Onboarding in the industry: what changes between Brazil and Europe?

Starting in a new job always involves anxiety, expectations and the natural learning curve. But when this experience happens on another continent - with another work culture - the impact can be even greater.

If you come from the Brazilian market and are joining the European industry, it is important to understand that the onboarding process (integration and monitoring of the new employee) works differently. Below, we highlight the main points of contrast:

1. Structure and formalisation of onboarding

Brazil:

Onboarding can vary greatly between companies. In many organisations, there is an initial focus on administrative aspects (documents, access to systems) and a presentation of the culture and area. However, there is not always a structured continuous monitoring program.

Europe:

In most European countries, especially in multinational companies, onboarding is highly structured and follows a clear integration plan, which can last from 30 to 90 days or more. The process usually includes:

•Technical and behavioural training

•E-learning modules

•Integration sessions with other areas

•Regular check-ins with the manager

• Formal evaluations at the end of the period

2. Autonomy expected from the beginning

Brazil:

There is a tendency to offer more continuous support and close monitoring in the first months, with managers or colleagues more accessible to frequently asked questions.

Europe:

Although onboarding is well structured, the new employee is expected to be very autonomous from the beginning. The idea is that you search for information on your own, manage your learning curve and act proactively to integrate.

3. Feedback culture

Brazil:

Feedback tends to be more informal and punctual. In some organisational cultures, it can come only when requested or in more spaced formal evaluations.

Europe:

In most European countries, feedback is an integral part of corporate culture. There are scheduled check-ins, frequent constructive feedbacks and expectations alignment sessions, especially during the onboarding period.

4. Role of HR and manager

Brazil:

HR usually leads the initial integration process, with the manager taking over the subsequent follow-up. Peer support can be informal, depending on the team.

Europe:

Onboarding is divided between HR, direct manager and colleagues designated as "buddies" or mentors. Everyone has an active and defined role in the integration of the new employee. The process is more collaborative, planned and documented.

5. Evaluation of the trial period

Brazil:

The trial period usually lasts up to 90 days, but the evaluation is not always formal. In some companies, the effectiveness is automatic if there are no major problems.

Europe:

In many European countries, the probationary period is taken seriously and accompanied by clear goals and formal reviews. Effectiveness is usually conditioned to performance during this period, with structured evaluations and feedbacks.

In Europe, the onboarding process is designed to accelerate the integration of the professional with a focus on performance and autonomy.

In Brazil, it tends to be more informal, with more human support and less standardisation.

Understanding these differences not only better prepares you for an international transition, but also helps you adjust your expectations and accelerate your adaptation to the new environment.

Preparing is as important as being prepared.

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