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Entdecken Sie in diesem Artikel alle Tipps für den Erfolg.","/de/use-cases/videokonferenz/integration-und-schulung-neuer-mitarbeitender/","Neue Mitarbeiter reibungslos integrieren und schulen","Neue Mitarbeiter richtig integrieren","Neue Mitarbeiter schnell schulen",null,"Verbessern Sie Ihr Onboarding","In Frankreich verlässt 1 von 5 Personen nach 3 Monaten wegen schlechter Integration das Unternehmen, 4 % sogar schon nach dem ersten Tag! Läuft Ihnen da ein Schauer über den Rücken?\nEntdecken Sie in diesem Artikel alles, was Sie wissen müssen, um Ihre neuen Mitarbeiter bestmöglich zu integrieren und ihr Onboarding zum Erfolg zu machen.\n\n## Onboarding: Ein sensibler Moment, der nicht verpasst werden darf\n\nFür neue Mitarbeiter und Arbeitgeber ist Onboarding keine leichte Aufgabe. Hier einige Tipps, wie Sie den Prozess vorbereiten, wenn Sie neu sind, und wie Sie willkommen heißen, wenn Sie Arbeitgeber sind.\n\n### Für den neuen Mitarbeiter\n\nDer neue Mitarbeiter hat die erste Hürde geschafft: Er hat den Job!\nJetzt gilt es, sich zu beweisen: einen starken Auftritt mit angemessener Kleidung, Einsatzbereitschaft und Entschlossenheit. Doch Begleitung ist wichtig. Am Anfang ist es essenziell, zu entdecken, Fragen zu stellen und nach dem Onboarding vollständig integriert zu sein und aktiv am Unternehmen mitzuwirken. Am ersten Tag spürt der neue Mitarbeiter sicher Druck, das ist normal, aber dieser Stress ist positiv und sollte als __Motor__ genutzt werden, um sich entschlossen ins Unternehmen einzubringen.\n\n[Verbessern Sie Ihr Onboarding](https://www.leexi.ai/demo#cta)\n\n### Für den Arbeitgeber\n\nFakt ist: Neue Mitarbeiter, die nicht gut empfangen werden, verstehen die __Herausforderungen__ und __Abläufe__ des Unternehmens nicht. Das ist eine echte Herausforderung, denn es gilt, die richtige Wahl zu treffen und alles zu tun, damit das Profil zum Unternehmensgeist passt.\n\nWenn Sie nicht wissen, wo Sie anfangen sollen, hier ein Leitfaden:\n\n__Schritt 1__: Planen Sie den ersten Tag.\n__Schritt 2__: Erklären Sie alle praktischen Infos zum Unternehmen: Abläufe, Sichtweisen, Mitarbeiter, Räumlichkeiten, Unternehmenskultur – das ist entscheidend.\n__Schritt 3__: Begleitung in den nächsten 2-3 Wochen.\n\nSchritt 1: Planen Sie den ersten Tag.\n\nDieser Schritt ist wichtig. Der neue Mitarbeiter muss sich __erwartet__ fühlen. Die ersten Minuten zählen: Der Arbeitsplatz ist vorbereitet, der Computer wartet, kleine Aufmerksamkeiten (in größeren Firmen) und der Mentor ist bereit! Der Mentor hat eine Liste mit ersten Aufgaben vorbereitet, damit sich der neue Mitarbeiter sofort wohlfühlt. Er steht für Fragen zur Verfügung.\nDas Gespräch mit der Personalabteilung für Vertragsangelegenheiten findet separat statt.\n\n- Schritt 2: Stellen Sie den gesamten Ablauf vor!\n\nDas ist wichtig, damit der neue Mitarbeiter seine Rolle __verinnerlicht__. Präsentieren Sie den Prozess, die Teams und Standorte klar. Jeder muss die Arbeit der anderen verstehen – auch der neue Mitarbeiter. So erhält er einen Gesamtüberblick, weiß, warum er eingestellt wurde, und versteht, für wen und wofür seine Aufgaben wichtig sind.\n\n- Schritt 3: Ein kleines __Check-up__?\n\nIch empfehle, nach dem ersten Monat ein Gespräch mit dem neuen Mitarbeiter zu führen. Erfragen Sie, wie er die Integration erlebt hat, ob das Onboarding gut lief und wie es verbessert werden kann. Diese Rückmeldung ist wertvoll! Die Sicht des neuen Mitarbeiters hilft, das Onboarding für zukünftige Kollegen zu optimieren und allgemeine Verbesserungen zu erkennen.