The Onboarding Checklist You’ll Use Again and Again

Giving new employees a great onboarding experience is essential to their engagement and retention.

Yet, shockingly, around 60% of organisations skip setting any goals or milestones for their new hires. And only 12% of employees feel that their employer has a good onboarding program.

That’s why it’s important for you to have a great onboarding plan and we’re here to help.

Here’s your new onboarding checklist:

Before your new hire starts

• Define their aims and objectives for the first few weeks
• Get all the essential documents ready, including induction checklists, new starter forms and an employee handbook
• Make sure they have a clean, tidy workstation with all the equipment they'll need
• Create accounts for them to access email, software and any websites essential for their role
• Send them any information you'd like them to read before they start, giving them enough time to digest it
• Keep in touch with your new employee to build a relationship before they start.

Day 1

• If not already completed you must verify their ID and right to work in the UK first thing on the first day
• Check you have all of their new starter paperwork, including their contract of employment, payroll details and P45
• Introduce your newbie to the rest of the team and show them around the office. A warm welcome goes a long way
• Provide them with all the materials they need to get the hang of their new role, including an induction checklist
• Walk them through key health and safety points, like the location of fire exits and the first aid kit
• Explain precisely what they'll be doing and how their role contributes to the bigger picture

Week 1

• Assign them a challenging-yet-doable project that showcases their skills without overwhelming them
• Provide them with a ‘buddy’ who they can go to for any questions and help them build relationships with colleagues.
• Set clear goals and milestones for their probation period and schedule regular probation review meetings

Month 1 and beyond

• Share your organisation’s long-term goals and how they can contribute to the journey
• Check in with them to ensure they're happy in their role and crystal clear about your expectations
• Identify personal development needs/interests and set a learning plan for the probationary period

With this onboarding checklist in hand, you're all set. But as always, if you need a hand, get in touch. We can help ensure you have everything in place for your new starter, including a contract and policies written specifically for your organisation and doing onboarding checks, and provide advice and support on the process.