Hiring new talent in Belgium’s fast-moving sectors—marketing & sales, retail & horeca, IT and HR—requires more than filling a vacancy. The first 30 days for a new hire can make or break their long-term success in your company. But while most newcomers are eager, few will speak up about what they really need to thrive. As a hiring manager, it’s up to you to create structure, comfort, and trust—quickly.
Below are actionable strategies, sector-relevant onboarding tips, and the critical elements that smooth the path for your new team member. Use these steps to build a welcoming workplace and boost retention from day one.
Why the first 30 days matter for Belgian employers
Research shows that most new hires decide within their first months if they see a future with your company. Solid onboarding in this early period can boost engagement, reduce turnover, and speed up the time to productivity.
What new hires really need—but won’t ask for
1. Clear expectations & a structured plan
On day one, most newcomers worry about what’s expected. They want to contribute but don’t want to overstep.
What to provide:
- A written 30-day roadmap (what’s expected by week or milestone)
- A list of key people to know
- Access to relevant systems, software, and work tools
- Clear explanation of role and responsibilities
Template (you can copy paste if you want):
| Day | Goal/Task | Who to Go To |
| 1 | Welcome meeting, intro to team | Manager/HR |
| 2-5 | Product/system/software basics | Assigned mentor/buddy |
| 7 | First feedback session | Manager |
| 10-20 | Begin contributing to projects | Team lead |
| 30 | Review month one, adjust plan | Manager |
2. A personal “buddy” (not just a manager)
Managers are stretched. What every new hire craves is a go-to person for those “small” questions. A peer, not a boss.
How to set this up:
- Assign a buddy from day one
- Encourage informal introductions (coffee break, lunch, or virtual meet)
- Make it easy for new hires to ask questions—no matter how basic
3. Tools, logins, and day-to-day basics—ready in advance
Nothing slows a new hire down like missing equipment, badge access, or system logins.
Checklist for managers:
- Prepare workstation (laptop, phone, credentials)
- Provide a quick reference sheet: intranet, HR contacts, building access
- Set up email, Slack/Teams, and add to all group channels before arrival
4. Cultural cues—beyond the handbook
Belgium’s diverse work culture means company culture varies. Many new hires feel lost in the “unwritten rules.”
Best practices:
- Host a welcome lunch or informal chat to share company values
- Assign a mentor to explain “how we do things here”
- Encourage participation in team rituals or events, even virtually
5. Early feedback—and encouragement
Most new team members are nervous about their progress but may not ask for feedback. Proactive, constructive feedback is key.
Action steps:
- Schedule regular check-ins: week one, two, and four
- Ask open questions (“What’s going well? Where can we help?”)
- Highlight early wins—no matter the size—to build confidence
Specialized onboarding: Best practices by sector
For marketing & sales
- Schedule a product or service deep-dive with marketing/brand leads
- Share key selling points, campaigns, and current targets
- Connect with sales support, digital marketing or customer care for real-world scenarios
For retail & horeca
- Arrange a facility walkthrough and introduce to shift supervisors
- Practice daily operations (POS, inventory, customer flow)
- Make sure uniforms, badges, and schedules are sorted out before the first shift
For IT
- Ensure all hardware and secure logins are ready in advance
- Provide onboarding for internal platforms, codebases, and policies
- Assign a buddy for technical questions and quick troubleshooting
For HR
- Grant access to HR tools and employee portals
- Walk through compliance, payroll, and local regulations (especially important in Belgium)
- Encourage shadowing sessions with other HR team members for a broader view
Avoiding common onboarding mistakes
Belgian surveys reveal these frequent pain points:
- Insufficient information about tasks and expectations (over 60% experience this)
- Delayed delivery of tools/credentials, leaving hires idle for days
- No one appointed to give practical company/culture introduction
- Managers too busy or minimally involved—new hire feels lost
How to prevent these:
- Use a pre-day-one onboarding checklist
- Assign clear responsibilities to HR, managers, and “buddies”
- Make onboarding part of the hiring manager’s KPIs
Quick onboarding success checklist
- Welcome email and practical guide sent before first day
- Setup of all tools, accounts, and equipment
- Schedule of intro sessions and training
- Buddy/mentor assigned
- Regular feedback loops (at least weekly in month one)
- Invitation to social/team activities
The ROI of getting it right
A strong first month sets up new employees for higher satisfaction and retention. In fact, companies that invest in structured onboarding see up to 82% higher new hire retention and greater productivity within the first year. For Belgian businesses facing tough competition for marketing, sales, retail, IT, or HR talent, onboarding is your competitive edge.
Ready to attract and keep top talent? Workers.be can help
Your next star employee is just 30 days away from becoming a loyal, engaged team member. By covering their “unspoken” needs, you set the stage for great collaboration from the start.
If you’re ready to hire quickly and onboard with confidence, let Workers.be connect you with the best candidates in Belgium—across marketing, sales, retail, horeca, IT, and HR. Discover how our matchmaking platform simplifies recruiting and supports both you and your hires through those crucial first 30 days.
Start hiring better. Start with Workers.be.