\n\n![Neue Mitarbeiter 2](https://reliable-canvas-66698e1f5b.media.strapiapp.com/Nouvelle_Recrue_2_4352186240.jpg)\n\n## Wie werden Mitarbeiter so schnell wie möglich effektiv?\n\nHier eine kurze, nicht vollständige Liste, die Sie nach Belieben ergänzen können!\nFür Unentschlossene ist das ein guter Start:\n\n- Unterstützung von Anfang an\n- Jobs und Rollen in den Teams verständlich machen\n- Zugang zu möglichst vielen Tools geben und erklären, damit der neue Mitarbeiter sie sofort nutzt\n- Den neuen Mitarbeiter ermutigen, Fragen zu stellen (ein Fragender spart allen Zeit, oder?)\n- Zeit nehmen, den neuen Mitarbeiter herumzuführen\n- Aufgaben kurz vorstellen, damit er Überblick hat\n- Kommunikation pflegen: Onboarding kann überwältigend sein, deshalb darf der neue Mitarbeiter nicht in Infos ertrinken\n- Verständnis zeigen (mindestens im ersten Monat, gern auch länger ;))\n\nLetztlich ist Onboarding zwar mit guten Praktiken verbunden, aber vor allem __maßgeschneidert__. Ein effizienter Prozess wird an die Besonderheiten und Organisation des Unternehmens angepasst.","2026-06-03T16:26:11.583Z","2026-06-03T16:26:11.785Z","de",[39,42,45],{"locale":40,"slug":41,"documentId":25},"en","/en/use-cases/video-conferencing/integrate-train-new-hires/",{"locale":43,"slug":44,"documentId":25},"fr","/fr/cas-d-usage/visioconference/integrer-former-nouvelles-recrues/",{"locale":46,"slug":47,"documentId":25},"nl","/nl/use-cases/online-vergaderingen/integreren-opleiden-nieuwe-medewerkers/",{"id":49,"documentId":50,"name":51,"alternativeText":52,"caption":32,"width":53,"height":54,"formats":55,"hash":89,"ext":57,"mime":60,"size":90,"url":91,"previewUrl":32,"createdAt":92,"updatedAt":92,"publishedAt":93,"focalPoint":32,"related":94},2013,"jmjfolxwhzcgw52sh0j67mtz","pexels-edmond-dantès-4344860.jpg","Nouvelle Recrue 1",1920,1280,{"large":56,"small":66,"medium":74,"thumbnail":81},{"ext":57,"url":58,"hash":59,"mime":60,"name":61,"path":32,"size":62,"width":63,"height":64,"sizeInBytes":65},".jpg","https://reliable-canvas-66698e1f5b.media.strapiapp.com/large_pexels_edmond_dantes_4344860_cf366c829a.jpg","large_pexels_edmond_dantes_4344860_cf366c829a","image/jpeg","large_pexels-edmond-dantès-4344860.jpg",66.82,1000,667,66822,{"ext":57,"url":67,"hash":68,"mime":60,"name":69,"path":32,"size":70,"width":71,"height":72,"sizeInBytes":73},"https://reliable-canvas-66698e1f5b.media.strapiapp.com/small_pexels_edmond_dantes_4344860_cf366c829a.jpg","small_pexels_edmond_dantes_4344860_cf366c829a","small_pexels-edmond-dantès-4344860.jpg",23.79,500,333,23787,{"ext":57,"url":75,"hash":76,"mime":60,"name":77,"path":32,"size":78,"width":79,"height":71,"sizeInBytes":80},"https://reliable-canvas-66698e1f5b.media.strapiapp.com/medium_pexels_edmond_dantes_4344860_cf366c829a.jpg","medium_pexels_edmond_dantes_4344860_cf366c829a","medium_pexels-edmond-dantès-4344860.jpg",43.18,750,43182,{"ext":57,"url":82,"hash":83,"mime":60,"name":84,"path":32,"size":85,"width":86,"height":87,"sizeInBytes":88},"https://reliable-canvas-66698e1f5b.media.strapiapp.com/thumbnail_pexels_edmond_dantes_4344860_cf366c829a.jpg","thumbnail_pexels_edmond_dantes_4344860_cf366c829a","thumbnail_pexels-edmond-dantès-4344860.jpg",7.84,234,156,7839,"pexels_edmond_dantes_4344860_cf366c829a",192.08,"https://reliable-canvas-66698e1f5b.media.strapiapp.com/pexels_edmond_dantes_4344860_cf366c829a.jpg","2025-11-04T15:00:54.198Z","2025-11-04T15:00:54.200Z",[95,108,120,121],{"id":96,"documentId":25,"metaTitle":97,"metaDescription":98,"slug":41,"heroTitle":99,"heroUnderTitle":100,"heroUnderTitle2":101,"heroUnderTitle3":32,"heroCTA":102,"heroVideoUrl":32,"blog":103,"createdAt":104,"updatedAt":105,"publishedAt":106,"locale":40,"__type":107},5690,"Integrate