Inclusive hiring and onboarding: Laying the foundation for belonging
“Belonging” is a prerequisite for thriving teams. But “belonging” doesn’t begin on an employee’s first day. It starts the moment they engage with your organization. From initial interviews to early team interactions, new hires quickly form emotional impressions that shape their sense of connection, support, and cultural alignment. For leaders and HR teams, this is an important window to foster psychological safety, create meaningful inclusion, and lay the foundation for long-term engagement. From who’s involved in interviews to how each new team member is welcomed, every touchpoint is an opportunity to connect and reinforce inclusion.
We previously covered strategies for building a sense of belonging—moving from awareness to action. Now, we’ll talk about the next, foundational step: creating a sense of belonging from the very beginning—even before day one. It starts by changing the framework and mindset around hiring and onboarding—turning them from HR processes to opportunities to set a tone of trust, inclusion, and shared purpose from day one.
Turn hiring into a team sport with peer interviewing
Inclusive hiring starts with who’s at the table. Inviting front-line clinicians and staff to participate in interviews not only promotes team alignment, but it also gives candidates a genuine glimpse into the culture they’ll be joining. Peer interviewers should be trained in inclusive practices to ensure fair, unbiased assessments and thoughtful engagement. This shared ownership makes a strong statement: Everyone’s voice matters from the very start.
Show candidates the real day-to-day
Belonging starts with clear, realistic expectations. Letting candidates shadow on the unit before they’re hired gives them a firsthand look at the workflow, patient population, and team dynamic. This kind of transparency helps prevent mismatches, and helps candidates picture themselves as part of the team before they accept the offer.
Lead with meaningful gestures to build connection
From day one, small, intentional gestures can go a long way. A welcome kit—with things like a team-signed card, branded lanyard, and department swag—fosters inclusion and pride early on. More than just a gift, it shows the new hire that their team was expecting them—and is glad they’re here.
Make the first 30 days count
Onboarding sets the emotional tone for everything that follows. In that critical first month, most new healthcare employees decide if they feel:
- Welcomed by their team
- Supported by leadership
- Aligned with the unit’s values and culture
Get this right, and you lay the foundation for engagement, trust, and retention.
When early needs go unmet, disengagement can take hold quickly—and quietly—with lasting consequences. Increased turnover, patient safety risks, and team disruption often follow. That’s why leaders play a pivotal role. Frequent check-ins, personal introductions, and structured onboarding conversations help ensure no one ever feels like an outsider.
A well-designed, inclusive onboarding process is a culture-defining moment. It’s a powerful opportunity to embed “belonging” into the DNA of a new hire’s experience. When leaders and teams invest in first impressions, they build trust and connection that carries throughout the employee’s entire journey.
A strong sense of belonging protects against turnover. It fuels retention, morale, and performance. Interventions like team-based care models, leadership rounding, peer support, inclusive communication, and recognition programs create the kind of workplace where people stay, grow, and thrive.
In healthcare, where people’s lives depend on teamwork, empathy, and clinical excellence, a culture of belonging is essential. When staff feel connected, respected, and valued, they provide better care, support each other more fully, and stay committed to the mission. Inclusion must be built at every level—from onboarding to leadership development. That’s how healthcare organizations create thriving environments where everyone has a voice, and every voice matters.
To learn more about Press Ganey’s consulting services and how to apply lessons from our practical toolkit at your organization, contact to our team of employee experience and nursing experts.