriers. This includes testing online application systems for compatibility with screen readers and offering alternative formats for written tests. Additionally, interview locations should be physically accessible, and virtual interview options should be offered as needed. Including a statement about the availability of accommodations in all job postings signals a commitment to inclusion and encourages applicants to request the support they need without fear of stigma.

Leveraging Data to Strengthen Workforce Planning

Data-driven hiring and onboarding practices can help agencies identify gaps, forecast workforce needs, and measure the effectiveness of recruitment strategies. By tracking metrics such as time-to-fill, offer acceptance rates, and new hire retention, HR departments can make informed decisions about where to invest resources. The Center for State and Local Government Excellence recommends using workforce analytics to align hiring with long-term service delivery goals and demographic trends in the community¹⁰.

Exit interviews and post-onboarding surveys are also valuable tools for collecting qualitative data. These insights can reveal patterns such as inadequate training, unclear role expectations, or lack of support from supervisors. Agencies that act on this feedback are better positioned to improve future onboarding experiences and reduce turnover. For instance, identifying that a significant number of new hires leave within six months may prompt a review of onboarding content or supervisory practices. Continuous improvement, informed by data, is essential for building a resilient and responsive workforce.

Fostering a Culture of Belonging from Day One

Creating a welcoming environment begins before the first day of work. Pre-boarding strategies, such as sending welcome emails, assigning onboarding buddies, and providing an overview of what to expect, can ease anxiety and set a positive tone. According to a study by BambooHR, employees who had an effective onboarding experience were 18 times more likely to feel committed to their employer¹¹. When employees feel supported from the outset, they are more likely to stay, engage, and contribute meaningfully.

Fostering belonging also involves recognizing the unique backgrounds and perspectives each employee brings. Celebrating diversity in team meetings, offering inclusive training resources, and creating employee resource groups can reinforce this message. Supervisors should be encouraged to learn about their team members’ communication styles and preferences, which helps build trust and reduces misunderstandings. When onboarding is seen not just as a checklist but as a strategic investment in people, organizations benefit from stronger morale and better performance.

Call to Action: Building a Stronger Workforce Together

Hiring and onboarding are pivotal moments that shape an employee’s experience and influence organizational effectiveness. Municipal leaders, HR professionals, and educators must work collaboratively to ensure that job seekers are prepared, welcomed, and supported throughout their career journey. By investing in structured hiring practices, inclusive onboarding programs, and data-informed decision-making, local governments can build a workforce that reflects the communities they serve and is equipped to meet the challenges of public service.

Practitioners are encouraged to review their current hiring and onboarding practices through the lens of equity, efficiency, and engagement. Start by conducting an internal audit, gathering feedback from recent hires, and identifying opportunities for collaboration with local schools or community organizations. Every step taken toward a more inclusive and supportive hiring process contributes to a more capable and committed workforce. The time to act is now.

Bibliography

1. National Association of Colleges and Employers. “2022 Student Survey Report.” Bethlehem, PA: NACE, 2022.

2. Advance CTE. “The Value and Promise of Career Technical Education.” Washington, DC: Advance CTE, 2020.

3. U.S. Merit Systems Protection Board. “Structuring Hiring to Best Meet the Needs of Agencies and Applicants.” Washington, DC: MSPB, 2019.

4. Society for Human Resource Management. “Onboarding New Employees: Maximizing Success.” Alexandria, VA: SHRM Foundation, 2020.

5. U.S. Department of Labor. “The Benefits and Costs of Apprenticeships: A Business Perspective.” Washington, DC: DOL, 2021.

6. Gallup. “Creating an Exceptional Onboarding Journey for New Employees.” Washington, DC: Gallup, 2021.

7. Office of Personnel Management. “Structured Interviews: A Practical Guide.” Washington, DC: OPM, 2016.

8. Partnership on Employment & Accessible Technology. “Accessibility in the Hiring Process.” Washington, DC: PEAT, 2020.

9. Center for State and Local Government Excellence. “Workforce of the Future: Strategies for State and Local Government.” Washington, DC: SLGE, 2020.

10. BambooHR. “The Definitive Guide to Onboarding.” Lindon, UT: BambooHR, 2021.