Transformative Learning & Development
L&D Studio
powered by AELIA
Συνεντεύξεις επαγγελματιών HR και L&D
Interview with
Lina Valmas
HR Strategic Consultant
«When onboarding is seen as the launch of a developmental journey rather than a one-time process, it builds engagement, belonging, and long-term growth.»
AI can definitely make onboarding faster and more consistent as it helps with efficiency, automation, and accessibility, but when onboarding is handled primarily through AI agents, something very important can get lost: the human connection. At least for now, who knows how this may evolve in the future.
The first days in a new organization are emotional as much as practical. New hires need empathy, reassurance, and genuine interaction to feel part of the culture. If the process feels too automated or transactional, it can create distance rather than connection.
There’s also the issue of flexibility; AI systems don’t always adapt well to unique circumstances or cultural nuances. So while AI can enhance the process, it should complement human interaction, not replace it. The sweet spot is a hybrid model that blends efficiency with warmth and personalization.
Gen Z brings a very different set of expectations to the workplace. They value authenticity, purpose, and digital fluency. When I design onboarding for them, I make sure the experience feels genuine, connected, and tech savvy.
They expect technology to work seamlessly, but they also want to understand the “why” behind what they’re doing. I use short, interactive learning modules, encourage social engagement through digital platforms, and create opportunities for early feedback and dialogue.
I also focus more on wellbeing and psychological safety. Gen Z wants to know they’re entering an environment that values balance and mental health. They appreciate open conversations, clear communication, and the chance to be heard early. I would propose to make the experience authentic where they can contribute very early on.
One of the biggest mistakes I see (and I have been there myself) is treating onboarding like a checklist instead of an experience. Too often, organizations focus on administrative tasks like filling out forms, learning systems, reviewing policies and overlook the emotional and cultural aspects of joining a new company.
Another common issue is misalignment between HR, managers, and team leaders. When ownership of onboarding isn’t clear, the process becomes fragmented, and the new hire ends up navigating a disjointed experience.
Many onboarding programs also stop after the first week or follow a 90-day plan at best. Onboarding shouldn’t have an end date, it’s really the starting point of the employee journey. This is when people are introduced not just to the company’s culture and ways of working, but also to their own developmental path within the organization.
A great way to strengthen this is by using a dual buddy system. I like to pair new hires with both a “Culture Ambassador”: someone who helps them understand the organization’s values and informal culture and “Departmental buddy”, who supports them with the practical, day-to-day side of their role. This combination helps employees feel connected, confident, and supported from the very start. You can even name the buddies differently based on your company's brand name to have a more customized approach.
When onboarding is seen as the launch of a developmental journey rather than a one-time process, it builds engagement, belonging, and long-term growth.
I’d love to see more storytelling and cultural immersion in onboarding. New hires should walk away from their first week not just knowing what the company does, but why it does it and how their role contributes to that purpose.
Another thing I’d like to see more of is connection and mentorship. Formalizing programs like buddy systems or peer networks can make a huge difference in helping people feel anchored early on.
Finally, I think onboarding should evolve into a more personalized learning journey. Using both data and human insight, we can tailor the experience to each person’s goals, strengths, and growth potential. That’s what truly turns onboarding into a launchpad for engagement and career development, not just a welcome process, but the start of something meaningful.
Onboarding isn’t something you design once and leave behind, it’s a living process. The best way to keep it fresh and meaningful is to listen to your new hires. Their feedback tells you exactly where the experience shines and where it needs to grow. In times that are constantly changing, staying adaptable and open to evolution isn’t just good practice, it’s essential to creating workplaces where people truly thrive.