![]() This is also the time to schedule a new hire orientation and let them know what to expect on their first day.ĭon’t forget to email new employees prior to their first day with key information. Order anything that the office is missing for your new hire’s welcome kit. For hybrid employees, document the system in place for rotating workstations if needed. Reserve an employee's physical office, cubical, or workstation if they’re in-person. Begin Planning Employee’s Initial Objectives Lastly, contact IT about getting the new employee a company email, access to buildings or on-site facilities, and software needs. If in-person, hook up any new equipment the moment it arrives. Collecting these items should be completed well before a new hire’s first day and shipped out for remote workers, if needed. Gather necessary materials including all devices and equipment, especially computers that may require some set-up time. Legal documents will likely include a W-4 Form, I-9 Form, copy of offer letter, employment contract, and emergency contact form. Make sure to have legal forms, job-specific documents, company-specific documents, and anything needed for payroll ready for signing. ![]() Prepare New Hire Paperwork & Employee Formsįorms and paperwork are a must. Here are some key tasks to include on your employee pre-boarding checklist. ![]() The planning for this onboarding shouldn’t wait until the morning of their start date, though. With a strategy in hand, you’re ready to train the hire directly. Adjust these tips to fit your work structure and adapt them as needed! Start a Pre-Boarding Checklist Ahead of a Hire’s Start Date Remember that both the information you provide to the new employee and the employee onboarding checklist may vary depending on if the hire is on-site, remote, or hybrid. You should also provide points of contact prior to their first day with any questions. Your first step to employee onboarding should be creating a central repository of information for new hires, which can include information on benefits, pay, and workplace rules. S ocial elements include meeting people important to the position’s success, meeting teammates and other employees. Tactical includes information around things like pay, benefits and the tech stack your company and team uses.Įducational aspects include learning about your company’s products, services and processes. Organizations that are successful at onboarding have a plan for the tactical, educational and social aspects of onboarding. What’s your game plan?Įvery great coach stores their plays in a handbook, and you should do the same when bringing new hires up to speed for a new position. Ready, set, hire: you’re about to hit the ground running with a new hire. Why, then, is talent quitting if the team is picking the right candidates? It comes back to the employee onboarding experience. A study by Jobvite found that 30% of employees quit their jobs within the first 90 days of employment.
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