Individual learning journeys are a strong fit for onboarding: every new hire moves through the same core journey, each from their own start date. You build it once and reuse it for everyone who joins.
If you'd rather start with the mechanics, see How to create individual learning journeys and Scheduling in individual learning journeys.
Why onboarding is a good fit
Every new employee needs the same baseline, but not on the same calendar dates.
An individual journey keeps the structure consistent while adapting the timing to each person.
The early part can be more frequent, and later activities can be spaced further apart.
What to include
A welcome to the company and the team
Practical first-week information
Tools, systems, and ways of working
Culture, values, and expectations
Manager activities when you want the manager to support onboarding at the right moments
Tips for a scalable onboarding
Start with the minimum every new employee should receive.
Use the first day at work as the anchor date when that matches your process.
Keep the first activities short, clear, and action-oriented.
Let team- or role-specific follow-up happen outside the shared core journey when needed.
To enrol new hires automatically as they appear in your directory, see Automatic onboarding with a dynamic list.