new hire introduction presentation

Quicklinks ‍

How to nail your onboarding presentation (incl. free template).

Orientating a new employee can be challenging. Studies indicate that 88% of companies don’t carry out proper employee onboarding . Creating an onboarding presentation can lessen the workload by tenfold. It’s the first deeper look into the way things work.

We give you a detailed review of how to nail your onboarding presentation, including helpful tips on choosing the right layout.

❓ Why is your onboarding presentation important?

An onboarding presentation is the first touchpoint a new employee gets with the organization. It’s the company’s chance to make their first impression count. They learn the values and get to interact with the various teams. It’s also their first interaction with their colleagues. As a result, companies need to nail an onboarding presentation.

➕ What to include in a new hire presentation?

1. Icebreaker or fun welcoming element

An icebreaker is a perfect way to relieve the tension and anxiety in a presentation. It could be anything, from an interesting anecdote to a fun fact. The recruit will feel more at ease and interact with their colleagues more freely. 

Icebreakers are, furthermore, clever ways of identifying a company’s work culture. Recruits get to see how well employees relate with each other. In addition, icebreakers are a great way to relax and let loose. It’s a break for the employees outside of their normal duties.

A game of 2 Truths and A Lie is perfect for such situations. Other onboarding icebreakers you can try out are:

• Would You Rather; 
• Scavenger hunts;
• 10 Things We Have In Common.

The great thing about onboarding presentations is you can spice them up. The more interactive they are, the better impression you leave on the new employee. 

2. Key stats about the company

Create excitement by providing key statistics about the company’s growth and performance . Remember, the goal is to create a lasting first impression so use your onboarding presentation to seal the deal. 

Statistics is a powerful communication tool because they quantify the information you’re putting across. They give credibility to your points―think of them as proof of how great your company is. 

You give the recruit the chance to see how efficient your employees are and how well the company runs. Here are some important stats you should include in your onboarding presentation:

• Employee retention 
• Job satisfaction
• Employee well-being ― it illustrates the balance between work and life
• Workplace diversity
• Growth rate
• Customer satisfaction, and
• Gender balance.

We recommend using visual aids such as infographics when incorporating statistics into your presentation.

Infographics are easier to recall, increasing knowledge retention rates. Another benefit is they simplify complex ideas like statistics into digestible chunks. Besides, they’re visually appealing and spark the audience’s curiosity.

3. History of the company ‍

You want to be as brief as possible when presenting the company’s history. Here are a few points to keep in mind when presenting this part:

• Briefly discuss what your company does and what services they give their clients. For example, if you’re an ecommerce email marketing agency , you might begin with ”X Email Marketing Agency specializes in email strategy and audit, email automations and campaign management for ecommerce."
• Make sure you illustrate your company’s ability to meet its consumer’s needs.
• Add character to your company by giving a brief biography of the founders.
• State and explain the core values of your organization.
• Include significant events and milestones.
• Use anecdotes. What better way to talk about your company’s history than by telling a short story?
• Make it informative by giving facts and statistics about your growth.
• Share information about past projects and clients. It’ll make the recruit even more motivated to be a part of your team.
• A few testimonials or reviews won’t hurt. In fact, they’re an asset to your company’s credibility and overall image.

4. Mission statement

Your company’s mission statement is a summary of your vision. It illustrates the primary goal and values of your corporation. A mission statement also gives the company and the employees a sense of purpose. Lastly, it creates a vision for its future―almost like a sneak peek into the coming years. 

5. Company values

Company values paint an accurate description of how we treat each other at the workplace. More importantly, they determine what kind of culture will exist in a company. They promote teamwork and set a precedent for the recruit to relate to their colleagues.  

Furthermore, they give the newbie insight into the general atmosphere of their new work environment.

6. Organization structure

An organizational structure highlights the company’s hierarchy and division of labor. Think of it as a detailed chain of command. It gives a clear representation of each individual’s role.  A clear organizational structure ensures coordination, making attaining goals easier. 

It also improves teamwork and enhances collaboration in the workplace. A workplace that clearly defines employee roles will operate more efficiently than one that doesn’t. Examples include:

• Hierarchical
• Divisional, and
• Team-oriented.

7. The teams

Onboarding presentations are the best time to introduce your new employee’s department. It paints a clear picture of who they’ll be working with and at what capacity.  

💡 Tip: Get the team members to record short introductory videos that you can include in your slideshows. That way, you’ve already broken the ice and acquainted the recruit with their colleagues way before they officially meet. 

Here’s a great example of an employee introduction video from Wistia , a video marketing software company:

8. Company roadmap

A company roadmap is like a show and tell. It outlines the framework for its success and details all the important steps necessary to actualize your vision. An effective roadmap should have the following features:

• Your mission statement
• Primary goals
• Objectives e.g. improve performance by 50%
• The various strategies to achieve the goals and objectives
• A SWOT analysis . It’s a vital component of any business roadmap.  Strength - showcases the company’s best feature and what sets it apart from competitors. Weakness - highlights areas you’re struggling with and need to improve, e.g. marketing and high employee turnover rates. Opportunities - these are external factors that give you an upper hand over competitors. Threats - these are obstacles that expose your weaknesses and can cause harm.

9. Employee scorecard

An employee scorecard complements the organizational structure by giving your workers a framework to implement strategies. It aligns their efforts with a shared goal and molds employees into one efficient unit.

An employee scorecard should contain:

• The employee’s name
• Their role and responsibilities
• Assigned duties
• Specific targets
• Key metrics - allow you to track growth and productivity
• Strategic map - a summary of your objectives and primary goal.

10. Company policies

Policies enforce the organization’s structure and streamline its work processes. They make the work environment safer by minimizing hazards and potential accidents. Company policies are dynamic and change according to the industry, so businesses are legally required to update them. 

These are guidelines that control various aspects such as:

• Remote work
• Paid Time Off.

11. Your first week and what to expect next

This section details the series of events that will consist of the first week. Naturally, the recruits will feel nervous or unprepared. However, giving them a preview can help ease them into the experience.

You don’t want to overwhelm them since they’re still acclimatizing to the new environment. So it’s best to keep their tasks short and structured. Give them a timetable or schedule of tasks to complete for the first week. 

Remember to include frequent short breaks to give them time to decompress. Start small and gradually increase the intensity until they’re comfortable working with minimal supervision. A good idea would be to pair the recruit with an onboarding buddy who they can consult.

✨ Tips on creating the perfect employee onboarding presentation

1. Have a mind map

Create a visual plan of the ideas you intend to put across during your presentation. A mind map helps you arrange the information in chronological order. Get a pen and paper and draw a rough outline of your presentations. 

Outline the key points and structure your argument around them. Alternatively, you can create a flowchart on your laptop or create flashcards to help steer your presentation.

2. Set a primary goal

Your presentation should answer these very crucial questions: Who and Why ? They make up the meat of your whole presentation. They’re the hook, line, and sinker to your argument. Answering these questions captures your recruit’s attention and appeases their curiosity.

To whom are you presenting this information, and why is it so important? 

3. Study your audience beforehand

Find out as much information about the recruit as you can. So, important information such as their previous role and the challenges they’ve encountered on the job can help ease any pre-boarding jitters.

You want to give your new employee the best experience during the onboarding process. Getting a better understanding of their pain points will help you customize your presentation to fit their needs.  

4. Use visuals to break the monotony of text

Presentations can get quite monotonous, especially if it’s all blocks of text without interruption. Spice up your presentation by including visuals such as:

• Charts, and
• Infographics.

Images are an interactive way to capture your audience’s attention. Curate them with a photo editor (for example, background removal ) to be able to provide visual representations that break down information into simpler concepts, making them easier to remember.

But beware: Using too many images can be a distraction, so don’t overdo it .

5. Know your material by heart

A good speaker masters their material. Knowing your points conveys the seriousness of the information, making it the ultimate display of credibility. Nobody wants to attend a presentation where the speaker can barely make sense of their presentation. 

Imagine if you were a new employee in such a situation. Would you believe a word they say?

6. Pick a suitable design for the slides

The goal is to select a layout representing your company’s culture while remaining interactive. A good idea would be to look at your company’s brand colors and incorporate them into the design. 

Alternatively, you can borrow a leaf from the company’s work culture and use the dress code as an inspiration. Most businesses prefer formal wear, so neutral colors such as white, blue, and brown would work best. 

Lastly, make sure you use a font that’s readable from a distance, especially if you plan on using a projector or handing out brochures.

7. Incorporate a Q&A session

Set aside a few minutes to give the audience room to ask questions. Feedback is an integral part of communication, moreso during an onboarding presentation. Think of the Q&A session as closer to your argument. Not only does it allow the recruits to ask any burning questions, but it also clears up any doubts.

🔖 Onboarding presentation template (PowerPoint)

The quickest way to get started is by using our welcome presentation template .

On 20 slides, it contains all the topics you should cover in your first presentation to new hires.

It includes slides like:

• Our company: History
• Our company: Values
• Your scorecard
• ...and many more

It's 100% customizable, so you can (and should) adapt it to your company's colors, brand, and content.

🌟 Looking for inspiration for each phase of onboarding? Check out 15+ additional onboarding templates . We can guarantee there is something for you.

➡️ You’ve successfully held your onboarding presentation. What’s next?

Finishing the presentation is completing one phase of the onboarding process ―it’s much longer and more complex. Training comes immediately after the presentation. It equips them with the required skills to perform their function and increases employee engagement.

Ideally, onboarding features five phases:

• ‍ Preboarding - The recruit signs their contract and all the required documents. They’ve just accepted the job offer, so they’re still new to your company. ‍
• Orientation - Here, the recruit meets HR and gets a formal introduction to the organization and colleagues. It’s where the onboarding presentation happens. ‍
• Training - HR trains the new employee on their new role. They typically assign a supervisor or senior colleague to show them the ropes. ‍
• Transitioning - The recruit is growing more used to the routine and is almost fully integreted into the workplace. ‍
• Ongoing development - The employee has officially settled into their new role and can begin making long-term decisions.

🔍 There's no better tool to help you create unique onboarding experiences than Zavvy's employee onboarding software .

Get a free demo today!

Alex is a marketer at Zavvy. On this blog, he mainly shares insights gained from discussions with selected experts and from helping our customers set up and improve their onboarding or learning programs.

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New employee orientation presentation: A comprehensive guide

This guide covers everything you need to know, from introducing your company's culture and values to designing effective slides.

Raja Bothra

Building presentations

Welcome to the world of new employee orientation presentations!

Whether you're a seasoned HR professional or someone new to the role, crafting an effective orientation presentation is crucial for the success of your organization and the satisfaction of your new hires.

In this comprehensive guide, we'll delve into the intricacies of creating a stellar new hire orientation presentation that sets the right tone, delivers essential information, and leaves a lasting impression.

What is a new employee orientation?

Before we dive into the nitty-gritty details, let's clarify what exactly a new employee orientation is. In essence, it's the process by which your organization welcomes and integrates fresh talent into the workforce. It's not just about handing them a desk and a computer; it's about providing them with the tools, knowledge, and support they need to thrive.

The new hire's first day: A day to remember

The first day on the job is a monumental moment for any new hire. It's the day when they step into the unknown, meet their new team members, and get their first taste of the company culture. It's also your chance to make a lasting first impression.

Why is new employee orientation presentation important?

Creating a smooth onboarding process

A well-structured new employee orientation presentation is like a roadmap for your new hires. It guides them through the initial stages of their journey within the organization, helping them navigate the terrain with confidence.

Fostering a positive employee experience

Remember, your employees are your most valuable assets. Investing in their orientation process not only makes them feel valued but also contributes to their long-term job satisfaction and retention.

