This year’s unemployment rate has hit a 49-year low of 3.7 percent. This means the demand for high-performing individuals is becoming fiercer. According to research from the Conference Board, employee retention is the number 1 issue on the minds of business leaders today. However, it’s puzzling to realize that companies are spending very little time onboarding new hires. With 20 percent of turnover occurring in the first 45 days of employment, this is a problem that clearly needs to be addressed. To have a truly stellar onboarding program, managers need to consider the three different types of onboarding. First, organizational onboarding will help teach new hires the way things work overall and help them assimilate to their new jobs. Technical onboarding will teach them how to do their particular jobs, how to access and use the tools they have at their disposal, and how to succeed overall. In this phase, it can be helpful to set up early wins for the new hire while getting them up to speed. The third form of onboarding is social. It’s important that the new hire feels welcomed and starts to form a sense of community. Building professional, enjoyable relationships will help ensure the employee stays on board for the long haul.