and train new recruit","Integrating new recruits in the best possible way is not always easy. In this article, discover all the tips to succeed. ","Integrate and train your new recruits without a hitch","Integrate your new recruits properly ","Train newcomers quickly","Improve your onboarding","In France, 1 out of 5 people leave their company after 3 months because of a bad integration and 4% after the first day! Do these figures make your blood run cold? \nDiscover in this article everything you need to know to integrate your new recruit in the best possible way and make a success of his onboarding process. \n\n## Onboarding: a delicate moment that must not be missed \n\nFor both the new recruit and the employer, onboarding is not an easy task. Here are a few tips to help you prepare for the onboarding process if you are a new recruit, and to welcome them if you are an employer. \n\n### Whether it's for the new recruit \n\nThe new recruit has already passed the first step: they got the job! \nNow it's up to them to prove theirselves: to make a grand entrance by being properly dressed, to be ready to work and to be determined. But they must be accompanied. At the beginning, it is essential to discover, to ask questions and, once the moment of onboarding is over, to be integrated and participate fully in the development of the company. The new recruit must surely feel pressure on their first day, and this is quite normal, but this stress is positive, and it must be used as an __engine__ to integrate the organization with determination. \n\n[Improve your onboarding](https://www.leexi.ai/demo#cta)\n\n### As well as for the employer\n\nIt is a fact: new recruits who are not well received do not manage to understand the company's __stakes__ and __functions__. This is a real challenge for companies because they are under pressure to make the right choice upstream, but also to do everything possible to ensure that the chosen profile matches the company's spirit downstream. \n\nSo when you're not sure where to start, you can start here: \n\n__Step 1__: Plan the first day. \n__Step 2__: Explain all the practical information about the company: the process, the way you see things, the company, the employees, the premises, the spirit... this is crucial. \n__Step 3__: The follow-up over the next 2-3 weeks. \n\n Step 1: Plan for the first day.\n\nThis step is far from being negligible. Indeed, the new recruit must feel __expected__. The first few minutes are therefore important: their office is ready, their computer is waiting for him, small goodies as well (for the most corporate boxes) and finally their tutor is ready to stand at attention! The tutor has also prepared a list of the first missions of our dear new recruit so that they feel at ease right away. The tutor must be available to answer any questions. \nWe forget about the meeting with HR for all contractual matters.\n\n- 2nd step: Present the whole process!\n\nThis is important so that the new recruit can properly __take ownership__ of their role. It is therefore necessary to present the entire process, the members of each division, and the locations in a rigorous manner. Each employee must understand the work of the others: this is essential for the new recruit as well. This way, the new recruit has a global vision of the company, they know why they were hired and understands for whom and for what their missions are valuable.