Key points
- Goal: for new hires to understand the company and build relationships beyond their own team.
- Timing: in the first few weeks after arrival.
- Mix new hires with longer-serving employees.
- A pleasant, easy-to-reach venue sets the tone for the welcome.
What an onboarding seminar is for
- Explaining the company’s strategy, organisation and culture.
- Building links between departments, sites and generations.
- Giving practical bearings: who does what, who to turn to.
- Showing that the company invests in the people it hires.
Sample one-day agenda
| Time | Content |
|---|---|
| Morning | Welcome, word from the leadership, history and strategy of the company |
| Late morning | Presentation of the different roles by employees, Q&A |
| Lunch | Mixed tables, a new hire next to a longer-serving colleague |
| Afternoon | Group activity (treasure hunt, cooking workshop, team challenge) |
| End of the day | Social get-together, handing out the welcome booklet |
Choosing the venue
- Easy access: new hires sometimes come from far away; a nearby station or airport avoids late arrivals.
- Varied spaces: a plenary room, spaces for workshops, outdoor space for the activity.
- Atmosphere: a warm venue that makes people want to stay.
Around Aix-en-Provence, many venues are close to the TGV station and the airport: see corporate retreat in Aix-en-Provence. Describe your seminar to receive proposals.
Frequently asked questions
When should you hold an onboarding seminar?
In the first few weeks after arrival, once new hires have found their feet but still have many questions. Companies that recruit in intakes often schedule it just after a wave of arrivals.
Who should take part?
The new starters, managers and longer-serving employees who act as go-betweens, as well as a member of the leadership to convey the company’s vision.
Which format should you choose?
One day is enough for a small group. For a large intake or new hires from several sites, two days with a night on site help build relationships.
