We’re in an interesting job market. While that might seem obvious, it’s important to understand what that really means and what the implications are. Simply put, potential employees hold a lot of power, and leadership is struggling to keep turnover down while increasing how attractive they are in the talent market. What a “good job” looks like has changed significantly in recent years, and hiring managers need to keep up if they want to attract skilled employees. One place to start is by rethinking the onboarding process. For one, personalization should be paramount. Look for ways to get new employees plugged into the culture, but don’t force round pegs into square holes. Let the employees themselves choose how they want to engage and how they want to contribute. Allow them to train at their own pace and to seek out more information where their knowledge might be insufficient. Provide them the tools they need and follow up frequently to ensure they’re settling in successfully—in their own way and at their own pace.