Aligning with company policies and procedures

Your presentation is the perfect opportunity to acquaint new team members with your company's mission, vision, and values. It's where you can clarify company policies and procedures, ensuring everyone is on the same page from day one.

How to structure a new employee orientation presentation

Structuring a new employee orientation presentation is essential to provide a clear and organized introduction to your organization and its processes. Here's a step-by-step guide on how to structure such a presentation:

1. Title slide: Start with a title slide that includes the company name, logo, and the words "New Employee Orientation."

2. Welcome and introduction: Begin with a warm welcome to the new employees. Introduce yourself and your role in the organization. Provide a brief overview of the orientation agenda.

3. Company overview: Explain the company's history, mission, vision, and core values. Highlight any significant achievements or milestones. Mention the company's organizational structure and key departments.

4. Culture and values: Emphasize the company's culture and values. Share stories or examples that illustrate the culture in action.

5. Benefits and compensation: Discuss the employee benefits package, including health insurance, retirement plans, and any other perks. Explain the compensation structure and payment schedule.

6. HR policies and procedures: Cover essential HR policies, such as: Equal Employment Opportunity, Anti-Harassment and Anti-Discrimination, Code of Conduct, Timekeeping and Attendance, Dress Code, Workplace Safety.

7. Onboarding Process: Describe the onboarding process and the steps new employees will go through. Mention any training programs or resources available.

8. Employee expectations: Discuss what is expected from employees in terms of performance, conduct, and teamwork. Explain any performance review processes or evaluation criteria.

9. Communication channels: Introduce the various communication tools and channels used within the organization. Highlight the importance of open communication.

10. Company policies and procedures: Detail specific company policies and procedures that new employees need to be aware of, such as: - Leave policies - Expense reimbursement - IT and security guidelines - Data privacy and confidentiality

11. Training and development: Discuss opportunities for professional growth and development within the company. - Mention any training programs, workshops, or resources available.

12. Q&A session: Allocate time for questions and answers. Encourage new employees to ask any questions they may have.

13. Conclusion: Summarize key points covered during the presentation. - Reiterate your enthusiasm for having the new employees on board.

14. Next steps: Provide information about what new employees should do next, such as completing paperwork or scheduling one-on-one meetings.

15. Resources and contacts: Share contact information for HR, IT support, and other relevant departments. - Provide a list of resources new employees can refer to for additional information.

16. Thank you slide: End the presentation with a thank-you slide and a reminder of the company's contact information.

Remember to keep the presentation engaging, interactive, and visually appealing by using graphics, images, and bullet points. Additionally, tailor the content to your company's specific needs and culture to ensure that new employees receive a comprehensive and informative orientation.

Do's and don'ts on a new employee orientation presentation

Now that we've covered the essential elements, let's round up with some do's and don'ts to keep in mind as you create your new employee orientation presentation.

• Do prioritize the employee experience. Make it engaging and informative.
• Do create an engaging PowerPoint presentation.
• Do introduce the new hire to their team members.
• Do use presentation templates for a consistent look.
• Do encourage questions and one-on-one interactions.

Don'ts:

• Don't overwhelm new hires with excessive information.
• Don't rush through the orientation process; take your time.
• Don't forget to emphasize company culture and values.
• Don't neglect technical aspects; ensure new hires are well-equipped.
• Don't forget to add a touch of humor naturally if it fits the context.

Summarizing key takeaways

• New employee orientation matters : A well-structured new employee orientation presentation is crucial for integrating new hires effectively into your organization.
• Positive employee experience : Orientation contributes to a positive employee experience, enhancing job satisfaction and retention.
• Align with company values : Use the presentation to align new hires with your company's culture, values, and mission.
• Structured approach : Follow a structured approach when creating the presentation, starting with a warm welcome and progressing to important details.
• Technical aspects : Ensure new hires understand the technical aspects of their job, including software and tools.
• One-on-one interaction : Allocate time for one-on-one interactions to address questions and build connections.
• Do's : Prioritize the employee experience, encourage questions, and introduce new hires to their team members.
• Don'ts : Avoid overwhelming new hires with information, rush through the orientation, or neglect company culture and values.

1. What is the significance of a new employee orientation presentation, and why should companies prioritize it?

A new employee orientation presentation plays a pivotal role in helping every employee, whether it's their first day at a new job or they've transitioned to a different role within the organization. It's a part of the employee onboarding process that introduces them to the company's culture, policies, and procedures. This process is essential for every employee, not just new hires, as it ensures that they're well-informed and aligned with the organization's values. A well-structured orientation program sets the right tone and can make a significant impact on their journey within the company.

2. What components should be included in a comprehensive new employee orientation presentation?

A thorough employee orientation process should cover a variety of aspects. It's more than just a mere orientation checklist. Here's what it should encompass:

• Employee handbook : Provide access to the employee handbook, which serves as a reference guide for company policies.
• Company culture : Introduce new hires to the company's culture and work environment, helping them feel more comfortable in their new workplace.
• Orientation program : Implement an orientation program that includes infographics, interactive presentations (PPT), and other materials. It's a great opportunity to help ensure that everyone starts on the right foot.
• New employee orientation checklist : Utilize an orientation checklist to keep track of essential tasks and information they need.
• Team introduction : Facilitate meetings where new hires can meet the new workplace and team members, fostering connections from the very beginning.

3. Is employee orientation only relevant for traditional office setups, or does it apply to remote teams as well?

Employee orientation is a great opportunity to set the tone, whether your organization operates in a physical office space or is fully remote. In fact, it's even more critical for remote teams to ensure that the onboarding process is comprehensive and engaging. Many companies have embraced remote work, and the employee orientation process has adapted accordingly. Virtual presentations and online resources can help new hires feel just as connected and informed as they would in a traditional office setting.

4. How can a new employee orientation presentation help boost employee morale and productivity?

A well-executed orientation presentation can have a substantial impact on employee morale and productivity. When new hires are excited and motivated, they're more likely to hit the ground running. It's a good opportunity to help set realistic expectations and provide them with the tools and information they need to thrive in their new roles. Engaging presentations, along with team member introductions and insights into the organization's departments, create a positive atmosphere that could have been better.

5. Are there any innovative ideas to make a new employee orientation presentation more engaging and memorable?

Absolutely! New employee orientation and onboarding can be creative and fun. Best practice consider incorporating infographics, interactive quizzes, or storytelling elements into your presentation. Share interesting facts about your organization, host virtual happy hours, or create a "Day in the Life" video to give new hires a glimpse of what their first day at a new job will look like. The key is to make the orientation process enjoyable and informative, ensuring that new hires leave with a positive impression and a sense of belonging within the company.

Create your new employee orientation presentation with prezent

If you're looking for an easy and effective way to create your new employee orientation presentation, consider using Prezent. With our user-friendly templates and tools, you can design presentations that leave a lasting impression.

Prezent can be a valuable tool for creating your new employee orientation presentation in several ways:

• Content creation : With Prezent's presentation builder, you can add and customize content easily. This includes text, images, charts, and more. You can include information about your company's history, culture, values, and the onboarding process itself.
• Personalization : Tailoring your presentation to the preferences of new employees is crucial. Prezent allows you to personalize the content to make new hires feel welcome and provide specific information related to their roles or departments.
• Structuring your presentation : Prezent provides tools to help you structure your presentation effectively. You can use guides and e-courses to ensure that your orientation presentation flows logically, making it easy for new employees to follow and engage with the material.
• Collaboration : If multiple team members are involved in creating the presentation, Prezent facilitates real-time sharing and collaboration. This collaborative approach ensures that everyone can contribute to and review the presentation, making it a team effort.
• Brand compliance : Maintaining brand consistency is essential. Prezent helps you ensure that your orientation presentation complies with your company's brand guidelines and is approved by your corporate brand and marketing team.
• Time savings : Prezent can significantly reduce the time it takes to create presentations compared to traditional methods. This efficiency is especially valuable when you have multiple orientations to conduct.
• Security : Data security is a top priority for Prezent. They offer enterprise-grade security measures to protect sensitive information, which is crucial when dealing with employee data.
• Easy sharing : Once your new employee orientation presentation is complete, you can easily share it with new hires. This simplifies the distribution process and ensures that everyone has access to the necessary information.

By using Prezent, you can streamline the process of creating new employee orientation presentations, ensuring that they are informative, engaging, and consistent with your company's brand and messaging. This, in turn, can enhance the onboarding experience for your new team members.

So, why wait? Try our free trial or book a demo today to start crafting your orientation masterpiece today and help your new hires feel right at home from day one.

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How to Introduce New Hires to the Team: The 4 Models

About the New Hire Introduction

Introducing a new hire to the organization, such as through a welcome email or a post on Slack or Teams, is often seen as a formality - a box to check on the new person’s first day on the job. In practice, this easily overlooked moment carries immense potential for the success of a new hire’s social onboarding . Done right, it can act as a powerful catalyst which sparks connections, conversations and friendships with coworkers across the organization. Done wrong, it can leave a new hire feeling overlooked and alienated from their team. This is especially true in hybrid or remote workplaces, where a team does not have the same degree of in-person interaction to support team bonding. 

Four Types of New Hire Introduction

While there are many ways to introduce a new hire to their teammates, not all are created equal. The diagram below organizes these approaches along two axes: length of introduction, or how much information the new hire shares with their team, and whose “voice” the information appears in - i.e. is the new hire introducing themselves in their own style and voice, or is an existing employee, such as a manager or HR representative, introducing the new hire on their behalf.

As illustrated above, organizing New Hire Intros in this way reveals four distinct types of introductions:

• The Manager Blurb
• The Company Survey
• The Employee Blurb
• The Employee Blog

While each format has its strengths and weaknesses, the Employee Blog significantly outperforms all other formats as a means of accelerating social connection at an organization.

The following section describes each format, including how to implement it, and its strengths and weaknesses. 

Manager blurb (short, company voice) 

In this format, the manager or an HR representative shares a short blurb about the new hire on whatever tool the company uses for internal communication, such as Slack, Teams, email, or an internal intranet. This message is often as short as the person’s name, role and team, coupled with a friendly welcome message. Sometimes, the manager or HR representative will separately solicit a few facts from the employee about their career history and personal interests, and draft a blurb on their behalf.

The benefit of this approach is that it is relatively easy and involves minimal work for the new hire or the manager, at least at first. The downside is that by sharing little to no information about the new hire with the rest of the team, it makes it harder for existing team members to discover shared interests and spark conversations with their new co-worker. Any time or effort saved up front is typically outweighed by the additional effort required by the new hire and everyone on their team to connect without any basic information to kindle these early conversations. 

Employee blurb (short, employee voice)

In this format, the manager asks the employee to introduce themselves in a few sentences to the team. This is often done asynchronously over Slack, Teams, or Email, and occasionally live at a company standup or town hall. 

The main benefit of this format is that the new hire gets to introduce themselves in their own voice, choosing what to share and imbuing the message with their own personal style. Outgoing and lighthearted types can load up their blurbs with a joke or emojis. Quieter types can be more reserved. And since the introduction is only a few sentences, it is hard to go wrong.

The downside of course is that with only a few sentences, it can be hard to share the type of information that actually helps share your personality and kick start conversations and connections. In fact, when you condense every introduction to a few lines, they all start to sound the same: Hi everyone, I’m X, I am joining the Y team, before this role I was Z, and outside of work I enjoy A, B and C. Lurking beneath this short summary is a deep iceberg of content that would help the new hire display their personality and connect with their peers. Unfortunately, when compressed to such a short blurb, most of that valuable information is lost.  

