Start with the first-week map

List the questions a new person is likely to ask when nobody is beside them: Where is the evacuation route? Who handles access? Which channel is for urgent operational questions? Where is the current procedure? How does completed work get reviewed? Then turn selected answers into short, verifiable tasks.

Do not use the activity to test whether a new hire memorized the company story. A good hunt reduces future confusion. It does not grade belonging.

12 stops that earn their place

1. Safety route: locate the official evacuation map and identify the assembly point. Do not simulate an emergency.
2. Help contact: find the person or channel for building/access problems.
3. Team map: meet two people whose work connects directly to the role.
4. Current procedure: locate one approved SOP and its owner.
5. Request intake: find where a normal request should be submitted.
6. Escalation: identify who handles a genuinely urgent issue.
7. Customer context: find one approved example of the product or service in use.
8. Work evidence: locate an example of a well-finished deliverable with sensitive information removed.
9. Meeting rhythm: identify the next relevant team meeting and its purpose.
10. Shared language: look up three acronyms that appear in the first-week materials.
11. Practical resource: find supplies, accessibility support, or an approved workplace facility.
12. First handoff: explain where their first completed task will go and who accepts it.

Use links, labels, or conversations that the employee is authorized to access. Never ask a newcomer to photograph private screens, restricted spaces, badges, customer records, or colleagues without consent.

A 30-minute run plan

Pairs reduce the pressure of approaching strangers alone. For an experienced hire, let them choose which six stops are most useful rather than making every person follow the same route.

For remote or hybrid teams, use a navigation hunt

Replace physical stops with approved digital destinations: the current project home, the leave/availability process, the decision log, the help channel, the company directory, and a real example deliverable. Ask for the URL or a one-sentence explanation—not screenshots of private material.

Schedule two short human conversations, but give the contacted people notice. “Message five strangers” is not a thoughtful remote activity.

When a scavenger hunt is the wrong tool

• The employee needs urgent access, payroll, legal, or safety information first.
• The route is physically inaccessible or requires disclosure of disability.
• The culture treats nonparticipation as disloyalty.
• The activity asks for dancing, costumes, personal photos, or public performance.
• Managers are using the game instead of providing a real role plan.

Use the Workplace Scavenger Hunt Kit as a starting structure, then replace generic prompts with approved onboarding facts. Pair it with a real 30-60-90 day onboarding plan; the hunt handles navigation, while the plan handles outcomes and ownership.

Frequently asked questions

Should there be a prize?

Not necessarily. A useful welcome item or shared coffee can be pleasant, but avoid ranking new employees by speed.

Is this suitable for one new hire?

Yes. Use a buddy format and fewer stops. The activity does not need a group competition.

Can it replace orientation?

No. It can make part of orientation active, but policies, role expectations, access, safety, and required training still need authoritative delivery.