The first 100 days of an employee in a new company can be crucial in determining their success and long-term satisfaction in their job. This is why it is important for employers to pay attention to each detail of this phase and employer branding during this period. Good employer branding is not only a marketing technique that can be used to attract talent but it’s also essential for the retention of employees.

During the first 100 days, new employees are shaping their opinions on their new workplace and decide whether they made the right decision in accepting the job offer. They are also getting a sense of the company culture, the expectations for their role, and the level of support they will receive from their colleagues and supervisors. A positive experience during this time can set the stage for a long and productive tenure, while a negative experience can lead to disengagement, turnover, and damage to the company’s reputation.

Therefore, we have listed some important points we observe each time we are having an aftercare session with our candidates placed in a new company. Here are the 6 important points to succeed in these challenging 100 first days: 


Clear Communication

A strong employer brand communicates the company’s values, mission, and expectations clearly and consistently. This helps new employees understand their role within the company and how they can contribute to its success.


The Welcome day

Make sure everyone is here to welcome your newbies! The Manager should present the new joiner to the teams and departments. Try to make it informal for the shy ones and organize a breakfast or lunch to immediately make the new joiner feel like part of the company. Plus, do not underestimate the power of branded goodies, it always makes people smile and happy to receive material when coming to their new company.


Onboarding support

A company with a strong employer brand will have a structured onboarding process that provides new employees with the training, the main targets of the company, the resources, and the support they need to succeed in their role. This can include mentorship programs, training sessions, and regular check-ins with supervisors. This is not a step to be done in just one day. You must make sure that the onboarding process is a journey created for at least the first 100 days of the company, to avoid making the new joiner feel abandoned.


Culture fit

Employer branding can attract candidates who are a good fit for the company culture, which can lead to a more positive experience for both the new employee and their colleagues. Try to really convert your nice values into concrete actions with your newbies. For example, if “Well-being” is one of your values: try to add yoga classes during your lunch breaks for example. If it’s “Sustainability” for example, make sure your new joiners also participate in each action you put in place to stop waste, save energy… When new employees feel that they belong and share the company’s values, they are more likely to be engaged and productive.


Career development

Even if a new joiner is not going to be immediately promoted, make sure to provide clear opportunities for career development and growth inside the company. This can include additional trainings, coaching, and opportunities each time there is a new one inside the company. Do not communicate that just once but put in place a communication strategy in order to come back often with this information to your employees, even after the 100 crucial days.  Internal mobility is a strong technique that makes your talents stay.


Rewards & feedback

Each one-to-one meeting or team meeting is also a good opportunity to congratulate your employees, especially the new joiners. Never forget to communicate with 100% transparency and respect and the positive aspects should never be forgotten in a meeting. Show your new employees that they are valued and appreciated. Concerning feedback, you must help your employees understand if they are on the right track to reach their goals. We suggest planning an informal feedback meeting after the first day, week, month, semester, and whole year… Of course, be flexible and spontaneous with your employee by sharing feedback anytime you feel it is necessary outside meeting sessions.


In conclusion, the first 100 days of a new employee in a company are critical for their long-term success and satisfaction in their role. Employers can use their employer branding to create a positive experience for new employees during this period, which can lead to higher engagement, productivity, and retention. They must be coherent and make sure the processes inside the company reflect their external employer branding communications to be credible. 


Floriana Nikqi 

Senior Recruiter Marketing & Communication and Head of Marketing at STARK