The Role of Effective Onboarding in Preventing Insider Risk

A strong onboarding process is essential for setting the foundation of a successful employee journey. Beyond just productivity and engagement, a good onboarding experience also plays a pivotal role in preventing Insider Risk. When new hires feel welcomed, informed, and supported, they are less likely to disengage or act against the interests of the organisation.

Understanding the Psychological Journey

Onboarding isn’t just a procedural process; it’s also a psychological one. Starting a new role is a significant life change, and as studies have shown, changes of this magnitude often bring stress. New hires are in a state of transition—leaving behind one identity and stepping into a new one. If this transitional stage isn’t managed carefully, employees may feel lost, disconnected, and vulnerable, increasing the potential for disengagement.

By providing the right support during this critical period, organisations can help new employees transition smoothly, forming a positive emotional and professional bond with their new environment. When employees feel secure, valued, and informed, they are less likely to become disengaged or, worse, turn into insider threats.

Creating a Positive First Impression

First impressions count, and this is especially true when bringing someone into a new workplace. How an organisation handles the recruitment and onboarding process shapes how new employees perceive the company’s culture and values. A well-organised, welcoming experience demonstrates that the company is invested in its employees’ success and well-being from day one.

Organisations must ask themselves key questions to ensure they are projecting the right image: Is the onboarding process aligned with our culture? Are we making new hires feel welcomed and valued? Do we ensure that all necessary tools and equipment are ready from day one? Failure to address these areas can result in disengagement and dissatisfaction.

Onboarding as a Preventive Measure Against Insider Risk

A disengaged or poorly integrated employee is more likely to become an insider threat. Insiders are not always malicious; they can also be employees who, due to lack of support or understanding, unintentionally compromise security. A strong onboarding process, grounded in psychological insights, ensures that new employees are fully engaged and committed to the organisation's goals and values, making them less likely to act against it, whether intentionally or not.

At the heart of this is trust—an integral component of the psychological contract between employer and employee. When onboarding is done right, it reinforces this trust, leading to a more engaged and loyal workforce.

Transitioning to a New Identity

The onboarding process can be likened to the rites of passage identified by French ethnographer Gennep. His framework of separation, transition (liminal stage), and incorporation maps neatly onto the employee onboarding journey. When an individual joins a new organisation, they leave behind their old professional identity (separation). During onboarding, they are in a state of flux, not fully integrated into the new organisation but no longer part of the old one (transition). Finally, when they feel connected, confident, and part of the team, they adopt their new identity (incorporation).

It is in the transitional stage where employees are most vulnerable. Organisations must recognise this vulnerability and provide comprehensive support, from clear communication about job roles and expectations to fostering connections with colleagues. For example, as demonstrated in a case study where international nurses were recruited, failure to support new employees in settling into both their professional and personal lives led to early departures.

Digital Onboarding in a Changing World

The shift to digital HR tools, especially in the wake of global events such as the COVID-19 pandemic, has transformed how we onboard new employees. While the medium may have changed, the principles remain the same. Onboarding must be efficient, engaging, and empathetic. In a remote or hybrid working world, this means leveraging technology to create a seamless and supportive experience while still addressing the psychological and emotional needs of new employees.

Conclusion: A Holistic Approach to Onboarding

A well-executed onboarding process sets the stage for a successful, long-term employee relationship and reduces the risk of insider threats. By addressing both the rational and emotional needs of new hires, and by fostering a sense of belonging and value from day one, organisations can ensure that employees are committed, engaged, and aligned with the company’s mission. An effective onboarding process isn’t just about productivity; it’s about creating a secure, thriving workplace culture that protects against insider risk.

If your organisation is looking to strengthen its onboarding process and protect against insider risks, we're here to help. At Signpost Six, we specialise in providing customised insider risk assessments, programmes, and training to ensure your team is set up for success.

Get in touch with us today to learn how we can support your efforts to safeguard your people and assets. Together, we can build a more secure and resilient organisation.