Choosing Between Digital Employee Inductions and In-Person Onboarding

Are you in the process of introducing new hires to your organisation? Have you heard the words ‘induction’ and ‘onboarding’ used interchangeably? Are you unsure how to choose between them? 

Understanding the key elements of digital employee inductions and in-person onboarding will help to clarify which elements best align with your organisational goals, company culture, and employee needs. Follow our guide on the differences and our top tips for making your final decision.

Let’s Get Down to the Basics

Before we dive into the pros and cons of each, let’s first look into some definitions.

Digital Employee Inductions

Digital inductions are standardised and streamlined digital platforms aimed at helping new employees familiarise themselves with company policy, safety rules, and job requirements. Digital inductions are also about learning. Using digital platforms, employees learn about the organisation and the skills, processes and policies needed to further their productivity. Known for its unique features, flexibility, and accessibility, this system allows new users to complete their induction anytime and anywhere, making it ideal for remote workers, part-time employees, and on-the-go contractors. This system has shown increases in information retention and engagement.  

In-Person Onboarding

This traditional system relies on face-to-face interactions between current employees/managers and new hires. These interactions may include office tours, in-person training sessions, paperwork completion, and team lunches. In-person onboarding provides real-time engagement and feedback, with potential relationship-building from day one. 

Our Top Tips for Choosing the Right Approach

Choosing an HR onboarding system that best aligns with your organisation is crucial to making your employees feel welcomed, engaged, and ready to succeed in their roles. When making your final decision, use these aspects to help cement your choice. We’ve provided our top tips about digital employee inductions so you can easily weigh up the two options. 

Company Culture and Values

Reflect on your company’s culture and mission to determine which onboarding system best aligns with your values. Keep in mind that you don’t have to choose one over the other; blended approaches work well. 

For example, if your company’s mission is to foster close-knit relationships, consider prioritising in-person onboarding for team-building exercises and supplementing with digital inductions for trusted ongoing training. 

Tip:

• Consistent Messaging: Ensures all employees receive the same high-quality training without variations.
• Multiple Languages: Videos can be tailored with subtitles or voiceovers in different languages to suit diverse audiences.
• Engaging Visuals: Film on-site and include real staff to make the content relatable and build trust.

Work Environment

Whether remote-first, hybrid, or in-office, match your onboarding approaches to your environment. Consider what your employees need and how this is best suited to their working environments, given their proximity (virtual or physical) to colleagues and resources. 

Remote teams need digital onboarding incorporating interactive elements like live Q&A sessions to create connections and promote virtual relationship-building. Hybrid workplaces may need digital modules for foundational training combined with collaborative exercises in the office. 

Tip:

• Engaging Visuals: Film on-site and include real staff to make the content relatable and build trust.
• Compliance: Standardised training ensures all employees are informed of company policies and safety standards.
• Scalability: Easily shared across multiple locations, saving time and resources.

Employee Roles and Departments

Tailoring your onboarding approach to the specific needs of each role and department will improve information retention and productivity. Hands-on positions typically benefit from in-person training, while technical or knowledge-based roles thrive with digital modules and self-paced learning. 

For example, technical roles benefit from digital onboarding with guided tutorials and online resources, enabling employees to revisit these when needed. Customer-facing roles will thrive with a combination of in-person training and digital simulations that allow employees to practice real-world scenarios in controlled environments.  

Tip:

• On-Demand Access: Employees can review the videos at their own pace, enhancing understanding and retention.
• Customisable: Videos can be updated or adapted to reflect changing requirements, processes, or regulations.
• Scalability: Digital platforms make scaling onboarding systems for large or geographically dispersed teams easy.

Budget and Resources

Assess your company’s budget to determine how much you can allocate to onboarding systems before making the final choice. Digital onboarding is cost-effective and easily scalable, while in-person onboarding requires travel, materials, or dedicated trainer investments. However, if you uncover possible budget constraints, consider compromising with a blended approach.

Tip:

• Cost-effectiveness: Reduces the need for repeated in-person training sessions, saving costs over time.

Technology Infrastructure

Evaluate your company’s technology stack and whether it can support a digital induction system. Identify gaps in tools or resources that could affect user experience or content delivery, and consider how technology proficiency among staff may influence your choice. 

For example, if your team is unfamiliar with complex platforms, consider easy-to-use onboarding tools, such as video-based modules or interactive PDFs. Additionally, research mobile-friendly platforms for accessibility, especially when your employee’s roles may be on-site or in the field.

Tip: 

• Flexibility and accessibility: Employees can engage with onboarding materials at their own pace.

The Final Choice

Digital inductions and in-person onboarding have unique strengths. Finding the right balance between these approaches is key. Many organisations may benefit from a blended solution that combines the strengths of both digital and in-person methods, offering a flexible yet personal experience for new hires.

As you consider your final decision, remember that the right onboarding strategy should reflect your company culture, work environment, and each role’s specific needs. 

If you’re ready to elevate your onboarding process, Anderson Studios can help you design customised onboarding solutions that meet your organisation’s unique needs. Whether you’re interested in a fully digital employee induction, an in-person experience, or a blended approach, our team of experts will work with you to develop a program that aligns with your goals and engages your new hires from the start.

Contact us today for a consultation and explore how Anderson Studios can support your onboarding journey with tailored industry-leading solutions. Let’s create an onboarding experience that builds a foundation for long-term success together!