Recruiting, selection, data, documents, access and training — in one process.
Onboarding doesn't start on the first working day. That's where it ends.
The same system, in the cloud or on your own servers — still small today, multiple sites tomorrow
How deep shall we go?
Same system. Three depths.
Usually it isn't one thing that slips, but one out of many. That is why it is worth seeing them together.
Hired → Start onboarding The new hire's data and CV are already here — nothing is typed again.
Onboarding
They receive the offer by email and accept it without logging in. From that point there is someone to plan around.
Once, on one form. What they enter becomes the contract and the personal folder.
Documents are produced from the data provided. Accepted online, or with a formal signature where the document calls for it.
Laptop, phone, access card, permissions. A checklist, not someone's memory.
Health and safety, fire safety, company induction. Training belongs to joining, not to a separate round.
Not every new hire follows the same sequence. The process is built from elements, so it can differ by role, by site or even case by case — but where someone stands is always visible on the same screen.
A different sequence. The same screen.
After selection we continue with onboarding — the same person, the same data, and where they stand is always visible.
From the job ad to the chosen candidate: applicants, selection and decision in one place.
EU 2023/970 Pay range in the job ad, no questions about previous pay — as the pay transparency directive requires. Pay transparency →
Meet the recruiting sideFrom the yes to the first working day: every new hire and every next step in one place.
Who is where — and where do I need to step in?
One row = one new hire, one dot = one station: green is done, pale is in progress, grey is still ahead, red where action is needed. The "Awaiting reply" badge next to a name shows the candidate has asked something.
No need to ask anyone. You look, and you know.
Red: this is where someone needs to step in.
The candidate asked — waiting for an answer.
Three real screens — from the selection board to the candidate's acceptance page and personal data form. Click one to look closer.
How do a hundred applicants become one hire — and how does that hire reach onboarding without retyping?
The candidate accepts the offer without logging in — and enters their data once, at first login.
How does HR see at a glance where every new hire stands?
Real system screens · test data, personal details redacted
Based on the submitted data, HR can automatically generate the required documents — which can be accepted online or authenticated with a qualified electronic signature.
From the joining data to the archived document — one digital process.
If you want to go deeper still
startForm field model, approvals, document generation, the oneDox and oneLearning connection, equipment handover, access rights, Control Center.
Take me deeperOrder from day one: no missing declaration, no forgotten access.
An onboarding form you assemble yourself. Declarations, data collection, documents, questionnaires and e-learning elements combined in any order.
All documents in one place, with role-based access and expiration tracking.
Automatic training assignment. Safety, fire safety, company intro.
Leaving is not a dead end: if a replacement is needed, the next search can start right there. Offboarding checklists, exit interview, withdrawals.
What people ask most often about onboarding.
Ready to use within a week.
With an employee list and a starting template at hand, the first onboarding process can start within a week.
One Learning Zrt.
1021 Budapest, Budakeszi 51/D C.ép. II/5
