First-Class Failures in Onboarding and How to Fix Them 

Too often, businesses focus on the interview process, pulling out all the stops to attract top talent, only to fall short when it comes to welcoming them to the team. In this blog, we’re diving into why onboarding shouldn’t feel like an economy seat on a flight after a first-class interview experience. We’ll explore how you can transform your onboarding process from a dull safety demo to a first-class experience that leaves your new hires excited, engaged, and ready to hit the ground running.  

You’ll learn how a thoughtful, curated onboarding journey not only boosts retention but also turns employees into brand ambassadors. Get ready to rethink what onboarding could be and should be. 

Imagine this: You’re booking a ticket for the trip of a lifetime. Every detail matters—the airline, the time of day, the legroom, and even which airport lounge has the best food. You’re meticulously scanning reviews, checking travel blogs, and ensuring you’ve chosen the perfect seat. You get the ticket, arrive at the airport, and breeze through security because you’re in the fast-track lane. The airport lounge? Perfectly curated. Champagne, artisanal snacks, and a charging port right at your seat. Every moment is designed to make you feel like you’ve made the right choice. But when you finally board the plane, there’s a moment where the illusion shatters.  

You are part of Boarding Group 1, great. You walk down the jetway, eyes catching a glimpse of first class with its plush seats and champagne, only to be guided further back, where you settle into your cramped economy seat, surrounded by pretzels and non-descript soda. The thrill starts to fade.  

Now imagine that as an analogy for the onboarding experience in your company. The interview process? That’s the fast-track lane and the airport lounge. It’s designed to sell the candidate on the journey; the brand, the role, the perks. But when they finally land in their seat, the onboarding experience often feels like the inflight safety demo—important but flat. And let’s be real: nobody remembers those safety videos unless they’re exceptional.  

The “Fast-Track” Interview Experience  

Today’s hiring process is slick. Candidates are being wooed with personalized emails, meet-and-greets with leadership, and meticulously crafted office tours (even if those tours are virtual). According to LinkedIn, 77% of talent leaders believe that employee experience starts before day one, with recruitment playing a massive role in setting expectations. Companies are spending time and resources creating a “fast track” experience, just like a traveler at the airport who gets whisked through security without a hitch. But onboarding? That’s where many businesses fumble.  

According to Gallup, only 12% of employees strongly agree their organization does a great job of onboarding. So, despite all that time, effort, and money spent in the hiring process to give candidates the royal treatment, onboarding too often looks like this: a cramped seat, a generic safety briefing, and a sense that you’re no longer a priority. 

Onboarding Shouldn’t Feel Like a Downgrade 

Here’s the deal: onboarding is not just a procedural orientation, where HR runs through policies, payroll setups, and an office map (virtual or physical). It’s the moment where you need to carry the magic forward from the recruitment process and make the new hire feel like they’ve made the best decision of their career. When onboarding is done right, it’s like stepping into that first-class cabin you walked past during boarding. 

Think about the experience of walking into an airport lounge. It’s not just about the food and drink, it’s the environment, the attention to detail, the personal touches. Similarly, onboarding should be a curated experience. But far too often, once candidates pass the interview stage, they’re handed a seat in coach; a cookie-cutter onboarding process that’s one-size-fits-all. Instead of offering a personalized welcome, they get the equivalent of a cramped seat, stale pretzels, and a mini soda can, wondering if they made the right decision. 

Creating a First-Class Onboarding Experience 

What happens if your onboarding feels like flying coach? Employees start disengaging before they even settle in. You spent weeks, sometimes months, presenting a dream job, and now they feel like they’ve been tricked into an economy seat. And we all know what happens next: they start looking for their exit before the plane takes off. 

But imagine if onboarding felt like the next level in their journey. Here’s what that could look like: 

1. A Welcome Package That Wows 

Think champagne on arrival, not a paper packet of benefits information. Send a well-thought-out welcome kit before day one. Companies like Google and LinkedIn are famous for sending swag boxes, personalized notes, and tech essentials, which instantly create a sense of belonging. According to Glassdoor, organizations with a strong onboarding process improve new hire retention by 82% and productivity by over 70%. 

2. Personalized Attention 

First-class travelers have a personal space; onboarding should feel the same. Offer new hires a mentor or buddy who’s not their manager, someone who can guide them through the early weeks. Make sure they have dedicated time for one-on-one conversations with key people, not just an impersonal group orientation.  

3. Culture Infusion 

Onboarding should infuse the new hire into the company culture. And I don’t mean a quick PowerPoint about your mission and values. New employees should experience the company culture through interactions, meetings, and a warm welcome from team members. 70% of employees who experienced a structured onboarding process reported feeling a high level of job satisfaction compared to those who didn’t. 

4. Clear Roadmap  

When you board a plane, you have a destination in mind. Onboarding should be no different. Make the first 30, 60, and 90 days crystal clear. What are the expectations? What will success look like? According to research from the Society for Human Resource Management (SHRM), 69% of employees are more likely to stay with a company for three or more years if they have a great onboarding experience. 

5. Continuous Feedback and Check-ins 

Flying first class means you get constant attention. Onboarding should feel like that, new hires shouldn’t feel abandoned once they start. Build in regular check-ins and feedback loops. Ensure they feel heard and know that their questions are welcome. 

A Journey Worth Talking About 

The final goal of onboarding? To ensure your new hire reaches their destination and raves about the journey to everyone they know. Just like passengers who rave about a first-class experience, employees who feel valued from the moment they join are far more likely to spread the word about how great it is to work at your company. And when 83% of job seekers say they are likely to research company reviews and ratings when deciding where to apply, your onboarding process directly impacts your talent brand.  

You’ve booked the ticket. They made it to the airport, passed through fast track, and arrived at the gate. Don’t let them down when they board. After all, onboarding isn’t just orientation, it’s the start of a first-class journey. 

At Titus Talent Strategies, we offer more than just recruitment, we provide a concierge-level service that ensures your new hires are set up for long-term success. Our expertise extends far beyond the hire, guiding you through every step of the onboarding process to create a truly personalized experience. From customized welcome kits and culture integration strategies to performance-driven roadmaps, we help you transform onboarding from a basic orientation to a first-class journey. Our goal is to equip your new team members with everything they need to thrive, ensuring they not only stay but become champions of your company culture.  

Click here to book your ticket (schedule a meeting), and let’s take to the skies.