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Pre-Onboarding Checklist

Review candidate's resume and qualifications

Conduct initial phone screening to assess fit and skills

Schedule in-person or virtual interview with hiring manager or team lead

Evaluate candidate's performance in interview and make final decision

Extend offer to selected candidate

1. Preparing for Arrival

Send welcome email to new hire with details about their start date, time, and location (if applicable)

Request necessary paperwork, such as employment contract, confidentiality agreement, and tax forms

Prepare new hire's workspace, including computer, phone, and any necessary software or tools

Coordinate with HR to ensure all necessary paperwork and background checks are completed

Arrange for any necessary training materials or resources to be available on the first day

2. Day 1 Orientation

Conduct an orientation session to introduce the new hire to the company's mission, values, and culture

Provide a tour of the office or virtual introduction to team members

Explain company policies, procedures, and expectations

Provide an overview of the new hire's role and responsibilities

Review any required training or certifications for the position

3. Setting Up Technology

Set up email account, access to internal systems, and any required software or tools

Provide instructions for accessing and using company communication channels, such as Slack or Microsoft Teams

Assist with configuring any necessary hardware, such as laptops or mobile devices

Provide access to shared drives or document management systems

Ensure new hire has access to necessary client or project-specific platforms or tools

4. Training and Onboarding Sessions

Schedule training sessions to familiarize the new hire with company processes, methodologies, and tools

Assign a mentor or buddy to help the new hire navigate their first few weeks and answer questions

Provide access to any online training resources or documentation

Conduct sessions to introduce the new hire to the organization's key clients, projects, or industry domains

Set up meetings with relevant team members or stakeholders to establish connections and clarify expectations

5. HR and Administrative Tasks

Assist new hire in completing any remaining paperwork, such as benefits enrollment forms or emergency contact information

Coordinate with HR to ensure the new hire is added to payroll and benefits systems

Provide information on company policies, including vacation and sick leave, expense reimbursement, and performance evaluation processes

Explain any administrative procedures, such as timesheet submission or travel expense reporting

Ensure new hire has access to employee resources, such as the employee handbook or intranet

6. Integration and Socialization

Encourage new hire to participate in team meetings, brainstorming sessions, or social events

Facilitate introductions to team members and encourage networking opportunities

Share information about any relevant company-wide initiatives, committees, or employee resource groups

Provide opportunities for the new hire to engage with the company's broader community, such as volunteering or attending industry events

Regularly check in with the new hire to address any questions or concerns during the onboarding process

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