Company survey (long, company voice)

In this format, the company, usually led by HR, sends out a survey with a consistent set of open-ended “get to know you” questions for the employee to fill out. These surveys can be created using a simple document template (such as Google Docs, Microsoft Word, or Notion), or by using a survey tool like Google Forms or SurveyMonkey. Some HR software tools, such as Bamboo HR, even offer a feature which automatically sends a “Get To Know You” survey to new employees and then, once complete, automatically shares the responses by email with the entire organization. 

The benefit of this approach is that it enables the employee to share a little bit more about themselves with their team. And while the organization decides on the questions and the content to be shared, (which is why we categorize this approach as being in the “company voice”), the employee is the one drafting their responses, enabling them to include some of their own personal style as well.  

The main downside of this approach is that a uniform set of questions is rarely effective to draw out the best and most authentic side of a diverse group of people. Common questions about favourite sports or music groups, for example, may be great for some people, but alienating for others - such as those whose interests or passions fall outside the list of questions, or who would prefer not to share those aspects of themselves. In this situation, the new hire may feel forced to present an inauthentic view of themselves, or choose to check out of the exercise altogether.  

A great example of this dynamic arose when the Welcomepage team was interviewing recent new hires about their onboarding experience. One senior manager explained: “I was asked in an onboarding survey about my favourite bands. Great, I love music - but I am 15 years older than the average person at the company. I already feel a bit weird about that, I don’t want to date myself with music that no one else can relate to. So what do I say? Do I fake it and make up some modern bands I kind-of like? That doesn’t feel good either.” 

To ease this pressure, some companies default to more lightweight, ice breaker questions, like the person’s favourite food or place to travel. These questions do reduce the pressure to “fit into a box”, but in doing so, they also erode the value of the exercise, as they shrink the room for the person to share anything substantive about their personality. Also, because the company uses the same set of questions for every hire, the responses often begin to come out uniform and boring, causing the rest of the team to lose interest in the exercise.

Employee blog (long, employee voice)

The employee blog is exactly what it sounds like: a slightly longer form, open-ended introduction, written by the employee, to introduce themselves and share their personal and professional background with their team, in whatever level of detail they like. And while this format is called a “blog”, this doesn’t imply that the information is public or posted to the internet. This information should only be shared internally.  

The main benefit of this exercise is that, done right, it can give the new hire the space and flexibility to introduce themselves in whatever way they feel comfortable, and using the content that will be most helpful in helping them share their personality and form connections with their team. Are you very family oriented, and like when your coworkers know the people back home? Talk about it and share a photo. Do you have a side hustle or passion project that you’re really proud of, and shows a side of yourself that you want your colleagues to know? Add a link. Or are you a more private person, and want to share very little about these things with your peers? Keep it short and simple.

Another benefit is that, if the blog is created using a tool that allows for interactivity, such as the ability to add comments or react with emojis, the blog itself can help drive a sense of belonging. There are few things more holstering than sharing a blog post about yourself, and then having the experience reciprocated with a flood of positive engagement from your peers on the content you shared.  

The main challenge is that being handed a blank page on your first day and being told to “introduce yourself” can be an unpleasant experience. Even for practiced writers, writing about yourself to a group of strangers is challenging: what should you include or exclude? How long should it be? What is “normal” at the new organization? While the goal isn’t to conform, it can be uncomfortable to be thrust into such a personal exercise before anyone really knows you, and with minimal understanding of the company culture. 

Fortunately, there are tools and techniques (including, ahem, Welcomepage! ) to get all of the good things out of the Employee Blog, while mitigating all of the discomfort around starting with a blank page. See our deep dive on how to write a good employee blog for a helpful playbook for how to do so. 

Related Blogs

The Employee Blog: The Best Way to Introduce Yourself to a New Team

Measuring the Success of Your Social Onboarding Program

How to Run a Great Introductory 1-1

Every new hire needs a welcomepage.

This HR Orientation Presentation Template Will Help Onboard New Hires

It’s time someone finally said it: HR is tough. We may not be the ones building the product or out there closing deals, but we are the holders of company culture, and that's just scratching the surface.  Human Resource Business Partners (HRBPs) are integral to the process of building sound internal infrastructure, achieving a balance between regulatory compliance and employee experience.  

The best human resource professionals are successful by creating a shared understanding of the key cultural and procedural pieces their company has put into place. But this is easier said than done. So, what’s the secret? Communication . Constant, tailored, personal communication .

One of the first opportunities that HR professionals have to communicate is during New Hire Onboarding. It's every company's first impression with their new employee, and an opportunity to leave a lasting, positive impression (or fall on their face). The onboarding process begins with a first-day new employee orientation, which is considered a key facet of new hire onboarding.

Many new hires will be overwhelmed on their first day—especially if they’re thrown into an intense orientation program covering long lists of tasks, company policies, introductions to new co-workers, compliance items, and overviews about technical aspects of employment. It’s likely that they won’t understand or remember most of the information from orientation, especially if there isn’t follow up.

This is why first-day orientation, while important, isn’t onboarding. Onboarding is actually a larger process that ramps up before the start date and continues through a good part of the first year, making the addition of new employees seamless, efficient and effective. Which is why our New Hire Onboarding presentation covers more than just Day One. It also offers a 1-week, 1-month and 6-month roadmap both for the new hire and their team. As an added bonus, this will force function from the new hire 's manager and colleagues to prepare for a new team member and have clear OKRs outlined before their start—aka "setting them up for success." You can even send it a few days in advance, so they can be mentally prepared for their first day on the job. Customize this free New Hire Onboarding template here .

Start before the start

Think back to when you were hired at your current job. When did you sign your offer letter? When did you start? Was there radio silence between those dates? Was there an email from HR? What did this email say? Chances are you got a reminder that you need to bring valid identification as well as signed copies of employment documentation such as an offer letter, employee handbook acknowledgment, I9, and a W4.

Onboarding documents, such as a Welcome Packet , are sent as part of the series of communication before your employee’s start date. These documents provide an overview and help set expectations. They also give your new hire ample time to digest the information and arrive on their first day prepared to learn more.

Putting together a standardized new hire onboarding communication campaign takes the work and the effort out of creating this experience for each new hire. This will also help you build a consistently reinforced employer brand with each new employee.

While some items in the onboarding process can be conveyed via bullet points in an email (direct deposit setup, background check, dress code, etc) others need to be more thoroughly and clearly communicated. The Welcome Packet we've created in Beautiful.ai does just that.

Be transparent and give a heads up

We like the Golden Rule when it comes to a new employee orientation checklist: If you started a new job, would you want the company to send you a generic welcome email before your first day, or more personalized details and specific information to get you super stoked to start your new gig?

Instead of making your new employee wish they’d pressed Snooze that morning, give them a sense of transparency with the materials in their Welcome Packet . Include some insider information to give them a jumpstart and to remove any ambiguity. Examples could include a description of their team's work environment ("it can be chilly in that corner, so bring a sweater"), an email intro to team members ("team, meet the new role recruit!"), or a request for a short personal bio for a welcome announcement to the company.

Providing succinct snapshots (like the slide below) can help your new hire feel more comfortable in their new position. This slide doesn’t need paragraphs describing each team member’s work, experience, or even their last name. It covers three things: first name, face, and function. All three will prove to be tremendously helpful when your new hire first meets the team in person. This information will also alleviate some of the anxiety about understanding the dynamics of their new team.

First day, first week, first six months

Every new hire expects to go through an HR orientation when they first arrive. Will the HR orientation take 90 minutes or a full nine hours? How much information will be covered? What questions will I need to ask? These are all unknowns new hires may have concerns about. Introductions, new hire paperwork, opening lines of communication, learning about different teams, clarifying the new role and expectations of performance are all unknown to a new hire when they first walk through the door.

Start with sending this Welcome Packet a week or so before the new employees' start date. It streamlines all necessary information and provides answers to the most important questions. Sending it in advance will give the new hire as an opportunity to digest the information well before he or she is thrown into battle. This “arrow bar” slide is a great way to provide a visual of important topics to be covered and what the progression of “to do” items will look like:

The first day is an integral part of the onboarding process. This is when you’re making sure that everything gets off to a great start. Providing a detailed look at the agenda will keep both you and your new hire on track and help ease the stresses of day one for both you (HR) and the employee.

Beautiful.ai’s “agenda” slide is specifically designed to convey a list of itemized events. It works great for providing an overview of your new hire’s first day. You can add additional information to each of the items, such as: who the meetings will be with and where they will be held. However, since the presentation goes into further detail about these meetings later on, you can feel free avoid the nitty gritty stuff for now!

The six months milestones

Onboarding is about the employee experience and setting them up to succeed. It doesn’t stop after the first day. In most cases, it takes someone a year to fully get up and running in all aspects of their role and function. This is why it’s so important to have a plan that extends at least six months. Once you have this plan, a best practice is to let your new hire know what’s coming down the pipeline - not just on their first day, but the next week and the next six months.

Here, again, there’s no need to get lost in the jungle of information. Instead, opt for an alternative that effectively covers the most important milestones. The objective here is just that: giving a heads-up and an overview of the important milestones coming up over Week 1 and the first six months. (You can leave the details for calendar invites and meeting agendas).

For this purpose, nothing summarizes a sequence of milestones like beautifully rendered timelines, like the ones below. While this example concludes the onboarding at Month 6, it is to be expected that this timeline would be different for each company. Editing the start and end points, as well as adding milestones, is as easy as clicking a button.

Once the onboarding is complete, it doesn’t hurt to check for understanding, measure the results, analyze the gaps, and incorporate feedback and improvements in your next Welcome Package. After all, edits to these Beautiful slides are incredibly easy to make!

Customize this free Employee Onboarding template now.

Ani Soghomonyan

Recommended articles, powerpoint makeovers: the uber pitch deck, the figma rebrand presentation template, powerpoint makeovers: the manpacks pitch deck, wrap up 2020 with these end of year templates.

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New Employee Induction

New employee induction presentation, premium google slides theme and powerpoint template.

Give your new employees the welcome they deserve! This template with gradients and geometric shapes will allow you to include all the relevant information for your company's new employee. Everything is 100% customizable, so you can adapt the slides to the specific characteristics of the new hire. In addition, charts, diagrams or timelines will make what you present very clear. Take a look now!

Features of this template

• 100% editable and easy to modify
• 35 different slides to impress your audience
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• Includes 500+ icons and Flaticon’s extension for customizing your slides
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Top 10 Employee Introduction Templates to Create a Solid Onboarding Program

Ashish Singla

A great employee introduction and onboarding process increases the retention rate by 69%. Thus, employee orientation is the golden opportunity for employers to win the hearts and minds of new talent.

So, how do you unlock the vaults of a great onboarding experience? Start from alleviating on-the-job jitters, invariably ranging from orientation to internal protocols. Rather than overwhelming them with boatloads of joining information, HR professionals must use their experience as an opportunity to bond emotionally and build rapport with new hires. 

SlideTeam can help you create an employee introduction process that will assist you in implementing a  cohesive onboarding program that engages key stakeholders and new hires (senior leadership to entry-level), ensuring a holistic experience. The PowerPoint presentation templates offered here will also help in boosting the retention and performance of the new employees. 

So let’s vet a creative employee orientation template to set your new hires for success! 

Template 1:  Employee Introduction Presentation 

If you plan to present a PowerPoint presentation to a group of new employees, let them get to know you better with the Employee Introduction template . It highlights the individual’s career path, skills, experience, language skills, SWOT analysis, achievements, training, etc. So what are you waiting for? Download this complete deck today!

