Effective onboarding is more than just a day of orientation and filling out forms. After putting a lot of time and effort into recruiting and hiring new employees, now’s not the time for missteps. Get new employees up and going faster, retain them longer, and boost HR team efficiency with a streamlined program that starts with this checklist.
Preboarding
Even before their first day, you can leverage the new hire’s excitement by doing the following:
- Send a welcome message and first-day agenda, including what to bring (a valid ID is a must)
- Have them complete all forms online and review benefits information
- Determine their preferences for technology, equipment, and/or schedule
Day one
On their first day, hold a new hire orientation to:
- Review the organization and internal structure
- Provide a contact list (HR, IT, etc.)
- Conduct a tour of work areas, break room, etc.
- Make necessary introductions
- Have a lunch plan (why should they eat alone?)
- Assign and issue uniforms or equipment (if applicable)
- Issue an office or facility access badge
- Give your new hire time to set up their workspace
Week one
To help the new hire build relationships with other new hires:
- Schedule informal meet-and-greets
- Assign them a buddy or mentor
- Introduce them to senior leaders
Within the first 30 days
Align onboarding with the new hire’s role and partner with cross-functional teams to support the process. Have the new hire:
- Attend key trainings and/or gain certifications
- Meet with relevant stakeholders
- Job shadow teammates
- Access necessary tools and systems
For your part, make sure to:
- Complete HR policy trainings
- Enroll them in benefits (if eligible)
- Check in to monitor progress and answer questions
Within the first 60 days
Managers and peers are now the new hire’s main sources of information, but find ways to support them, such as:
- Encourage managers to set goals and milestones
- Check in to monitor progress
Within the first 90 days
To prepare managers for the new hire’s formal 90-day review:
- Ensure everyone’s aligned with performance expectations
- Address any outstanding questions or concerns
Within the first six months
To maintain cross-functional support:
- Ensure managers provide ongoing coaching and feedback
- Schedule a final check-in to gather feedback about the new hire experience