\n\n- Step 3: Let's do a little __check-up__ ?\n\nWhat I can advise you to do is to have a small meeting with your new recruit once the first month is over. It is important to discuss with them how they feel after this integration period. Find out if the onboarding went well and how you can improve it. This assessment will be instructive for you! The new recruit's view can help you improve the onboarding for future recruits but also identify improvements on a more general level. \n\n![Nouvelle Recrue 2](https://reliable-canvas-66698e1f5b.media.strapiapp.com/Nouvelle_Recrue_2_4352186240.jpg)\n\n## How do you get people to be effective as quickly as possible? \n\nHere's a short, non-exhaustive list that you can complete your own way! \nBut for those who don't know how to proceed you can always start with this: \n\n- Support from the beginning \n- Make people understand the jobs and roles within each division \n- Give access to as many tools as possible and explain them so that the new recruit takes them in hand immediately\n- Encourage the new recruit to ask questions (a new recruit who asks questions saves everyone time, doesn't it?) \n- Take the time to show the new hire around \n- Present the missions quickly so that they have an overview\n- Communicate with them: onboarding can be overwhelming for some recruits, so it is important not to let the new recruit drown in all this new information. \n- Show understanding (at least the first month, but even after that ;)) \n\nFinally, when it comes to onboarding new recruits, while some good practices can be generalized, it is above all a matter of __custom-made__. An efficient process must be designed according to the specificities of the company and its organization.","2025-11-05T15:31:56.285Z","2026-06-03T12:21:26.631Z","2026-06-03T12:21:26.738Z","api::child-page.child-page",{"id":109,"documentId":25,"metaTitle":110,"metaDescription":111,"slug":44,"heroTitle":112,"heroUnderTitle":113,"heroUnderTitle2":114,"heroUnderTitle3":32,"heroCTA":115,"heroVideoUrl":32,"blog":116,"createdAt":117,"updatedAt":118,"publishedAt":119,"locale":43,"__type":107},5736,"Intégrer et former votre recrue","Intégrer de la meilleure des façons les nouvelles recrues n’est pas toujours évident. Découvrez dans cet article tous les tips pour y parvenir. ","Intégrez et formez vos nouvelles recrues sans accroc","Intégrez correctement vos nouvelles recrues ","Formez rapidement les nouveaux arrivants","Améliorez votre onboarding","En France 1 personne sur 5 quitte son entreprise au bout de 3 mois à cause d’une mauvaise intégration et 4% au bout de la première journée ! Vous aussi ces chiffres vous glacent le sang ? \nDécouvrez dans cet article tout ce qu’il y a à savoir pour intégrer, le mieux possible, votre nouvelle recrue et réussir son processus d'onboarding. \n\n## L’intégration : un moment délicat qu’il ne faut pas rater \n\nAussi bien du côté de la nouvelle recrue que de l’employeur, l’onboarding n’est pas une mince affaire. Retrouvez ci-dessous quelques conseils pour vous préparer au mieux si vous êtes une nouvelle recrue, et accueillir au mieux si vous êtes un employeur. \n\n### Que ce soit pour la nouvelle recrue \n\nLa nouvelle recrue a déjà réussi à passer la première étape : elle a décroché le job ! \nMaintenant c’est à elle de faire ses preuves : faire une entrée remarquée en étant correctement habillée, être