Download this template

Template 2: Employee Acumen Analysis Presentation

This presentation covers the employee's acumen in various domains. It helps you evaluate the candidate based on professional knowledge, behavioral skills, expertise in tools and technologies, previous roles and activities, etc. Be it the growth of technical or soft skills this PowerPoint template has everything that you seek in an ideal design. Download this presentation today!

Template 3: Employee Skill Assessment Presentation

As an HR manager, you have to make decisions that affect the careers and lives of your employees. Make the right decisions by using this PowerPoint presentation template. It allows you to visualize employees' abilities and track their progress in real-time. You can describe various traits, their positive and negative impact, as well as actions to mitigate the negative impact and encourage growth.

Template 4: Employee Skillset Evaluation Presentation

This PowerPoint presentation helps you improve your employees’ competence by evaluating four different skill sets: interpersonal skills, organization skills, analytical skills, and self-management skills. Download this presentation to get an accurate picture of your employee’s overall professional profile.

Template 5: Employee Competence Comparision Presentation 

Looking to get a better understanding of how your employees stack up against each other? Our employee competency comparison presentation templates will help you do just that! With a list of all the competencies of your employees, you can present the matrix visually and brief each employee on their progress in relation to other employees. Whether you're looking to identify gaps in skills or simply want to congratulate your top performers, our templates make it easy to get the information you need.

Template 6: Employee Introduction and Leadership Analysis Presentation

Increased business performance is linked to authentic leadership, continuous learning, and deep knowledge performance of your employees. Download this template to analyze the relationship between leadership effectiveness, knowledge sharing behavior, client management, business strategy, and logical analysis of your workforce. 

Template 7: Employee Introduction Presentation

Employee introduction PowerPoint template is a perfect choice to introduce new employees to your colleagues and line managers. The presentation includes useful information that can be customized to present the experience, skills, and education of new employees. It also gives you a chance to build workforce expectations from new employees.

Template 8: Employee Introduction With Competence Levels Presentation

Download this PowerPoint template for introducing a new employee to your existing workforce. Inform the current employees about the new coworker and share their competencies and experience. It allows you to shape your employees’ understanding of what the new employee brings to the team. You can share the new employee’s background, work experience, education, and skills. This builds positive expectations that are useful for having an all-hands meeting for growing your company. 

Template 9: Employee Introduction With Personality Values Presentation

Give your new employees a better understanding of your organization with this PowerPoint template. This PowerPoint presentation provides an opportunity to identify the personality traits relevant to organizational behavior. It also defines the values and personality traits of new employees. Invest in this presentation today!

Template 10: Employee Introduction Presentation

The employee introduction PowerPoint template provides an easy way to introduce new employees. This template is designed as part of your onboarding initiative for new hires. It provides a strong foundation for the relationship between the new team members, managers, and other key members of the organization.

Over to You

The adage: “ You never get a second chance to make a good first impression .” holds true for employee introduction and onboarding experience. The templates offered in this blog will enable an organization to strategically plan and deploy the tools, processes, training programs, and resources needed to support new recruits. Hence, invest in these templates to effectively prepare the new employees and hit the ground running!

P.S: Tell stories about the organization's history, values, people, and the big-picture with this blog featuring recruitment strategy templates. Click here to read it!

Related posts:

• Deliver a Great Experience with Top 10 Onboarding Checklist Templates
• A Complete Guide on Employee Introduction With Samples and Examples [Free PDF Attached]
• How to Design the Perfect Service Launch Presentation [Custom Launch Deck Included]
• Quarterly Business Review Presentation: All the Essential Slides You Need in Your Deck

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[Updated 2023] 20 Must-Have Recruitment Strategy Templates For Every Human Resource Department!!

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How To Create A New Employee Orientation Presentation

By Jennifer Gaskin , Jul 21, 2021

A person’s first few weeks at a new job are a mix of excitement and anxiety as they settle into their new role. Unfortunately, many companies lag when it comes to creating an onboarding plan and getting new hires off to a good start. 

High turnover and poor productivity are common problems that can stem from ineffective orientation and onboarding, but companies that get these tasks right can improve retention by 82% and boost worker productivity by more than 70%.

It’s important to make sure the onboarding materials are informative and clear, but also interesting to go through. Tools like Venngage’s onboarding plan templates can be helpful for HR teams who want to create visually appealing materials.

Check them out and see how you can revamp your onboarding process!

Click to jump ahead:

What is new employee orientation?

What to include in your employee orientation, how to create a successful new employee orientation & onboarding program, company handbooks and presentation examples, onboarding and orientation checklist examples, training and microlearning examples, 3 benefits of successful orientation and onboarding, onboarding resources for remote teams.

New employee orientation refers to the process of introducing a new team member into the workplace. This process generally takes place over the course of a few days to a week and differs from onboarding , which we’ll address in a moment.

Depending on your organization and the team member’s job functions, new employee orientation typically includes some or all of the following:

• Filling out health insurance, tax and other paperwork
• Introductions to coworkers
• Tour of work area or entire facility
• Setting up desk or workstation
• Review of handbook , including key policies and company mission

New employee orientation vs. onboarding

Many companies use the terms orientation and onboarding interchangeably, but they differ in important ways. The easiest way to make the distinction clear is that orientation is a part of onboarding , but the onboarding process extends far beyond basic new employee orientation.

Onboarding can last as long as a year, depending on the role and the organization. At the end of an onboarding period, the team member should be fully trained and integrated into the company culture, and they should have a clear set of goals and expectations for their future at the company.

Read more :  11+ Tips for the Best Employee Onboarding Process

Having a well-structured employee orientation program helps new hires feel welcome, informed and prepared to hit the ground running.

Considering tweaking your new employee orientation? Remember to incorporate these key components:

Company culture and values:

• Welcome message from the CEO or senior leader
• Company background, mission, vision and goals
• Company culture and values

Logistics and practicalities:

• Completing essential paperwork (tax forms, benefits enrollment)
• IT setup and software training
• Policies and procedures overview (e.g., dress code, vacation time, safety protocols)
• Benefits explanation (health insurance, retirement plan, etc.)
• Tour of the workplace and introductions to colleagues

Role-specific training:

• Job description and responsibilities overview
• Manager introduction and mentorship program details
• Team introductions and departmental structure
• Training on relevant software and tools

Additional tips:

• Provide a welcome gift and branded materials
• Include interactive activities and team-building exercises
• Offer opportunities for Q&A and open communication
• Follow up with new hires after orientation to address any questions

How can organizations without strong orientation and onboarding procedures build those programs for their team members? Here are some tips to get you started:

Start early

Waiting to connect until a new team member’s first day on the job means you’ll miss out on important opportunities to create rapport and establish company culture.

Something you can start preparing before a new hire’s first day includes:

Each interaction the new hire has should be considered part of their orientation and onboarding experience. Introduce the new team member via email, Slack or any other  internal communication platforms before they start so the rest of the team already knows a bit about them.

Here’s an example of a template you can use to introduce a new hire to the rest of the team by asking them three fun facts about themselves:

Be practical

Flowery language about your mission is important, but people also need to know where they’re supposed to park and what to expect on their first day. Make sure they know those key action items before their first day.

Break down the first week

Create a schedule of activities for their first several days, up to their first week. Build socialization into this by encouraging teammates to take lunch together or organize a happy hour after their first day.

Keep information digestible

The mass data dump that often happens on a person’s first day at a new job is overwhelming no matter how quickly they can read. Make sure they know the exact amount of reading materials they need to do within a week and that they will get the information they need if they trust the process.

Maintain a focus on the long-term

Yes, people need to know what their schedule is and how many vacation days they get. But if you are investing in orientation and onboarding, you probably want this person to be around for the long haul. If it takes them more than a few days to grasp some process, that’s OK.

Work with new hires to establish goals

Make sure team members get plenty of one-on-one time with supervisors and mentors who can help them settle in, and eventually, the group should work together to establish the employee’s goals for the next 60, 90 and 180 days.

Work with your new hires on this template to help them establish their goals:

With a Business account, Venngage users can access real-time collaboration features. This means that once they’ve added team members to their Venngage account, they can collaborate in real time with their colleagues on any designs:

Be open to feedback

Especially for companies who have previously had a haphazard approach to orientation and onboarding, the first few forays are likely to be imperfect. With every new hire, get their honest feedback about what they found helpful and what could have been better.

Company handbooks are typically given to new hires during the orientation process, but they’re also a good opportunity to do some of the important work of onboarding. Many organizations have hard copies of their handbooks, but PDFs or PowerPoint handbook presentations are also common.

Related :  How to Write an Employee Handbook [Examples + Tips]

Onboarding handbooks and presentations

If you’re looking for a template that will help elevate your handbook materials to something that goes beyond informing people about key policies? Check out these onboarding handbooks and presentations.

Onboarding-focused materials can provide basic information about the company, but they should focus on setting long-term expectations. In this example, one of the first slides covers what should happen in the first day, week and month of the team member’s tenure.

Once you’ve finished your handbook, you can share a public link for free or upgrade to a team account to share a private link with your colleagues:

A paid Venngage account allows you to download templates as PNG or PDF. You can also upgrade to a Business account to export the onboarding handbook in PPT format to use on PowerPoint or Google Slides:

Let’s look at some other examples of employee handbooks you can customize for your new hire orientation:

When creating onboarding materials, it’s important to be upfront about the company’s mission and culture. One good way to do that is to make it personal, as the third slide of this presentation does.

Onboarding-focused handbooks are at their best when they are created from the perspective of a successful team member. Information in these types of handbooks should focus on setting clear expectations about the organization and the team member’s role in it, both today and in the future.

For some organizations, their place in a broad societal context is an important aspect of their culture. Companies with strong corporate social responsibility policies should consider creating an onboarding handbook in which those policies are front and center.

Onboarding-focused handbooks also provide a great opportunity to establish company values with visuals. This example uses friendly, flat icons and a pastel color palette, but by using Venngage for Business, you can ensure your handbook reflects your brand’s story.

Simply go to My Brand Kit to have your logos and brand colors extracted automatically from your website:

Once that’s done, you can apply your branding elements to any of your designs in just one click:

Orientation handbooks and presentations

Orientation is a process best done quickly and efficiently. Pairing the data dump of policies and procedures with good visual design principles can help ensure new hires are well-informed and remain engaged with the information.

New hire presentations that have employee orientation as their key focus should be utilitarian, but that doesn’t mean they have to be boring. Pair information with company policies and striking visuals like stock photos and trendy gradients to keep your audience interested.

As with any other type of visual asset you create, orientation presentations should reflect your brand’s story. In this case, flat illustrations and icons make this design approachable and friendly.

Other brands lend themselves more to bold presentation, and any new hire who encounters this ultra-futuristic orientation handbook will get the clear sense that their new workplace is modern and forward-thinking.

Consider breaking your orientation materials into smaller sections or chapters. This will help your team members refer back to important information without having to flip from page to page.

With Venngage for HR , multiple team members can collaborate and you can ensure your corporate visual identity is applied with My Brand Kit .

A minimalist design like the one above is appropriate for brands of all types and can help ensure the focus is on the important information being shared.

Both for HR teams and new employees, checklists are a good way to ensure nothing falls through the cracks. This is particularly true during the orientation phase when new team members are probably signing important tax, health insurance, retirement and other documentation.

Orientation is a complex task that typically touches many departments within an organization, from IT to human resources to legal. No single person can keep track of every task, so smart HR departments and leaders create orientation checklists to ensure all necessary tasks are completed.

Good orientation isn’t a one-way street, and getting new hires involved in the process can help instill a sense of ownership in their role within the organization. Consider a multi-page checklist like this one that lets both employee and supervisor have input.

