What New Grads Notice in Their First 90 Days at Work
Thoughtful onboarding for new graduates goes beyond day one by providing clear guidance, consistent communication and authentic human connection throughout the first 90 days. A structured, high-touch approach helps new hires build confidence, feel included and stay engaged as they transition into their roles.
As effective people managers, you already know that a thoughtful onboarding process helps a new hire settle into the job quickly and creates a positive employee experience. That experience is even more critical when your new employee is a new college grad.
Although there are always exceptions, most new grads have little professional experience to draw on as they start their careers, so they need more guidance and connections to transition and thrive.
That’s why it’s essential to go beyond the initial onboarding process companies offer and instead implement a 90-day plan that supports new hires at the most needed touchpoints.
“Think of onboarding as high touch, organized and proactive,” advises Amy Freshman, senior director, global HR at ADP. “Think of this as a human experience.”
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How early experiences influence engagement and retention
For new grads, those early work experiences can quickly influence their engagement and retention. From their initial contact with the organization through the interview and hiring process and into their first days and weeks on the job, they assess factors such as the quality, depth and timeliness of communication; the consistent application of policies and practices; the organization’s ability to demonstrate visible progress; and the extent to which they feel included and experience a sense of belonging.
Addressing these aspects by creating a welcoming, exciting atmosphere encourages a new hire to believe they belong at the organization long-term. Failing to create this type of atmosphere can lead to disengagement that quietly builds when an employee feels uncertain or unsupported.
Consider the new grad’s perspective of the 90-day plan
How should managers begin to develop the right atmosphere? Some of the most pivotal touchpoints for a new hire will be the first day, first week and throughout the first three months.
During this time, new hires are paying close attention to determine whether:
Work expectations are clear and if employees can easily and comfortably seek clarification
Managers and team leads are accessible, responsive and actively engaged with their employees
Internal communication is consistent, detailed and timely
Support systems are structured, while still being flexible and human-centered
Freshman suggests thinking about what your new hires would say if a family member asked, 'How's the new job?' What do you want them to say? What do you expect them to say? Use that information to back into what the experience should actually be. Collect feedback along the way to continue adjusting as needed. Ultimately, this answer will be a people story. It always comes back to your people, your culture.”
With this high-level perspective in mind, here are practical ways to ensure your new hire quickly feels like a valued team member.
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Set the stage before day one
A successful onboarding experience begins before a new hire walks through the door. Providing clear information, removing uncertainty and creating early personal connections can help new grads feel prepared, welcomed and confident ahead of their first day.
As you prepare for their arrival, keep these tips in mind:
Share the logistics for the first day with the new grad beforehand, including work start and end times, lunch plans, the dress code and the structure of the first few days.
Give specifics regarding how to get to the specific office within the building, including which office entrance to use, any special instructions on going through security, which elevator banks to use and where employees eat lunch.
Ensure your new hire has the equipment needed before they arrive.
Assign a team member to serve as a “buddy” who can connect with the new grad before day one, answer questions and provide support as a peer resource rather than a supervisor.
Make day one welcoming and clear
New grads often begin a new role with a mix of excitement and uncertainty. While they’re eager to make a strong impression, they’re also looking for reassurance that they made the right career decision. A thoughtful, supportive first day can help build confidence and create an immediate sense of belonging. Keep these tips in mind:
Welcome your new hire when they first arrive. Introduce them to the team, explain the team structure and show them around the office, including their workspace. Reinforce your excitement that they accepted the job and share or re-share your vision of how they can contribute. Carve out time to discuss the plan for the first few days, including the specific agenda and mutual expectations.
Help your new hire feel included. Make sure team members invite them to lunch and appropriate meetings, and ensure they know who to contact for help if you’re not available.
At the end of the first day, check in to discuss how the day went, answer questions, address any concerns and preview what to expect tomorrow.
Support learning and engagement in the first week
As new hires settle into their role, the first week is an important time to reinforce clarity, encourage questions and build confidence. In addition to helping them absorb new information, managers should ensure employees know where to turn for guidance and feel supported as they begin contributing to the team. With that in mind:
Make sure the new hire clearly understands their responsibilities and priorities.
Check in regularly to see whether they feel comfortable carrying out those responsibilities and confirm they have the tools, resources and support needed to succeed.
Go beyond reviewing tasks and deadlines by holding ongoing engagement check-ins. Freshman recommends asking questions early and often such as, “How is it going? How are you feeling? What did you love about your job this week? What can I do as your leader to support you?”
Maintain momentum through the first 90 days
As new hires take on greater responsibility, their need for guidance doesn’t disappear, it shifts in focus. This period often brings new questions, shifting priorities and continued adjustment as they build confidence in their role. To support this, focus on the following:
Offer regular check-ins at milestones such as the end of the second week, and at 15, 45 and 90 days.
In addition to discussing project progress, find out whether they are comfortable and happy in their role.
Building onboarding that drives early confidence and long-term retention
When an onboarding process addresses the concerns new grads notice most, guides them through the issues encountered during the first 90 days of work, and provides not just information but an authentic human connection, it creates a successful employee experience that encourages recent hires to stay and thrive.
A stronger, more intentional onboarding experience can help new graduates feel connected, confident and ready to contribute from day one.
Learn how to create positive employee experiences for better business outcomes
