What Are The 4Cs Of Onboarding and How It Can Boost Your Onboarding Process?

Onboarding is a pivotal task for any organization. Proper execution of the onboarding process makes sure that new hires are correctly integrated into the organization. When done appropriately, it may assist the new recruits in swiftly and seamlessly adjusting to the social performance components of their professions. The process of assimilating a new employee into the company culture and the progress of an organization will determine how productive they will be in the future and how long they will stay with the organization. These two variables will decide the ROI generated by an employee through their entire contribution to the company. And better onboarding is an excellent way to increase both variables for improving the business.

The new hirings are done by the recruitment team. Next, it needs to be followed by the effective onboarding of these candidates into the organization. In terms of the ROI obtained by multiple new hires and recruits for a company, onboarding is a vital consideration to ensure new employee productivity from the start. According to a study, onboarding possesses four distinct levels—the 4Cs of onboarding. The 4Cs include Compliance, Clarification, Culture, and Connection. These are the building blocks of a successful onboarding implementation. Onboarding strategies are devised based on these four building blocks to achieve better employee performance and retention.


According to the study, the first of these Cs is compliance. This is the lowest level after employee onboarding starts. As part of introducing an employee to the business, organizations can offer them a general review of contracts, legal notes, or other relevant material. It does not mean it should be tedious and boring or finished on the first day. In the beginning, simply go over the fundamentals and provide the most critical information. At this point, it is important to verify that your employee understands their legal position and is aware of the regulations regulating certain workplaces and operations.

The new workers who completed a successful and well-structured onboarding program are more likely to stay with a company. Compliance in remote onboarding needs a new approach and solutions. Organizations can meet compliance training for new hires with onboarding applications or HR onboarding systems that has relevant documents, tutorial videos, and learning materials.


According to the survey, every employee must know their roles and responsibilities clearly and understand their job. It may not appear to be a major concern. But some employees may be unclear about their roles and functions and what is expected of them. They may also be unaware of the processes in place to ensure that their work is done properly, and quality standards are met. It is critical that employees read the job description and that supervisors explain it during the onboarding process. Otherwise, these will create issues with employee performance and productivity in the future.

According to the report, the bottom line is that the quicker new workers feel prepared for their job role, the sooner they will be able to start contributing successfully to the organization’s objective. So, organizational leaders should keep this in mind when approaching clarity.


Integration of a new employee into the corporate culture is a critical part of onboarding but integrating the employee into the culture is a considerably more challenging endeavor. Employees must become familiar with the culture of the organization. According to the study, it is more than merely educating employees about business culture; rather, it is about providing them with a sense of organizational norms and values. Consider Google as an example. Not only has the technology business gotten prominence for its ability to create a simple search engine, but also for its support of an open and inclusive working environment. According to their culture page, they want to maintain the open environment associated with start-ups.

The organization holds a series of all-hands TGIF meetings when employees of the company can ask management questions directly. It should be noted that the atmosphere they have built in their offices throughout the world is also part of this culture. In Dublin, they feature a pub-style lounge, in Sydney, a rainforest entry, and in California, a bowling alley. Not only is management responsible for creating a company culture, but the actions of each employees. But organizational leaders can create the policies and environment that will promote better culture and practices in their organizations. Showing new hires videos about the organization’s history, or a collection of important events through an HR onboarding system can help them to perceive the company culture.


According to the research, this is about an employee’s ability to develop “interpersonal relationships”, and successful “communication networks.”  According to the research, new workers must feel entirely socially comfortable and welcomed by their peers and superiors. This is where a manager or supervisor comes in. Their role is crucial in creating a bond between the organization and new employees. Examine the employee’s integration level into the organization carefully to judge their engagement and possibilities for attrition.

Gather opposing viewpoints from their peers, and if any issues emerge, confront them straight on, to make sure there is no misunderstanding or grievances between employees. Because these can hurt employee engagement and the collective spirit of the team. With geographically dispersed employees and teams, selecting the right technology for communication, coordination, and collaboration has become very important. Furthermore, creating a connection with new hires needs seamless communication. So, HR onboarding software often contains instant messaging, chat, or video conferencing capabilities to handle remote communication. Automated emails and messaging facilities have also been available through HR onboarding solutions.

Wrap Up

Just like in other sectors, COVID-19 has brought a paradigm shift into recruiting and onboarding. Remote onboarding demands a new approach to engaging employees. Therefore, onboarding technologies and tools have been introduced to handle remote onboarding. Onboarding software with new features capable of handling remote onboard is now available for organizations. Also, new strategies are devised based on 4C to resolve the challenges created by the outbreak for recruitment and onboarding practices.

By following these four stages, organizations can ensure that the onboarding process is executed efficiently. It is better to perform employee onboarding online with HR onboarding systems or other onboarding solutions. It will reduce the paperwork for employees and the onboarding personnel. Moreover, it will help streamline the entire process to increase its efficiency and impact.

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