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new joiner

Pre-Onboarding Steps

Prepare necessary paperwork (contracts, tax forms, etc.)

Set up the new joiner's workstation (desk, chair, etc.)

Order required hardware (laptop, monitor, peripherals)

Create necessary accounts (email, company software, etc.)

Here are some additional steps that could be included in the Pre-Onboarding Steps section of a new joiner checklist

Schedule a welcome meeting with the new joiner’s manager

Prepare an onboarding schedule outlining the first week’s activities and meetings

Assign a buddy or mentor for the new joiner

Prepare an introductory email to be sent to the team announcing the new joiner

Set up access to relevant company resources (intranet, knowledge base, etc.)

Ensure any necessary background checks or pre-employment screenings are completed

Collect any necessary personal information for HR records (emergency contacts, etc.)

Prepare welcome materials, including company swag or informational packets

Schedule any required training sessions that need to occur within the first week

Confirm parking arrangements or transportation details if applicable

Onboarding Documentation

Send welcome email with essential information

Provide employee handbook and company policies

Share organizational chart and team structure

Include information on company culture and values

IT Setup

Configure hardware and install necessary software

Verify access to company network and VPN

Set up phone and communication tools (e.g., Slack, Teams)

Ensure access to shared drives and cloud services

Training and Orientation

Schedule orientation session with HR and IT

Provide training materials and resources

Arrange meetings with key team members

Set up introductions to relevant stakeholders

Compliance and Security

Conduct IT security training

Review data protection policies

Ensure completion of any required certifications or compliance training

Follow-Up and Feedback

Schedule check-ins at 30, 60, and 90 days

Gather feedback on the onboarding process

Address any outstanding issues or concerns

Encourage ongoing engagement with team and company culture

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