Seasonal training · February–April
March New-Hire Onboarding — Training to Finish in the First Month
Timing
Plan in February → Train in the first week of March → Follow up in April
Audience
New hires · Experienced hires · Mentors
What training managers look for
First-week program · Manners and reporting course · Mentor training · First statutory mandatory training
Recommended program
1 in-person day in week one + 2 half-days in month one + 2-hour mentor session
Reply
Program plan and quote within 24 hours
What training managers do this season
Settle these before choosing a course. Once all six are set, we can finish the program plan and quote in a day.
- Plan the first-week program day by daySplit it so company, organization, and system orientation happen in-house, while business manners and reporting basics are taught by an outside instructor. That keeps the first week organized.
- Fit new-hire statutory mandatory training into the first monthMany companies need sexual harassment prevention, personal data protection, and similar training right after hiring. Attaching it to a single day of new hire training costs the least.
- Teach etiquette and reporting separatelyGreetings, business cards, and phone and email etiquette are a different subject from 'verbal reports, email reports, and speaking up in meetings.' Combine them in one course and both end up shallow.
- Train mentors firstMentors handle half of new-hire training. Run the 2-hour mentoring course before new hires start, and first-month attrition drops.
- Include AI tool basics in new-hire trainingTeach the company’s AI usage rules and basic tools during onboarding, so teams don’t have to teach them after new hires join.
- Schedule the 3-month review up frontThe review around day 90 is the last session of new-hire training. Add its date to the first-week schedule.
Preparation timeline — what to do when
This timeline counts backward from the training date. If your company has a different fiscal year or review cycle, just shift the months; the order stays the same.
| When | What | Why now |
|---|---|---|
| Early February | Confirm start dates and headcount · Outline the first-week program | Headcount determines the number of in-person sessions and the venue |
| In February | Schedule external courses and confirm instructors · Select mentors | Lock in dates for external courses such as business etiquette, reporting, and self-leadership within the first week, and finalize the mentor list |
| First week of March | Group training · First statutory training · Mentor matching | Wrap up the company introduction, external courses, and statutory training in one week, then pair new hires with mentors |
| April | First-month check-in · Follow-up training after department placement | Close the gaps that show up after new hires join their teams (reporting, documents, meetings) with a half-day course |
Courses and tools for this season
We picked only courses that fit the schedule above. Tell us the hours and audience, and we’ll send a program plan built from them.
🙌
New-Hire Business Etiquette
Course
Covers greetings, forms of address, business cards, phone and email etiquette, and meeting manners, all in the first week. Built exclusively for new hires.
See details →
📝
Taking Direction & Reporting Skills
Course · 2 hours
How to take instructions and the basics of verbal and email reporting. It is the first thing new hires run into once they join a department.
See details →
🧭
Self-Leadership
Course · 2 hours
Taking initiative and managing your time. The mindset part of new-hire training.
See details →
🤝
Followership
Course · 2 hours
How to work with managers and senior colleagues. Covers the new-hire role, which comes before leadership.
See details →
🧑🏫
Mentoring (Mentor Training)
Course · 2 hours
A 2-hour session for mentors assigned to new hires: what to teach, when to teach it, and how to give feedback.
See details →
🤖
ChatGPT & AI Tools Training
Course · 4 hours
A hands-on course where new hires learn the company’s AI usage rules and basic tools together.
See details →
What training managers actually ask
We gathered post titles from HR and training manager communities and counted only those that mention this season. Treat this not as a measure of demand, but as evidence that the same questions come up every year.
74 articlesof 2,646 titles · collected Sep 6, 2026
These articles mention this season in their titles. Here are four of them.
Retention content for new and experienced hires — request for proposals [Closed]Training program for first-year employees — request for proposals (due 14 Aug)Looking for skills training for new hires and junior staffTraining program recommendations for new employees
Request a March new-hire onboarding plan
Tell us the timing, headcount, and audience, and we will send a training plan and quote matched to this season’s preparation schedule within 24 hours. If you already have a training date, include it — we will plan the schedule backward from that date.
Courses of interest (select as many as you like)
FAQ
How many days should new-hire training last?
The most common setup is one or two days of in-person training in the first week, two half-day courses within the first month, and one review session in the third month. For small groups, we sometimes run a half-day session together with experienced hires.
Can you run it for just a few new hires?
Yes. For small groups, we can arrange sessions alongside their mentors or combine them with experienced hires. Tell us the headcount and start date, and we will send a suitable training plan within 24 hours.
Do new hires need separate statutory mandatory training?
The cheapest way to cover the statutory mandatory training new hires need is to add it to a day of new-hire training. See which topics apply in our statutory training guide and checker.
Can you also run mentor training?
Yes. Offering a 2-hour mentoring course to mentors before new hires join speeds up their first-month adjustment. We can schedule it together with the new hire course.