Onboarding Checklist

Unemployment is at all time lows. Finding new employees and keeping good employees is more important today than at any other time in history.

Creating a high-quality new employee onboarding is critical to businesses that want:

Employees working to full capacity in a short timeframe
Employees that stay longer than one year
Great employees to stay with the company

Talya Bauer, Ph.D. (SHRM Foundation’s Effective Practice Guidelines Series) states: “The faster new hires feel welcome and prepared for their jobs, the faster they will be able to successfully contribute to the firm’s mission.” (source)

Table of Contents

Three Step Approach

Pre-onboarding
On-site Onboarding
Post-onboarding

Pre-onboarding

Over-Communicate – The more information that can be consumed the better, to help the new employee succeed.
Employee Handbook – Document not only that the handbook was received but also that it was understood.
Benefits Resource Center – Allow the new employee time to review and digest benefits information, as it may be the #1 reason they joined your company.
Policies and Procedures – Full understanding of P&P can lead to better compliance
New Employee Checklist – This will help the new employee understand the onboarding process and what to expect.

On-site Onboarding

Build a Relationship – Take advantage of getting to know the new employee and them getting to know the company better.
Departmental Introductions – This can help them understand the structure as well feel part of the team.
Assign a Mentor – Shown to be a great way to help them understand the company and help them navigate the nuances that are difficult to understand.
Required Training – To ensure that the person understands how to execute as well as safe and productive.

Post-onboarding – First 60 Days

Critical Reminders – Re-address the common things that need to be commonly misunderstood or forget.
Employee Handbook Reviews – A second delivery can emphasize the importance of the handbook.
Ongoing Training – What additional training can continue the development of the new employee.
Team Building Exercises – Schedule meetings with the new employee peers that will help develop the relationship

Post-onboarding – 60 Days and Beyond

Feedback on the Onboarding Experience – Conduct a new employee survey to continually improve your onboarding process.
Best Practice & Continuing Education – Develop ongoing training that continues the journey to highly productive.
Required Training – Continue job-specific training in the form of best practice reminders.
Culture Communication – Continue to deliver your company’s core values and ask for feedback often.