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Onboarding

Pre-boarding

Send pre-boarding email to new hire welcoming them to the organization and providing essential information such as start date, time, location, and dress code.

Share company policies, employee handbook, and any necessary forms to be filled out prior to the first day.

Provide new hire with access to employee portal or intranet to familiarize themselves with company resources.

Arrange for necessary equipment, workspace, and tools to be ready on the first day.

Introduce new hire to their manager and team members through a welcome email or virtual introduction.

First Day

Prepare a welcome package including necessary paperwork, company swag, and a personalized note.

Conduct an orientation session to provide an overview of the company's mission, values, culture, policies, and benefits.

Assign a buddy or mentor who can guide the new hire and answer any questions they may have.

Provide a tour of the workplace, including introductions to key personnel and departments.

Set up new hire's email, phone, and computer systems, granting necessary access and permissions.

Schedule introductory meetings with key stakeholders, department heads, and team members.

Ensure new hire is aware of and enrolled in any necessary training programs.

First Week

Review the new hire's job description and performance expectations.

Provide detailed information about the new hire's role, responsibilities, and goals.

Facilitate training sessions on company systems, processes, and tools.

Arrange for any required certifications or licenses.

Review company policies, procedures, and code of conduct.

Explain performance evaluation processes and timelines.

Clarify working hours, break schedules, and attendance policies.

First Month

Assign initial tasks or projects to help the new hire become familiar with their role and responsibilities.

Schedule regular check-ins with the new hire's manager to provide feedback, answer questions, and address any concerns.

Encourage the new hire to set up meetings with colleagues across different departments.

Offer opportunities for the new hire to attend company events or team-building activities.

Discuss career development opportunities and potential growth paths within the organization.

Conduct a performance review and provide constructive feedback.

Follow-up

Request feedback from the new hire on their onboarding experience.

Address any concerns or issues raised by the new hire during the onboarding process.

Review and update the onboarding checklist based on feedback received.

Ensure the new hire has completed all necessary paperwork and requirements.

Integrate the new hire into ongoing HR processes such as performance reviews, training programs, and employee engagement initiatives.

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