prête à travailler et être déterminée. Mais elle doit être accompagnée. Au début, c’est donc primordial de découvrir, de poser des questions pour une fois le moment de l’onboarding passé, être intégré et participer pleinement au développement de la boîte. La nouvelle recrue doit sûrement avoir la pression pour son premier jour, et c’est bien normal, mais ce stress est positif, et il faut s’en servir comme d’un __moteur__ pour intégrer l'organisation avec détermination. \n\n[Améliorez votre onboarding](https://www.leexi.ai/demo#cta)\n\n### Autant que pour l’employeur\n\nC’est un constat : les nouvelles recrues qui ne sont pas bien accueillies n’arrivent pas à cerner les __enjeux__ et les __fonctions__ de la société. C’est un véritable enjeu pour les entreprises car elles ont la pression : faire le bon choix en amont, mais également tout mettre en œuvre pour que le profil choisi soit en adéquation avec l’esprit de la boîte en aval. \n\nAlors quand on ne sait pas trop par où commencer, on peut commencer par là : \n\n__1ère étape__ : prévoir le premier jour. \n__2ème étape__ : expliquer toutes les infos pratiques de la boîte :  le process, la manière dont on se représente les choses, l'entreprise, les collaborateurs, les locaux, l’esprit.. c’est crucial. \n__3ème étape__ : le suivi sur les 2-3 semaines qui viennent. \n\n- 1ère étape : Prévoir le premier jour.\n\nCette étape est loin d’être négligeable. En effet, la nouvelle recrue doit se sentir __attendue__. Les premières minutes sont donc importantes : son bureau est prêt, son ordi l’attend, des petits goodies également (pour les boîtes les plus corporate) et enfin son tuteur se tient prêt au garde à vous ! Ce dernier a d’ailleurs préparé une liste des premières missions de notre chère nouvelle recrue afin qu’elle se sente tout de suite à l’aise. Le tuteur doit se tenir à disposition afin de répondre aux éventuelles questions. \nOn oublie le rendez-vous avec les RH pour tout ce qui est contractuel.\n\n- 2ème étape : Présenter tout le process !\n\nC’est important pour que la nouvelle recrue puisse correctement __s’approprier__ son rôle. Il faut donc lui présenter de façon rigoureuse tout le processus, les membres de chaque pôle, et les lieux. Chaque salarié doit comprendre le métier des autres : c’est essentiel pour la nouvelle recrue aussi. Ainsi, la nouvelle recrue a une vision globale de l'entreprise, elle sait pourquoi elle a été engagée et comprend pour qui et pour quoi ses missions sont précieuses.\n\n- 3ème étape : On se fait un petit __bilan__ ?\n\nCe que je peux vous conseiller c’est de faire, avec votre nouvelle recrue, une petite réunion une fois le premier mois passé. C’est important de discuter avec elle de son ressenti après cette période d'intégration. Savoir si l’onboarding s’est bien passé et comment vous pouvez l’améliorer. Ce bilan sera formateur pour vous ! La vision de la nouvelle recrue peut vous permettre d’améliorer l’onboarding pour les prochaines recrues mais également de désigner les améliorations sur un plan plus général. \n\n![Nouvelle Recrue 2](https://reliable-canvas-66698e1f5b.media.strapiapp.com/Nouvelle_Recrue_2_4352186240.jpg)\n\n## Comment faire en sorte que les gens soient efficaces le plus rapidement possible ? \n\nVoici une petite liste non exhaustive que je vous laisse le soin de compléter avec vos propres méthodes ! \nMais pour ceux qui ne savent pas comment procéder vous pouvez toujours commencer par ça : \n\n- Accompagner dès le début \n- Faire comprendre les métiers et rôles au sein de