Many theorists who have written about organizational socialization describe the process using stage models that depict the steps or stages involved in the process. The first stage, anticipatory socialization, begins before the individual joins the organization. Information about organizations is available from the Internet and social media, customers and former employees. These impressions influence expectations that may in turn affect an individual’s behavior.

For example, people’s expectations when looking for jobs may attract them to one organization, deter them from another, and affect their decision to remain at an organization where they initially choose to work. Also during this stage, individuals may be examining whether their skills, abilities, needs, and values match those of the organization, and may also influence whether they attempt to join. The encounter stage begins when a recruit makes a formal commitment to join an organization. During this stage, pre-employment expectations may be confirmed, and new employees become familiar with the dynamics of the work group.

The last stage in this process is called change and acquisition. This stage occurs when new employees accept the norms and values of the group, master the tasks they must perform, and resolve any role conflicts and overloads. Employees who successfully complete this stage will likely be satisfied, internally motivated and involved in the job.