Even in small teams, it’s common for multiple veterans in organizations to take a role in new employee orientation. An orientation checklist like this one lets you assign orientation-related tasks to different team members and indicate when each one should be completed.

Make sure the basics are covered when you bring in a new team member with this no-frills orientation checklist.

Training and microlearning materials are important both in orientation and onboarding. In the short term, educational materials help ensure people understand basic job processes. In the long term, training materials and training plans are useful in employee development.

Microlearning is a training method that delivers information over the course of several brief lessons rather than one long span.

Microlearning can boost information retention and avoid overload or burnout. Customize this microlearning presentation to fit your organization.

Make sure your team members, whether they’re new or seasoned vets, have important soft skills like collaboration, in addition to monitoring their development of hard skills related to their job tasks.

Inspire good customer service for team members who deal with the public by customizing this infographic. Update the tips or add your own, and modify the content to speak to what your organization does.

One important aspect of new employee orientation is building the foundation for good work habits. Consider creating a daily activity log that team members fill out to ensure they remain accountable for getting work done.

Use this employee safety training module to help you create materials for new team members as well as materials to ensure everyone in the organization receives ongoing updates and refreshers on safety procedures.

Make sure your sales team orientation, onboarding and development materials are backed by lessons from the success or failure of your organization’s past sales efforts. Use these tips to customize this infographic or create your own from thousands of other templates.

Though orientation and onboarding have their own unique aspects, both are critical parts of ensuring new employees can be successful in their jobs. The benefits of good onboarding and orientation include:

A more satisfying employee experience

New hires who feel that they are left to their own devices are less likely to understand their jobs or feel that they are an important part of an organization. Creating comprehensive orientation and onboarding materials can help set the right tone from Day One.

Building company culture

The majority of organizations that invest in creating a cohesive onboarding experience say new team members are better able to fully become part of the company’s existing culture. One way to do this is to ensure your onboarding materials tell the brand story early and often.

Improving productivity

Companies that have effective onboarding procedures boost retention of new team members by 82% and improve productivity by more than 70%. Poor orientation and onboarding are likely to turn good hires into bad ones.

While many companies shifted to remote work during the pandemic, for some organizations, that shift will be permanent. Meanwhile, many companies were partially or fully remote long before COVID-19. The orientation and onboarding process for remote teams requires some specialized materials.

Remote team members are likely to encounter more systems on which they’ll need to be trained. The lack of direct, face-to-face interaction means they’ll have a harder time getting questions answered as well.

That’s why having in-depth onboarding and orientation materials is crucial, as it provides virtual new hire orientation.

Companies that aren’t fully remote may be interested in dabbling in permitting employees to work from wherever they want. For these companies, it’s critical to ensure certain policies are adopted and well-communicated.

Just as your HR team would share tips for in-office workers to be successful at their jobs, considering create some resource materials to guide remote workers. Infographics like this one are easy to customize for your industry or even for each type of worker.

If your organization shifted to remote work for the pandemic and is planning a return to the office, make sure your entire team knows what’s expected of them and what resources are available.

Start new hires off on the right foot by creating engaging orientation and onboarding materials

With a Business account, teams can engage in real-time collaboration, apply their branding with one click and export files they can bring right into PowerPoint. With these tools, HR team members have no trouble setting new team members up for long-term success.

If you want to see how easy it is to create engaging yet informative orientation and onboarding materials for your new hires, simply sign up for a Venngage account and test out our drag-and-drop editor and fully customizable templates. It’s free to get started.

ZIPDO GUIDES

How To Run A New Employee Introduction Meeting

Effectively run a new employee introduction meeting by preparing ahead, setting a welcoming and inclusive atmosphere, introducing team members, presenting the company culture and expectations, and allowing ample time for questions and interactions.’

• Steps in this Guide: 9
• Updated: March 11, 2024

A New Employee Introduction Meeting is a crucial part of the onboarding process where a newly hired employee is formally introduced to their team, supervisors, and possibly other relevant personnel within the organization. It is typically an organized event where the new hire gets a comprehensive overview of their job description, company culture, values, and expectations. This meeting also provides an excellent opportunity for the new employee to ask questions, clarify doubts and understand the company’s work ethics and policies better. Generally, it is a primary way to ensure a smooth integration of the new employee into their workplace, setting them up towards optimal performance and fostering a positive work environment.

How To Run The new employee introduction meeting As A Manager: Step-By-Step

Next, we will share our step-by-step guidelines for running a new employee introduction meeting:

Step 1: Planning the Introduction Meeting

Step 2: create a welcoming environment, step 3: physical introduction, step 4: professional and personal presentation, step 5: team presentation, step 6: overview of projects and processes, step 7: q&a session, step 8: wrap up the meeting, step 9: follow-up.

In this phase, constructing a comprehensive meeting agenda is critical. The main introductory points should be clearly outlined, encompassing every essential detail about the new employee. The agenda may also involve a well-defined timeline for presentations, dialogues, and a Q&A session, offering a well-structured flow to the meeting. Moreover, an early meeting invitation should be dispatched, facilitating attendees to plan accordingly, ensuring the optimal attendance and engagement during the discussion.

Creating a comforting and inviting environment for meetings is crucial. This could involve designing the meeting room in a casual, relaxed manner, or choosing unconventional locations like a coffee shop or park. These alternatives can ease formality and stimulate more productive, engaging conversations. They also add a fresh perspective, increasing creativity and interest.

Kick off the meeting by introducing the new employee, highlighting their name, prior job or expertise, and their designated role within our company. Follow it up with some personal, fun facts to humanize and connect them with the existing team, thus promoting a warmer, more cohesive working environment.

Encourage the new employee to share a concise introduction, covering their identity, work history, role, and tasks within the company as well as personal interests or fun facts. This dual-faceted approach facilitates a well-rounded understanding of the person, aiding in bonding and team dynamics both professionally and personally.

Each existing team member should introduce themselves to foster a welcoming environment. They should share their name, role, primary duties, and a light-hearted personal fact. This not only helps to break the ice, but also strengthens team rapport, making the newcomer feel more at ease.

Provide the new hire with an in-depth outline of the projects they will be handling, as well as a comprehensive breakdown of key company processes. This foundation is crucial, as it facilitates their understanding of their role, the work culture, and expected contributions, ensuring a smooth transition into their new position.

Encourage the new employee or team to voice any questions they may have concerning their new role, duties, or other workplace-related matters. This open space for communication not only eases the transition process for new members by eliminating uncertainties, but also fosters a conducive environment for dialogue and mutual understanding.

Wrapping up the meeting, reiterate the major talking points to ensure common understanding. Identify any action items, required training or impending tasks and assign them accordingly. This promotes clarity post-meeting and strengthens the impact of what’s been discussed and agreed upon.

Post-introduction, consistent check-ins with the newcomer are essential to gauge their assimilation. Through brief meetings or casual conversations, you can address their queries or concerns, thus providing them an opportunity to express any additional thoughts or queries that may arise.

Exemplary Template

During a new employee introduction meeting, it is crucial to discuss essential topics such as company culture, values, mission, and vision. Additionally, details about the employee’s role, responsibilities, and expectations along with an overview of their department and team structure should be covered. Lastly, providing information about company policies, procedures, and any necessary training will aid in the smooth onboarding process.

The purpose of a New Employee Introduction Meeting is to welcome new employees, acquaint them with the company culture, assign their initial tasks, and clarify any questions or uncertainties they may have.

In a New Employee Introduction Meeting, topics typically discussed include employee responsibilities, company policies, work culture, performance expectations, and the organizational structure of the company. It's also an opportunity for the new employee to introduce themselves and communicate their experience, skills, and aspirations.

The setting and duration of the meeting can vary based on the needs of the organization. However, generally, it might range from 30 minutes to an hour. This allows sufficient time to discuss vital information without overwhelming the new employee.

Typically, the new employee, their supervisor, and possibly key members of the team they will be working with should attend a New Employee Introduction Meeting. In larger organizations, HR representatives may also attend these meetings.

While it’s not essential, it can be beneficial for new employees to prepare for this meeting. They could review the company handbook, their job description, and come up with any questions they may have about their role or the company. This will help them to perform their role more effectively and integrate more smoothly into the company.

Step-by-Step: How To Run A New Employee Introduction Meeting

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New Hire Orientation Presentation Template

Free template to help you make your new hire's onboarding the best one yet. available in both google slides and powerpoint — download now and make it your own.

Download this free new hire orientation presentation and make it your own! Includes template slides covering:

• Company Context : Company Introduction, What Makes Our Company Special, Our Place in the Marketplace, Key Functions
• Our Team : Team Goals, Meet the Team, Our Team Dynamics, Your Role in the Team, Your First Week
• How We Work: Team Dynamics, Day-to-Day Tools and Technologies, Performance Expectations, Feedback Culture
• Administrative: Office Tour, Perks at Work, Initial Paperwork and HR Policies, Your Badge/ID

The foundation for a great new hire experience is the right onboarding presentation, so start here!

Download the template

Includes versions for:, google slides, microsoft powerpoint, new hire orientations can take forever. use this template instead.

When you hire someone new, first impressions matter. A lot. Just as you wouldn't show up to a fancy party in pajamas, you shouldn't greet your new employee with a hastily thrown-together PowerPoint. An onboarding presentation is the manager's fancy outfit - it's got to be on point.

Why Care About the Onboarding Presentation?

Remember your first day at a new job? Maybe you felt lost or overwhelmed. Or perhaps you felt welcomed and excited. That feeling often comes down to the onboarding presentation.

In the initial week or two on a new job, a new hire orientation presentation is like a roadmap. It guides the newbie, shows them the ropes, and makes them feel at home. And, get this: it's not just a bunch of slides! It's an experience. Think of it as a movie trailer - it sets the tone for what's to come.

Key Ingredients for an A+ Onboarding Deck

• Start with a Warm Welcome : Use a fun new employee orientation PowerPoint slide to break the ice. Something with a catchy graphic or a fun fact about the company.
• Clarity is King : Every onboarding slide should be clear. Avoid vague terms, jargon (especially company-specific slang!), and be precise.
• Engage with Interactive Elements : For example, a clickable quiz or a video in your onboarding presentation for new hires can work wonders.
• Stay Updated : Make sure your onboarding deck template and onboarding slide template are current. Outdated info in your onboarding PowerPoint? A big no-no!

Must-Haves in the First 2 Weeks

A new hire presentation must set the right expectations. In their first 2 weeks, new employees should:

• Understand the Company's Mission : Why do you do what you do?
• Know Key Contact s: Who can they turn to for what?
• Grasp Their Role : What's expected of them?
• Understand their Tools : What does an employee have available to help them be successful?

Bonus Tips for Managers

• Personalize the employee onboarding presentation : Everyone's different! Adapt to your audience.
• Ask for feedback on the new hire onboarding PowerPoint . Always room for improvement!
• Show examples! New hire onboarding presentation examples can serve as inspiration.
• Keep it fun and light. Maybe throw in a meme or two!

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Ready to Dive In?

Great! Let's discuss some onboarding presentation ideas .

• Storytelling : Share the company’s journey. Make it personal.
• Interactive Quiz : Test knowledge on company culture or history.
• Virtual Office Tour : For remote teams, this can be a game-changer.
• Day-in-the-Life Videos : Showcase a day in the life of different roles.

Don't Forget Team Dynamics!

While a great orientation presentation is key, understanding team dynamics can't be overlooked. This is where tools like TeamDynamics come into play, helping teams work better together. By understanding the team's working style (its unique team personality), the transition can be smoother for the newbie.