chaque pôle \n- Donner accès à un maximum d’outils et les expliquer afin que la nouvelle recrue les prenne en main immédiatement\n- Encourager la nouvelle recrue à poser des questions (une nouvelle recrue qui pose des questions ça fait gagner du temps à tout le monde n'est-ce pas ?) \n- Prendre le temps pour lui montrer les locaux \n- Présenter rapidement les missions pour qu’elle ait une vue d’ensemble\n- Communiquer avec elle : l’onboarding peut être impressionnant pour certaines recrues, il est donc important de ne pas laisser la nouvelle recrue se noyer sous toutes ces nouvelles informations. \n- Faire preuve de compréhension (au moins le premier mois, mais même après ;)) \n\nFinalement, en matière d’onboarding des nouvelles recrues, si certaines bonnes pratiques peuvent être généralisées, il s’agit avant tout de __sur-mesure__. Un processus efficace doit être pensé en fonction des spécificités de l’entreprise et de son organisation. \n","2025-11-05T15:31:55.727Z","2026-06-03T14:13:54.893Z","2026-06-03T14:13:55.677Z",{"id":24,"documentId":25,"metaTitle":26,"metaDescription":27,"slug":28,"heroTitle":29,"heroUnderTitle":30,"heroUnderTitle2":31,"heroUnderTitle3":32,"heroCTA":33,"heroVideoUrl":32,"blog":34,"createdAt":35,"updatedAt":35,"publishedAt":36,"locale":37,"__type":107},{"id":122,"documentId":25,"metaTitle":123,"metaDescription":124,"slug":47,"heroTitle":125,"heroUnderTitle":126,"heroUnderTitle2":127,"heroUnderTitle3":32,"heroCTA":128,"heroVideoUrl":32,"blog":129,"createdAt":130,"updatedAt":131,"publishedAt":132,"locale":46,"__type":107},7349,"Nieuwe medewerker integreren en oplei","Ontdek tips om nieuwe medewerkers succesvol te integreren en te trainen voor een vlotte onboarding.","Integreer en train je nieuwe medewerkers zonder problemen","Integreer je nieuwe medewerkers goed","Train nieuwkomers snel","Verbeter je onboarding","In Frankrijk verlaat 1 op de 5 mensen hun bedrijf binnen 3 maanden door slechte integratie, en 4% zelfs na de eerste dag! Word jij hier ook onrustig van?\nOntdek in dit artikel alles wat je moet weten om je nieuwe medewerker optimaal te integreren en zijn onboarding tot een succes te maken.\n\n## Onboarding: een delicaat moment dat niet mag ontbreken\n\nVoor zowel de nieuwe medewerker als de werkgever is onboarding geen makkelijke taak. Hier enkele tips om het onboardingproces voor te bereiden als nieuwe medewerker, en om hen welkom te heten als werkgever.\n\n### Voor de nieuwe medewerker\n\nDe nieuwe medewerker heeft de eerste stap al gezet: ze hebben de baan gekregen!\nNu is het aan hen om zich te bewijzen: een goede indruk maken door gepast gekleed te zijn, klaar om te werken en vastberaden. Maar begeleiding is essentieel. In het begin is het belangrijk om te ontdekken, vragen te stellen en na de onboarding volledig geïntegreerd te zijn en bij te dragen aan de ontwikkeling van het bedrijf. De nieuwe medewerker voelt zeker druk op de eerste dag, wat normaal is, maar deze stress is positief en moet als __motor__ dienen om met vastberadenheid te integreren.\n\n[Verbeter je onboarding](https://www.leexi.ai/demo#cta)\n\n### Voor de werkgever\n\nFeit is dat nieuwe medewerkers die niet goed worden ontvangen, de __uitdagingen__ en __functies__ van het bedrijf niet begrijpen. Dit is een echte uitdaging omdat bedrijven onder druk staan om de juiste keuze te maken en ervoor te zorgen dat het gekozen profiel past bij de bedrijfscultuur.\n\nAls je niet weet waar te beginnen, start hier:\n\n__Stap 1__: Plan de eerste dag.