G E T O N B O A R DNew Hire Onboarding Checklist for HR

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Job Duties and Schedule

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Contact the employee with useful information that may include any of the following:

Add regularly scheduled meetings to the employee's calendar.

Plan the employee's first assignments.

Confirmation of start date, time, place, parking, maps, dress code

Name of their supervisor and/or mentor, if applicable

Request to complete new-hire paperwork (tax forms, direct deposit, emergency contact, etc.)

Email the employee's department with relevant information about their new team member.

Select and meet with the new hire's mentor, if applicable. Provide suggestions and tips.

Set up meetings with critical people for the employee's first few weeks

Schedule a first day lunch with applicable team members.

Work environmentClean the work area, and set up his or her cubicle or office space with supplies.

Order office or work area keys.

Order business cards and a nameplate.

Arrange for parking, if needed.

Order new hire welcome package (if provided by your company).

TechnologyOrder technology equipment and software.

Arrange for access to common shared network drives.

Add the employee to relevant email distribution lists.

Arrange for phone installation.

Training and DevelopmentArrange pertinent trainings required for the job.

BEFORE THE EMPLOYEE’S START DATE

Show that your company is not justgoing through an administrativehiring process—the new hire was

chosen for a reason, and the companyacknowledges the value that they will

bring to the organization.

Job Duties and Schedule

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Introduce the employee to the workspace.

Review outline of duties and expectations for the first week.

Review hours of work. Explain policies and procedures for overtime, PTO, sick time and holidays.

Be available to greet the employee on the first day.

Introduce the employee to others in the workplace and his or her mentor.

Take the employee out to lunch. Include the mentor and any relevant team members.

Work environmentGive the employee key(s) or a building access card.

Take the employee on a building tour.

Explain how to get additional supplies.

TechnologyProvide information on setting up voicemail and computer.

FIRST DAY

Job Duties and ScheduleGive the employee his or her initial assignment—something small and doable.

Briefly check in with employee each day to address any questions or concerns that may arise.

Explain the annual performance review and goal-setting process.

Review the process related to the probationary period, if applicable.

FIRST WEEK

“Tell me and I forget.Teach me and I remember.

Involve me and I learn.”

Job Duties and Schedule

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Conduct regularly occurring one-on-one meetings while giving timely, useful feedback.

Meet for informal three-month performance check-in.

Create written performance goals and professional development goals.

Meet with the employee’s mentor to review initial stages of mentorship and answer questions.

Training and DevelopmentEnsure the employee has attended all scheduled training and is signed up for any future training

sessions that may be needed.

Provide information about continued learning opportunities, if applicable.

Training and DevelopmentDiscuss the employee’s professional development goals and identify relevant learning

opportunities.

FIRST 3 MONTHS

Job Duties and ScheduleConduct six-month performance review.

Review progress on performance goals and professional development goals.

FIRST 6 MONTHS

Job Duties and ScheduleCelebrate successes and recognition of the employee’s contributions.

Continue providing regular informal feedback; provide formal feedback during the annual review process.

Have a conversation with the employee about his or her experience to date.

Discuss potential goals for the next year.

FIRST YEAR (between 6 and 12 months)

-Benjamin Franklin

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New Hire Benefits ChecklistInform your employee of your New Hire Waiting Period, if applicable.

Schedule personalized or group benefits overview meetings/webinars.

Provide your employee their New Hire enrollment documents well in advance for proper review.

Advise your employee of the deadline to receive their enrollment form(s) to be enrolled properly.

Inform your employee of any ease-of-use technology to make better use of their benefits such as apps,

websites, discounts, etc.

Discuss any company wellness initiatives the employee can participate in like sponsored 5K's, smoking

cessation, walking groups, etc.

BONUS!

Make sure your employee is aware that their benefit selections are locked in for the year unless

they experience a Qualified Life Event (QLE).

associated administration such as employee communication, online benefits platforms,enrollment processing, health care reform compliance, and claims handling. It's our missionto help you improve your total employee care through benefits and wellness while givingyour employees more knowledge and confidence when selecting and using their benefits.That's the Austin Difference.

-The Boston Consulting Group’s study, From Capability to Profitability