How does the team communicate? Process information? Make decisions? Work towards its objectives? TeamDynamics can help get a new hire oriented and up to speed on the ways your team works, easing their transition and getting them productive faster!

Templates to the Rescue

Not a design whiz? Don't sweat it. Take advantage of these onboarding PowerPoint templates and onboarding deck templates. These ready-to-use templates can give your orientation presentation a professional touch, whether you're the team manager or looking to create an HR orientation presentation a professional touch.

Conclusion: Make It Memorable

Managers, this is your stage. The employee onboarding best practices PowerPoint presentation is your chance to set the stage for a successful journey. Make it count. Be it a sample onboarding PowerPoint presentation or a new hire orientation presentation sample, take inspiration, but add your unique touch.

Now, armed with these tips and tricks, go forth and craft an onboarding experience that's memorable. Because hey, everyone deserves a warm welcome.

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We spend just as much time today with our coworkers as we do with our loved ones. We have tools to manage our relationships with partners: love languages, compatibility tests, therapy, and more.

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Home Blog Presentation Ideas About Me Slides: How to Introduce Yourself in a Presentation

About Me Slides: How to Introduce Yourself in a Presentation

From conference talks to client demos, it’s always essential to include an About Me slide in any presentation you are giving. Introducing yourself early into the presentation helps build a better rapport with the audience.

You can start with several fun facts about me slide to break the ice or go for a more formal professional bio to explain your background and what makes you qualified to talk about the topic at hand. At any rate, your goal is to get the audience on your side by revealing some of your personality. 

How to Introduce Yourself in a Presentation: 4 Approaches 

It’s a good practice to include self-introduction slides at the beginning of your presentation. If you are looking to answer how to introduce yourself professionally, typically somewhere after the title, opening slide , and the main agenda. However, the presentation structure will be somewhat different depending on whether you are presenting to a new audience or a group of people familiar with (e.g., your team, clients, or business partners). 

Here are four about me slide ideas you can try out, plus an About me template you can use to present yourself in a presentation. 

1. Mention Your Name and Affiliations

Start with the introduction basics. State your name, company, title/position, and several quick facts about who you are and what you do. Even if you present to a familiar audience, a brief recap is always welcome. 

To keep things a bit more engaging, consider adding some lesser-known facts about yourself. For example:

• Your interests 
• Recent accomplishments
• Testimonial/quote from a team member 
• Fun nicknames you got 

The above can be nice ice breakers for less formal team presentations, project updates, or catch-ups with clients. 

Here are several unique About Me examples you can try out:

For a client case study presentation : 

“Hi, I’m Lynda, Chief Customer Success Specialist with Acme Corp. (Also, someone you thought was a chatbot for the first few encounters)

47 NPS | 15% Churn Rate | 40% repeat purchase rate”

For a team after-action review presentation :

Mike, Project Manager at Cool Project

(aka Maximizer)

Personal Project stats:

387 Slack messages answered

56 cups of coffee consumed

Project profit gross margin: $1.2 million 

2. Work On Your Elevator Pitch 

One of the best ways to introduce yourself in a presentation is to share a punchy elevator pitch. This works extra well if you are presenting to a new audience. 

An elevator pitch is a concise statement (1-2 sentences) that summarizes your unique strengths, skills, and abilities and explains how these can benefit your listener. 

It’s nice to have one ready for your presentations and networking in general since it helps you immediately connect with new people and communicate your value. 

Writing a solid elevator pitch may require several attempts and iterations. But the sooner you start — the faster you’ll arrive at the best formula! 

To get your creative juices flowing, here are several elevator pitch ideas you can incorporate in an introduction slide about yourself. 

For professionals: 

“Certified Salesforce Administrator, data visualization specialist, and analytics for top SaaS brands. I help businesses make more sense of their data to drive better outcomes”.

For a mentor :

“Adjunct professor of creative writing at Columbia University, published author, former lifestyle editor at Esquire, the New York Times. I can teach you how to find, shape, pitch, and publish stories for web & print.”

For a student: 

“Third-year Marine Biology student at Denver State Uni. Volunteer at Lake Life Protection NGO, climate change activist, looking to expand my research about water conservation”.

3. Answer Popular Questions or Assumptions 

If you are a frequent presenter , chances are you get asked a lot of the same “About Me questions” after your speeches and during the networking bits. So why not address a roaster of these in your About Me slide? Select 4-5 most common questions and list them as quick FAQs on your slide deck. 

4. Focus on Telling a Story 

Strong introductions are personable. They are meant to offer a sneak-peak into your personality and the passion behind your work. That’s why for less formal presentations, you can (and should!) start with a short personal story. 

Remember: reliability is important to “click” with your audience. 

For instance, neuroscience research of political ads recently found that ads featuring real people performed better than those with genetic stock footage. Among viewers, emotional engagement and memory encoding (recall) increased dramatically when political ads showed relatable people. 

The same holds true for commerce. In 2015, GE launched a viral “What’s the Matter With Owen?” video ad series to attract more young talent to the company. The clips featured a relatable protagonist, struggling to explain what his work at GE entails e.g. that the company isn’t building railroads, but actually does some very innovative pilots. Many engineers related to the promo and work applications to GE shoot up by 800% ! 

As the above examples show, a good relatable story can go a long way. So think about how you can make a PowerPoint presentation about yourself more representative of who you really are as a person. 

How to Give a Presentation About Yourself: 4 Fool-Proof Tips

On other occasions, you may be asked to give a full-length “about me” presentation. Typically, this is the case during a second interview, onboarding , or if you are in attending a training program or workshop where everyone needs to present themselves and their work. 

Obviously, you’ll need more than one good about me slide in this case. So here’s how to prepare a superb presentation about me. 

What to Put in a Presentation About Yourself?

The audience will expect to learn a mix of personal and professional facts about you. Thus, it’s a good idea to include the following information: 

• Your name, contact info, website , social media handles, digital portfolio .
• Short bio or some interesting snippets. 
• Career timeline (if applicable).
• Main achievements (preferably quantifiable).
• Education, special training.
• Digital badging awards , accolades, and other types of recognition.
• Something more personal — an interest, hobby, aspiration. 

The above mix of items will change a bit, depending on whether you are giving an interview presentation about yourself or introduce yourself post-hiring. For example, in some cases a dedicated bio slide may be useful, but other times focusing on main achievements and goals can be better.

That being said, let’s take a closer look at how to organize the above information in a memorable presentation. 

P.S. Grab an about me slide template to make the design process easier! 

1. Create a List of “Facts About Me”

The easiest way to answer the “tell me about yourself” question is by having an array of facts you can easily fetch from your brain. 

When it comes to a full-length about me presentation , it’s best to have a longer list ready. To keep your brainstorming process productive, organize all your ideas in the following buckets: 

• Key skills (soft and hard)
• Educational accolades, training
• Accomplishments and other “bragging rights”
• Personal tidbits (a.k.a. fun facts ) 

Once you have a list, it gets easier to build a series of slides around it. 

2. Think Like Your Audience 

Most likely you’d be asked to make a presentation about yourself by a recruiter. There’s a good reason why many ask this — they want to determine if you are a good “cultural fit” for their organization. 

After all, 33% of people quit within the first 3 months of accepting a new job. Among these:

• 43% of employees quit because their day-to-day role was different than what they were told it would be during the hiring process.
• 32% cite company culture as a factor for leaving within the first three months. 

About me presentations often serve as an extra “filter” helping both parties ensure that they are on the same page expectations- and work style-wise. Thus, when you prepare your slide deck, do some background company research. Then try to align the presentation with it by matching the company tone, communication style, and cultural values. 

3. Include Testimonials and Recommendations

Use the voice of others to back up the claims you are making in your presentation. After all, trumping your own horn is what you are expected to do in such a presentation. But the voices of others can strengthen the claims you are personally making. 

Depending on your role and industry, try to sprinkle some of the following testimonials: 

• LinkedIn recommendations
• Quotes from personal or professional references
• Social media comments 
• Data metrics of your performance
• Funny assessments from your colleagues/friends 

The above not just strengthen your narrative, but also help the audience learn some extras about you and your background. Testimonial slides can be of help for this purpose.

4. Include a Case Study 

One of the best ways to illustrate who you are is to show what you are best in. Remember, an about me presentation often needs to “soft sell” your qualifications, experience, and personality. 

One of the best ways to do that is to showcase how you can feel in a specific need and solve issues the business is facing. 

So if you have the timeframe, use some of the ending slides to deliver a quick case study. You can present: 

• Short retrospective of a past successful project
• Before-after transformations you’ve achieved 
• Spotlight of the main accomplishments within the previous role 
• Main customer results obtained
• Specific solution delivered by you (or the team you’ve worked with) 

Ending your presentation on such a high note will leave the audience positively impressed and wondering what results you could achieve for them.

To Conclude 

It’s easy to feel stumped when you are asked to talk about yourself. Because there are so many things you could mention (but not necessarily should). At the same time, you don’t want to make your introduction sound like a bragging context. So always think from the position of your audience. Do the facts you choose to share benefit them in any way? If yes, place them confidently on your About Me slides! 

1. Personal Self Introduction PowerPoint Template

Use This Template

2. Self Introduction PowerPoint Template

3. Meet the Team PowerPoint Template Slides

4. Introduce Company Profile PowerPoint Template

5. Modern 1-Page Resume Template for PowerPoint

6. Modern Resume Presentation Template

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Apple Vision Pro brings a new era of spatial computing to business

Customized Workspaces for Productivity

• Webex by Cisco brings an immersive and intuitive meeting experience that fills the space and utilizes Personas and Spatial Audio for a more natural video conferencing experience.
• Zoom provides an experience built for Apple Vision Pro with exceptional audio and video quality, giving users the ability to easily collaborate and schedule meetings.
• Box makes it easy for users to collaborate and securely manage files and content, including 3D objects, allowing them to intuitively bring this content into the world around them.

Design and Collaboration

• Lowe’s Style Studio leverages the unique capabilities of spatial computing to help customers visualize and design their dream kitchen, making home improvement easier than ever.
• JigSpace brings intuitive, hands-on inspection and effortless collaboration to help users communicate complex ideas, products, and processes with spatial context.
• EnBW (Energie Baden-Württemberg AG) enables visualization of renewable energy infrastructure projects, allowing collaborators to see and assess designs of vehicle charging stations, wind turbines, and solar farms.

Training and Simulation

• Taqtile Manifest makes digital work instructions actionable with a simple glance or hand gesture.
• PTC’s Onshape Vision app  transforms the way product designers and engineers view, interact with, and collaborate on complex 3D models.

Guided Work

• TeamViewer Spatial Support enables remote experts and service technicians on the ground to troubleshoot repair and maintenance processes with unparalleled fidelity, enabling faster response and reduced downtime.
• BILT supports 3D interactive instructions with voice, text, and animated guidance for thousands of products to enable a wide range of workflows.

Text of this article

April 9, 2024

Incredible new enterprise experiences leverage spatial computing to customize workspaces, collaborate on 3D designs, deliver specialized employee training, and guide remote fieldwork in entirely new ways

For decades, Apple has worked to provide innovative products and services for businesses. Today, Apple products are used by all of the Fortune 500 companies in every industry around the world — iPhone and iPad are indispensable for businesses of all sizes, and Mac is preferred by employees when given the choice at work. Apple’s unique combination of hardware, software, services, and built-in support for IT makes it incredibly easy to manage and secure devices at scale. With the introduction of Apple Vision Pro , spatial computing enables enterprises to build experiences that previously were not possible.

