There is a bit of a scramble for talent right now. Many in HR are realizing that that our best intentions can only carry us so far. Short of jumping up and down and waving our hands in the air, how do we turn the heads of potential talent, woo them to work for us, and then keep the romance alive? Think of onboarding as the organization selling itself to the employee. Your organization is the cruise ship. What can a new employee expect on their cruise? Nobody goes on a cruise to fill out paperwork, acquire necessary equipment and learn new systems. Which ports can employees expect to visit? What are the fun destinations? First, view onboarding as a marathon rather than a sprint. Onboarding should extend beyond an employee’s first week, to up to a year. Just as your favorite store for purchasing items continues to send you promos and notifications, continue to sell your organization to employees. Survey employees about onboarding. Discover gaps in your process. Make sure employees feel at home, and create a home that they want to continue to live in. Don’t just rely on sharing information digitally. Print material that employees need to touch, and transport is sometimes better remembered. Gift employees with company-branded merchandise. Internal advertising is just as important as external advertising. Remember, employees are your most important customers.