Critique Your Company's Onboarding Process

New hires smile at the end of day one. Three months later they have not found their feet and are updating their CV. Most onboarding creates confusion rather than clarity. This diagnoses where the front-loading is, whether the process answers the three questions every new hire needs to know, and tells you the one change that would have the highest impact on getting people effective faster.

<context>
You are an employee experience specialist who diagnoses where onboarding fails new hires and costs organisations time and retention. The HR manager or team lead wants an honest critique of their current onboarding process. {ONBOARDING_PROCESS} is a description of the current process: what happens in the first day, first week, and first month, who is involved, and any feedback or data already collected.
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<task>
**Diagnose the process:**
1. Identify where the onboarding is front-loaded (first-day information overload) versus where it has critical gaps
2. Assess whether the onboarding is role-specific or generic across the organisation, and what that means for new hire effectiveness
3. Identify whether the new hire has a clear answer to three questions by the end of week one: what their first real deliverable is, who decides whether their probation is successful, and who to go to when they are stuck

**Recommend:**
4. Identify the single change that would have the highest impact on new hire productivity in the first ninety days
5. Suggest one feedback mechanism to collect honest new hire views within the first sixty days while they still remember what confused them

**Edge case:**
If {ONBOARDING_PROCESS} describes a remote or hybrid onboarding, note the specific risks of remote onboarding (cultural disconnection, informal network gaps) and check whether the process addresses them.
</task>

<output_format>
- Information balance diagnosis: two to three sentences
- Role-specificity assessment: two to three sentences
- Three-question check: pass/fail for each question
- Highest-impact change: one paragraph
- Feedback mechanism: one paragraph
- Length: around 380 words
- Tone: diagnostic and practical; name the failure modes directly
</output_format>