“There’s tremendous opportunity for businesses to reimagine what’s possible using Apple Vision Pro at work,” said Susan Prescott, Apple’s vice president of Worldwide Developer Relations and Enterprise Marketing. “We’re thrilled to see the innovative ways organizations are already using Apple Vision Pro, from planning fire response operations to iterating on the most intricate details of an engine design — and this is just the beginning. Combined with enterprise-grade capabilities like mobile device management built into visionOS, we believe spatial computing has the potential to revolutionize industries around the world.”

With visionOS built on the foundation of decades of engineering innovation in macOS, iOS, and iPadOS, enterprise developers can create powerful spatial experiences controlled by the most natural and intuitive inputs possible — a user’s eyes, hands, and voice. The breakthrough design of Apple Vision Pro features an ultra-high-resolution display system and custom Apple silicon in a unique dual-chip design to deliver experiences in real time. Vision Pro uses a wide range of advanced machine learning and AI models to enable foundational capabilities such as hand tracking, room mapping, Personas, and more. All of this is accelerated by the Neural Engine in the M2 chip, which ensures spatial computing is the most powerful way for a business to leverage AI.

Developers have been building apps for Apple Vision Pro across numerous enterprise categories, from business productivity and product design, to immersive training and guided work.

Spatial computing blends digital content with the physical world, providing an infinite canvas that enables businesses to reinvent workspaces and enhance everyday productivity. With visionOS, apps are freed from the boundaries of a display, so they can appear side by side at any scale. With support for Magic Keyboard and Magic Trackpad, users can set up the perfect workspace and bring the powerful capabilities of their Mac into Apple Vision Pro wirelessly, creating an enormous, private, and portable 4K display with incredibly crisp text. The most-loved productivity apps for business are now available on Vision Pro.

SAP Analytics Cloud helps streamline the process of gathering, integrating, analyzing, and presenting data-driven insights to enhance business decision-making. On Apple Vision Pro, the app enables employees and executives to immediately access their data dashboard and arrange their most critical business workflows, apps, and cards beautifully in their space. They can also drill down into the data with contextual 3D maps and graphics to gain new insights. With the latest SDK release for developers , the SAP Business Technology Platform fully supports Apple Vision Pro. Customers and partners can now deploy their SAP apps to Vision Pro, alongside iPhone, iPad, and Apple Watch.

“Apple Vision Pro is a revolutionary device, and we are thrilled to leverage the capabilities of spatial computing with SAP Analytics Cloud and SAP Mobile Start,” said Philipp Herzig, chief AI officer, SAP SE. “Going forward, we see the power of visionOS combined with generative AI being a force multiplier for enterprises. SAP Analytics Cloud running on Apple Vision Pro will help our customers discover all-new insights from complex data with powerful and intuitive processes that supercharge their business planning. And with SAP Mobile Start, we provide access to all of SAP’s business applications and workflows in unimaginable ways.”

Microsoft 365 productivity apps and AI companion Copilot built for Apple Vision Pro can help users get more done in powerful new ways. Focus mode in Word allows users to write without distraction; graph, manipulate, and visualize data in sharp, crisp detail in Excel; and immerse themselves in a slideshow with PowerPoint. Switching between meetings, chats, and shared content is easy in Teams — along with accessing the assistance of Copilot — with life-size windows that can be arranged in the user’s space.

“Spatial computing has enabled us to rethink how professionals can be productive and work intelligently with the power of AI,” said Nicole Herskowitz, vice president, Microsoft 365 and Teams. “With Microsoft 365 and Teams on Apple Vision Pro, your office moves with you, allowing users to view apps side by side on an infinite canvas with spatial computing for incredible multitasking and collaboration.”

Additional apps in business productivity include:

The display system on Apple Vision Pro packs 23 million pixels across two displays — or more than 4K resolution for each eye — which makes videos, images, and documents crystal clear from any angle. With crisp visualization of 3D content, spatial computing opens up opportunities for product design, retail planning, and construction modeling, and enables new experiences for customers to engage with products and services.

The Porsche Race Engineer app provides an entirely new way for the Porsche team to collaborate. Race engineers are constantly making real-time decisions about everything from the performance of the car to the driver’s vitals. Apple Vision Pro helps engineers visualize car data in real time, bringing critical metrics like speed and braking alongside track conditions and car positioning, combined with live video from the car’s dashboard. In February, Porsche broke the U.S. record for electric vehicles at Laguna Seca with the new Porsche Taycan Turbo GT, while the engineers tracked along using Vision Pro. This can also expand track experiences for fans around the world.

“At Porsche, we’ve always been driven by dreams, and Apple Vision Pro has enabled us to reimagine track experiences,” said Oliver Blume, Porsche’s CEO. “The new Porsche Taycan Turbo GT is the ultimate all-electric performance car, and, fittingly, we were thrilled to bring the best of German engineering and Apple’s inspiring product innovation together with the Race Engineer app. This is the perfect example of our team delivering on our goal to bring the best user experience to our employees and customers.”

Design and manufacturing processes are complex and involve large amounts of data from various sources. NVIDIA Omniverse Cloud APIs let developers stream massive 3D engineering and simulation data sets from the cloud to Apple Vision Pro. The high-resolution displays and powerful sensors built into Vision Pro enable developers and designers to create detailed, immersive renderings and visuals that can be viewed and manipulated in real time.

“The world’s industries are racing to build digital twins of products, facilities, and processes to better test and optimize designs well before constructing them in the physical world,” said Rev Lebaredian, NVIDIA’s vice president of Omniverse and Simulation Technology. “Enterprises can now combine the power and capabilities of Apple Vision Pro and the physically accurate renderings of OpenUSD content with NVIDIA accelerated computing to power the next generation of immersive digital experiences.”

Additional apps in design and collaboration include:

From preparing technicians to install equipment, to teaching complex tasks requiring hundreds of hours of hands-on work, making training procedures more interactive and impactful is critical to employee success. When it comes to aircraft maintenance, taking a plane offline for training can be costly and cause delays throughout the system. KLM Royal Dutch Airlines will dramatically improve technical maintenance and airline operations with spatial computing on Apple Vision Pro. The Engine Shop app enables technicians to train on the latest engine models in full fidelity in their own space. With this app, a technician can instantly see the entire task they need to perform step by step, with detailed repair instructions overlayed on a 3D model of the exact engine. This reduces errors and increases employee job satisfaction while saving valuable time and ultimately speeding up plane turnaround times.

“We see Apple Vision Pro as a tremendous value-add that will improve our fleet availability and operations,” said Bob Tulleken, KLM’s vice president of Operations Decision Support. “Training our employees with spatial computing will lead to fewer costly errors because the most current information they need to do their job is there in front of them as they perform the task. This means we not only get vastly more efficient in our work, but also provide a better work environment for our employees to succeed.”

Additional apps in training and simulation include:

Guided work requires the context of a person’s surroundings, such as a utility service technician who needs access to work orders or schematics.  Resolve  has reimagined how building engineers can plan for and access information they need to make decisions about systems behind walls, including HVAC, plumbing, electrical, and fire sprinkler lines. Rather than use static paper plans, users can review high-detail plans and 3D models on Apple Vision Pro, enabling architects, builders, and maintenance workers to see, fix, and comment, enhancing the entire life cycle of a construction project.

In emergency response scenarios, incident management software combines real-time and historical information with geospatial data to help first responders manage their people and fleet resources. The FireOps app, developed by About Objects and DigitalCM, marks a turning point in emergency response management. FireOps leverages the infinite canvas with visionOS to provide a unified operational view of incident action plans, dramatically streamlining over a dozen procedures. This enhances coordination and decision-making among all participants, and ensures that first responders are more connected, informed, and prepared than ever before.

Additional apps in guided work include:

Apple offers developers a variety of resources, including powerful APIs, rich documentation, global developer labs, Develop in Swift Tutorials , and the visionOS simulator to help companies bring game-changing Apple Vision Pro experiences to life. To further support developers, today Apple is announcing the Enterprise Spatial Design Lab, providing hands-on support from Apple to help enterprises bring apps from concept to reality. The immersive sessions will be available beginning this summer at developer.apple.com . In addition, Deloitte announced today it is expanding its Apple practice to include a new Academy for Apple Vision Pro . The practice includes more than 100 practitioners trained to deliver visionOS solutions to clients, with a series of one-week, instructor-led courses to help engineers, product managers, and business leaders prepare for the new era of spatial computing.

Press Contacts

Jessica Reeves

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Andrea Schubert

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Apple Media Helpline

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11th International Horse Exhibition “EQUIROS 2009” MOSCOW, RUSSIA 19 -2 3 August 2009

Sep 28, 2014

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11th International Horse Exhibition “EQUIROS 2009” MOSCOW, RUSSIA 19 -2 3 August 2009. FRONT DOOR INTO THE RUSSIAN EQUESTRIAN INDUSTRY. Equiros statistics:. Status: International Periodicity: annual Exhibitor number: 232 (2008) Visitor number: over 25 000 (2008)

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• horse owners
• russian horse industry
• international equestrian related companies

Presentation Transcript

11th International Horse Exhibition “EQUIROS 2009”MOSCOW, RUSSIA19 -23 August 2009 FRONT DOOR INTO THE RUSSIAN EQUESTRIAN INDUSTRY

Equiros statistics: • Status: International • Periodicity: annual • Exhibitor number: 232 (2008) • Visitor number: over 25 000 (2008) • Exhibitor space: 12 300 sq. m • Place: “Sokolniki”Culture & Exhibition Center • Date: 19-23rdAugust 2009 • Duration:5 days • Foundation year: 1999 Equiros mix – key to success: Equiros opens up the doors of the Russian horse industry to international equestrian-related companies. The exhibition combines sporting and entertainment action with socializing and shopping for horse-enthusiasts of all interests and age groups. Equiros incorporates various activities – seminars, trade fair, presentations, breed shows, clinics, gala-evening – that provide valuable framework for all our participants. Distributors and veterinarians, professional riders and equestrian specialists, horse owners and breeders represent traditional “Equiros” mix of equestrian-involved individuals and firms. The popularity of Equiros within national horse community maximizes the effect of your company presence, making your involvement with the exhibition most effective.

Horses and ponies Breeding studs and farms Equestrian clubs Equestrian tourism Riders apparel, clothes and accessories Saddles Carriages Horse feeds Health and Veterinary Leg and hoof care products Exercise Equipment Horse transport Horse stalls and barn accessories Mats/Flooring Specialized magazines, books and videos Art and gifts Exhibition categories: The Ultimate Horse Experience is Back in Moscow. Still growing, performing and innovating. Join us for the 11th annual Moscow International Equestrian exhibition!