\n__Stap 2__: Leg alle praktische informatie over het bedrijf uit: processen, visie, medewerkers, locatie, sfeer... dit is cruciaal.\n__Stap 3__: Volg de eerste 2-3 weken op.\n\nStap 1: Plan de eerste dag.\n\nDeze stap is belangrijk. De nieuwe medewerker moet zich __verwacht__ voelen. De eerste minuten zijn essentieel: het bureau is klaar, de computer staat klaar, kleine attenties (voor de grotere bedrijven) en de mentor staat paraat! De mentor heeft een lijst met eerste taken voorbereid zodat de nieuwe medewerker zich meteen op zijn gemak voelt. De mentor moet beschikbaar zijn voor vragen.\nContractuele zaken worden met HR besproken.\n\n- Stap 2: Presenteer het hele proces!\n\nDit is belangrijk zodat de nieuwe medewerker zijn rol goed kan __eigen maken__. Presenteer het proces, de leden van elke afdeling en locaties duidelijk. Elke medewerker moet het werk van anderen begrijpen, ook de nieuwe medewerker. Zo krijgt hij een totaalbeeld van het bedrijf, weet waarom hij is aangenomen en begrijpt voor wie en waarom zijn taken waardevol zijn.\n\n- Stap 3: Tijd voor een __check-up__?\n\nIk raad aan om na de eerste maand een gesprek te voeren met je nieuwe medewerker. Bespreek hoe hij de integratie ervaart, of de onboarding goed ging en hoe je die kunt verbeteren. Deze evaluatie is leerzaam! De mening van de nieuwe medewerker helpt de onboarding voor toekomstige medewerkers te verbeteren en algemene verbeteringen te identificeren.\n\n![Nieuwe Medewerker 2](https://reliable-canvas-66698e1f5b.media.strapiapp.com/Nouvelle_Recrue_2_4352186240.jpg)\n\n## Hoe zorg je dat mensen zo snel mogelijk effectief zijn?\n\nHier een korte, niet-uitputtende lijst die je naar eigen inzicht kunt aanvullen!\nVoor wie niet weet hoe te beginnen, start hiermee:\n\n- Ondersteuning vanaf het begin\n- Laat mensen de functies en rollen binnen elke afdeling begrijpen\n- Geef toegang tot zoveel mogelijk tools en leg ze uit zodat de nieuwe medewerker ze direct kan gebruiken\n- Moedig de nieuwe medewerker aan vragen te stellen (een vragende medewerker bespaart iedereen tijd, toch?)\n- Neem de tijd om de nieuwe medewerker rond te leiden\n- Presenteer de taken snel zodat ze een overzicht krijgen\n- Communiceer met hen: onboarding kan overweldigend zijn, dus voorkom dat de nieuwe medewerker verdrinkt in alle nieuwe info.\n- Toon begrip (minstens de eerste maand, maar ook daarna ;))\n\nTot slot, bij het onboarden van nieuwe medewerkers gaat het, hoewel sommige goede praktijken algemeen toepasbaar zijn, vooral om __maatwerk__. Een efficiënt proces moet worden ontworpen op basis van de specifieke kenmerken van het bedrijf en de organisatie.","2026-06-03T14:31:44.806Z","2026-06-03T17:32:55.287Z","2026-06-03T17:41:46.003Z",[],"child-pages",{"left":4,"top":4,"width":136,"height":10,"rotate":4,"vFlip":6,"hFlip":6,"body":137},330,"\u003Cg fill=\"none\">\u003Cpath d=\"M325.378 65.7492V50.0301H329.083V65.7492H325.378ZM327.241 47.7992C326.654 47.7992 326.149 47.6047 325.726 47.2158C325.303 46.8201 325.092 46.346 325.092 45.7933C325.092 45.2339 325.303 44.7597 325.726 44.3708C326.149 43.9751 326.654 43.7773 327.241 43.7773C327.835 43.7773 328.339 43.9751 328.756 44.3708C329.179 44.7597 329.39 45.2339 329.39 45.7933C329.39 46.346 329.179 46.8201 328.756 47.2158C328.339 47.6047 327.835 47.7992 327.241 47.7992Z\" fill=\"white\"/>\n\u003Cpath d=\"M313.354 66.0664C312.357 66.0664 311.46 65.889 310.662 65.5342C309.871 65.1726 309.243 64.6405 308.779 63.9378C308.322 63.235 308.093 62.3686 308.093 61.3384C308.093 60.4515 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