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Onboarding is a key part of any employee experience, generally encompassed by the first 90 days when a candidate arrives at your organization, ready to take on their new role and meet the team.
As with any part of the employee experience, Onboarding should be handled thoughtfully, especially during a new employee’s first few weeks. The organization (and especially the new employee’s manager) should be clear about expectations and responsibilities while balancing the need to ramp up the new hire at the right pace. The onboarding team should also be clear about equipment, tools, processes, and people the new hire should become familiar with.
As a general rule, learning should be the focus of the first 30 days, building should be the focus for the next 30 days, and execution should drive the final 30 days in onboarding.
A successful onboarding experience should leave a new hire excited about their upcoming work, informed about their responsibilities, and welcomed to the team. To make this process easier, we’ve assembled an onboarding checklist.
This template is intended to help teams create an effective and informative onboarding experience. It is important to remember that state and federal laws may place additional requirements on this process. This policy should be reviewed by legal counsel prior to implementation.
The new hire, their direct manager, and a representative from HR will work together to ensure checklist items are completed.