ONBOARDING SOLUTIONS
- Information from Application Seamlessly Flows into the Employee Record
- New Hire Checklist and Workflows
- Improved Candidate Experience with Applicant Portal
- Reinforce Your Employer Brand
- Mobile Accessible
Transform a Clunky Process Into a Great Opportunity
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, don’t blow it now! Get them going faster and keep them longer – and boost HR team efficiency – with a streamlined program that starts with this checklist.
PREBOARDING
Before their first day, leverage the new hire’s excitement…
❑ 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 info
❑ Determine their preferences for technology, equipment, and/or schedule
DAY ONE
Hold a new-hire orientation…
❑ Review organization and internal structure
❑ Provide contact list (HR, IT, etc.)
❑ Conduct a tour of work areas, break room, etc.
❑ Have a lunch plan (because nobody like to 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
Help new hires build relationships with other new hires…
❑ Schedule informal meet-and-greets
❑ Assign them a buddy or mentor
❑ Introduce them to senior leaders
Start aligning onboarding to the new hire’s role and partner with cross-functional teams to support the process:
❑ Have new hires…
- Attend key trainings and/or gain certifications
- Meet with relevant stakeholders
- Job shadow teammates
- Access necessary tools and systems
❑ Ensure new hire completes HR policy trainings
❑ Conduct benefit enrollment (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. Support them by…
❑ Encouraging managers to set goals and milestones
❑ Checking in to monitor progress
WITHIN THE FIRST 90 DAYS
Prepare managers for new hire’s formal 90-day review…
❑ Ensure the new hire is on track with performance expectations
❑ Proactively address any outstanding questions or concerns
WITHIN THE FIRST SIX MONTHS
Maintain cross-functional support…
❑ Your managers should be providing ongoing coaching and feedback
❑ Consider a final check-in to get feedback from your new hires about their experience
Contact us (859-817-2280) for a Free Consultation!