Participation costs (EURO, VAT incl.) • Registration fee 200,00 • Catalogue entry 160,00 • Equipped exhibit space p/sq. m 176,00 • Unequipped exhibit space p/sq. m 140,00 • Outdoor exhibit space p/sq. m 70,00 • Horse box 400,00

For more information please contact: Lubov Arhipova Project director Tel: +7 985 925 34 87 E-mail: [email protected] Igor Bochkarev Business Programme and Events Tel/fax: +7 495 925 35 88 Cell: +7 985 991 81 35 E-mail: [email protected] Maria Maximova Sales Tel/fax: +7 495 925 35 88 E-mail: [email protected] Pavilion 4, Sokolnichesky Val 1, Moscow, Russia, 107113 www.equiros.ru

Title: «Strategic Sponsor» - EURO 10 000 • Logo placement on the outdoor advertisement banners (150 locations, Moscow, August 2009) • Logo placement on promotional flyers, 30 000 copies • Logo placement on invitations, 10 000 copies • Logo placement on advertisement modules within exhibition media-partners • Premium placement of sponsor banner inside arena • Premium advertising in the official exhibition catalogue, 1 000 copies • Banner on Equiros website homepage with link to sponsor website • Logo placement in the official exhibition catalogue • Participation in the official opening ceremony of the exhibition • Participation in the official prize giving ceremony (ies) • Establishing special prizes/awards for exhibition participants • Exclusive Front Row Center VIP TABLE (6 people) • EQUIROS Opening Night Gala tickets (6 people)* • Greeting in the official exhibition catalogue • Display of sponsor brochures on all VIP tables

Title: «Sponsor» - EURO  5 000 • Logo placement on promotional flyers, 30 000 copies • Logo placement on invitations, 10 000 copies • Logo placement on advertisement modules within exhibition media-partners • Premium placement of sponsor banner inside arena • Premium advertising in the official exhibition catalogue, 1 000 copies • Banner on Equiros website homepage with link to sponsor website • Logo placement in the official exhibition catalogue • Participation in the official prize giving ceremony (ies) • Exclusive Front Row Center VIP TABLE (6 people) • EQUIROS Opening Night Gala tickets (6 people)* • Display of sponsor brochures on all VIP tables

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Moscow Muled

Best virgin moscow mule recipe.

Nov 30, 2019

Wherever there are great cocktail recipes, there are equally fabulous mocktail recipes for those of us who enjoy all the style and taste of cocktails without liquor. In this post, we reveal the best recipe for the Virgin Moscow Mule on the internet! Let's get started!

Introduction

A cocktail is essentially a blend of two or more ingredients of which at least one is alcoholic. As of late, cocktails are getting more inventive with upwards of four and five ingredients.

The Moscow Mule keeps it classically simple with only three ingredients that most of us already have at home. Vodka, ginger beer, and lime juice.

The intense burn of the ginger beer blended with the refreshing sourness of lime juice delights the palate and warms you right up from the first sip.

There are a multitude of practical reasons for choosing a mocktail over a cocktail.

This could include health concerns and diet practices. Or, maybe you're the designated driver and don't want to miss out on a fun night with your social group.

Whatever the reason, mocktails make sure no one is left out.

Most will say that a mocktail is simply a recipe for any cocktail sans the alcoholic ingredient(s), but we're going to show you fantastic ways to enjoy a Virgin Moscow Mule without sacrificing flavor or taste.

Ingredients:

• Sparkling Water 
• Fresh limes 
• Ginger beer 
• Simple syrup

Instructions:

• You can either muddle a couple of fresh limes or use freshly squeezed lime juice. We won't tell if you decide to do both ;)
• Next, combine your favorite sparkling water and a splash of ginger beer
• Add a serving of simple syrup (1 part water, 1 part sugar)
• Stir. If you have a shaker on hand, you can also shake the combined ingredients together, but be cautious when pouring as the turbulence may have created a little extra fizz from the sparkling water.
• Pour over ice

With this excellent non-alcoholic version of the Moscow Mule, you can have guilt-free seconds or even thirds!

Health Benefits

Typically, in every 6 oz serving of the traditional Moscow Mule cocktail there are approximately 180 to 200 calories.

One fantastic upside of making a Moscow Mule mocktail is that with the extraction of vodka (say 1.5 oz) you can eliminate around 96 calories, meaning that a typical 6 oz serving is approximately 100 calories or less!

Layers of Flavors

Now that we've laid the foundations, it's time to explore the variations and wonderful layers we can add to perfect our Virgin Moscow Mule.  With these alterations, your mocktails are sure to be enjoyed by all!

In addition to following the preparation of the basic recipe noted above, we suggest adding a few slices of fresh ginger to the mix.

To fully extract the flavors of the ginger, consider muddling it with your limes. Be careful to strain afterward, unless you want to be sucking up bits of ginger through your straw and set your mouth ablaze!

Coupled with the ginger beer, this is sure to amplify the smoldering tones of the original cocktail's taste.

Be sure to use ginger beer and not ginger ale. Most commercially sold ginger beer, though fermented, is alcohol-free. It differs from ginger ale in the way it is manufactured. The intensity of ginger essence in ginger ale isn’t comparable to that of the essence in ginger beer.

So, if you decide to replace ginger beer with ginger ale, you’ll be disappointed at the silenced flavors of ginger in your drink. Essentially, what you’d be drinking wouldn’t be a Moscow Mule at all.

Take it from us, use ginger beer!

If you would rather direct your variations or additions towards the sweet and fruity citrus flavors of your Virgin Mule, you can switch out the simple syrup for a fruit-flavored syrup.

Use a lime-flavored syrup if you would like to stay true to the original characteristics of the classic Moscow Mule.

If you're looking to put a spin on your virgin mule, don't be afraid to try any berry-flavored syrup for an extra layer of fruity goodness.

Sugar-Free Options

Not everyone is a fan of sugar and all things sweet. With this modification, the recipe can accommodate those of us who are patrolling our sugar intake due to dieting and/or health concerns.

More specifically, if you're counting calories or looking to steer clear of sugar all together, you can modify the Virgin Mule recipe by using sugar-free syrup. 

With 8 grams of sugar in one tablespoon of conventional syrup, the sugar-free option is a great way to go. A couple of dollops of the sugar-free syrup is a guilt-free way to enjoy the sweetness of this mocktail without the guilt.

Depending on your location and accessibility, you may or may not find brands of sugar-free syrup.  All the merrier if you can!

If you can’t find sugar-free syrup, another option is to use flavored sparkling water to add some additional flavour to your mocktail.  Some brands of flavored sparkling water are sold in tasty flavors with no sugar, no sweeteners, and no calories. Furthermore, the carbonation in sparkling water will augment the invigorating fizz of the ginger beer.  Win-win-win!

Serving Time

Just because we've decided to forego the alcohol component doesn't mean we're also forsaking presentation. We 're all about balance in life as well as in mocktails. So, if one component of the drink has been removed, another must be added!

And what better place to embellish then in the presentation?

It's no secret that the Moscow Mule is served in a copper mug . There are a variety of reasons why, and one of them is that copper is trusted to maintain a cooler temperature. In addition, the copper adds a "zing" to the flavor of the cocktail with each sip.

Whatever the reason, we can't deny that a Moscow Mule served in a copper mug just looks and feels right. The same is to be said for a Virgin Mule.

Besides, if we’re talking about looks, no one has to know you’re drinking a mocktail if you don’t want them to. The copper mug will keep your secret!

In lieu of serving your Virgin Mule in a copper mug, you can serve it in any bar glass. With so many types and shapes of cocktail glasses, there really is no reason why you couldn't enjoy your mocktail in a highball, an old fashion glass, or even a martini glass.

Whatever you have on hand should work just fine!

Garnish Like a Pro

Add a lime wedge to the rim and voila!

Want to take things up a notch? Drag the lime wedge along the rim of your glass, allowing the citrus to coat the edge. Turn your glass upside down into a plate of salt or sugar.

Extra points for presentation and added flavor with every sip!

For herb garnishes, clap your choice of herbs between your hands to bruise it lightly and release its essential oils and aroma.  Mint works great!

And here's an extra tip. If you have them, sprinkle a few pomegranate seeds on the surface of your drink! However, be careful if drinking with a straw as those little seeds will get sucked right up! It’s also a beautiful addition to your Virgin Mule, as you can see in the photo below.

We hope this article has been useful in helping to introduce you to the Virgin Moscow Mule! The Moscow Mule is an incredibly versatile drink, so don't hesitate to let your creativity push you to experiment with new variations. And, if you want to take your presentation and style up a notch, make sure to equip your kitchen bar with a few copper mugs !

Did You Enjoy This Article?

Thank you for reading! If you enjoyed this article, you might also like the following articles:  Top 7 Tennessee Mule Recipes and  Top 6 Gin-Gin and Gin Mule Recipes

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Dubai’s Extraordinary Flooding: Here’s What to Know

Images of a saturated desert metropolis startled the world, prompting talk of cloud seeding, climate change and designing cities for intensified weather.

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By Raymond Zhong

Scenes of flood-ravaged neighborhoods in one of the planet’s driest regions have stunned the world this week. Heavy rains in the United Arab Emirates and Oman submerged cars, clogged highways and killed at least 21 people. Flights out of Dubai’s airport, a major global hub, were severely disrupted.

The downpours weren’t a freak event — forecasters anticipated the storms several days out and issued warnings. But they were certainly unusual. Here’s what to know.

Heavy rain there is rare, but not unheard-of.

On average, the Arabian Peninsula receives a scant few inches of rain a year, although scientists have found that a sizable chunk of that precipitation falls in infrequent but severe bursts, not as periodic showers.

U.A.E. officials said the 24-hour rain total on Tuesday was the country’s largest since records there began in 1949 . But parts of the nation had experienced an earlier round of thunderstorms just last month.

Oman, with its coastline on the Arabian Sea, is also vulnerable to tropical cyclones. Past storms there have brought torrential rain, powerful winds and mudslides, causing extensive damage.

Global warming is projected to intensify downpours.

Stronger storms are a key consequence of human-caused global warming. As the atmosphere gets hotter, it can hold more moisture, which can eventually make its way down to the earth as rain or snow.

But that doesn’t mean rainfall patterns are changing in precisely the same way across every corner of the globe.

In their latest assessment of climate research , scientists convened by the United Nations found there wasn’t enough data to have firm conclusions about rainfall trends in the Arabian Peninsula and how climate change was affecting them. The researchers said, however, that if global warming were to be allowed to continue worsening in the coming decades, extreme downpours in the region would quite likely become more intense and more frequent.

The role of cloud seeding isn’t clear.

The U.A.E. has for decades worked to increase rainfall and boost water supplies by seeding clouds. Essentially, this involves shooting particles into clouds to encourage the moisture to gather into larger, heavier droplets, ones that are more likely to fall as rain or snow.

Cloud seeding and other rain-enhancement methods have been tried across the world, including in Australia, China, India, Israel, South Africa and the United States. Studies have found that these operations can, at best, affect precipitation modestly — enough to turn a downpour into a bigger downpour, but probably not a drizzle into a deluge.

Still, experts said pinning down how much seeding might have contributed to this week’s storms would require detailed study.

“In general, it is quite a challenge to assess the impact of seeding,” said Luca Delle Monache, a climate scientist at the Scripps Institution of Oceanography in La Jolla, Calif. Dr. Delle Monache has been leading efforts to use artificial intelligence to improve the U.A.E.’s rain-enhancement program.

An official with the U.A.E.’s National Center of Meteorology, Omar Al Yazeedi, told news outlets this week that the agency didn’t conduct any seeding during the latest storms. His statements didn’t make clear, however, whether that was also true in the hours or days before.

Mr. Al Yazeedi didn’t respond to emailed questions from The New York Times on Thursday, and Adel Kamal, a spokesman for the center, didn’t immediately have further comment.

Cities in dry places just aren’t designed for floods.

Wherever it happens, flooding isn’t just a matter of how much rain comes down. It’s also about what happens to all that water once it’s on the ground — most critically, in the places people live.

Cities in arid regions often aren’t designed to drain very effectively. In these areas, paved surfaces block rain from seeping into the earth below, forcing it into drainage systems that can easily become overwhelmed.

One recent study of Sharjah , the capital of the third-largest emirate in the U.A.E., found that the city’s rapid growth over the past half century had made it vulnerable to flooding at far lower levels of rain than before.

Omnia Al Desoukie contributed reporting.

Raymond Zhong reports on climate and environmental issues for The Times. More about Raymond Zhong