Employee onboarding that is ready before the Monday start
New starters get a login, a welcome page and a paced first month on day one. Managers see who has stalled without asking for a spreadsheet.
At a glance
- SCIM provisioning and SAML sign-in
- Starter groups
- Lessons paced by the calendar
- Recording Studio for experts
- Attendance for in-person sessions
If you coordinate onboarding, you know the rhythm. A batch of new starters every Monday, a shared drive full of policy PDFs, an orientation delivered by whoever happens to be free, and a checklist that lives in your inbox. It works until hiring picks up or a second office opens.
LMS Advisor turns that routine into a program you build once. Accounts arrive from your identity provider, starters land in a group that enrolls them automatically, lessons open on the day they are meant to, and each manager gets a view of their own people. Ongoing training after probation lives in the same place.
What slows down a new starter’s first month
Day one depends on the office
One new hire gets a two-hour orientation with their manager. Another, in a smaller site, gets a link to a shared drive. Same role, very different first week.
The training login shows up on day three
IT sets up the laptop, someone else creates the learning account, and the welcome email lands after the new hire has already asked what to do.
Everything arrives at once
Forty documents, a benefits video and three system walkthroughs in week one. By Friday nobody remembers which parts mattered.
Managers hear about problems late
The first sign of trouble is often a missed probation goal, because nobody saw the new hire stop halfway through the product basics in week two.
How the onboarding program fits together
Accounts come from your identity provider or a bulk import, a starter group handles enrollment, drip rules pace the month, and branch-scoped reports show each manager their own team.
SCIM provisioning and SAML sign-in
HR adds a starter in your identity provider and SCIM 2.0 creates the account. Sign-in runs through your existing SAML single sign-on.
Starter groups
Add a person to a group such as “Support starters” and they are enrolled in every course that group holds.
Lessons paced by the calendar
Drip rules release a lesson a set number of days after enrollment, so the week-three material stays out of sight in week one.
Recording Studio for experts
Your best CRM user records a screen and camera walkthrough in the browser, saved to the Media Library for any lesson.
Attendance for in-person sessions
Starters check in to the orientation or office tour by scanning a QR code, and the record sits next to their online progress.
Stalled-learner alerts
A “stuck mid-course” rule emails anyone who has stopped moving, and the at-risk view flags starters likely to drop off.
Building a first-month onboarding path
Plan the first four weeks, not a course list
The onboarding programs that work best start from a calendar. Week one covers the company, the tools and the policies people must acknowledge. Week two is the basics of the role. Weeks three and four move into products, customers and shadowing. Build each block as a course, then chain them into a learning path so they appear in order.
Inside each course, drip settings control timing. A lesson can open a set number of days after enrollment, on a fixed date for a cohort, or only once the previous lesson is complete. You can also set a minimum time on a lesson before the next one opens, which is useful for the handbook module people like to skip.
Getting people in without a ticket
If you use Okta, Microsoft Entra ID or another SCIM 2.0 provider, accounts are created when HR adds the person and, if you allow it, deactivated when they leave. SAML handles sign-in. Without an identity provider, a bulk import creates accounts with a temporary password and sends each starter a welcome email with their login details. Google sign-in and passkeys are available too.
After the first login, starters see a welcome page that greets them by name. Put the first-day schedule, the buddy’s name and a short video from the team lead there.
Content from people who do not have time to write courses
Subject-matter experts rarely want to author a course, but most will record a ten-minute walkthrough. Recording Studio captures camera, screen or both. For policy material, the AI tools draft lessons and quiz questions from an outline or pasted handbook text. Drafts are never published automatically, so someone in HR reviews them first. The interactive module builder adds knowledge checks that can be marked required, so a lesson is not complete until the check is passed.
Keeping managers in the picture
Give line managers the branch manager role and their reports are limited to their own location. Automation rules handle the chasing: a nudge when someone has made no progress after a few days, another when they stall halfway. Slack or Microsoft Teams notifications can post completions to a team channel. Once onboarding ends, adaptive recommendations suggest the next courses, so the same account carries into ongoing development.
From signed offer to fully ramped
Map the first month
List what a starter must know by the end of each week, then turn each block into a course inside one learning path.
Connect accounts
Point SCIM and SAML at your identity provider, or prepare a bulk import file if you do not use one.
Open the starter group
Attach the onboarding courses to a group. Every person added to it is enrolled, and drip rules take over the pacing.
Watch week two
Check the branch report and the at-risk view mid-month, when stalls show up. Reminder rules do the first round of chasing.
Hand over to ongoing training
At the end of onboarding, assign the role’s development path and let recommendations suggest what comes next.
Onboarding programs we see most
Weekly cohort starts
Contact centers that hire in waves use one starter group per role and fixed-date drip so each cohort moves together.
Onboarding across several sites
Branches keep each location’s starters and reports apart, while the core company content stays identical.
Rolling out a new system
When the CRM or ERP changes, existing staff get a short path of recorded walkthroughs and required checks before cutover.
Screening before the offer
Hiring teams run a short assessment with a file-upload question, and AI resume screening helps sort applicants.
What the onboarding coordinator gets back
- Every starter gets the same first month, wherever they sit
- Accounts and enrollments happen without a ticket to IT
- Managers spot a stalled starter in week two, not at probation
- Experts share what they know by recording, not writing
- Onboarding and later development live in one record per person
Features behind this program
Questions from HR and L&D teams
Can we set up new hires before their start date?
We use Okta or Microsoft Entra ID. Will accounts be created automatically?
We do not have an identity provider. How do we add people?
Can a manager see only their own team?
Our onboarding course already exists in Moodle or as SCORM. Do we rebuild it?
Will the AI write our onboarding program?
How do we record in-person orientation?
Walk us through your first week
Tell us how many people you onboard each month and which system creates their accounts. We will show you starter groups, drip timing and manager reports for your roles.
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