• Send welcome materials: Provide a welcome package with company-branded items, important documents (e.g., employee handbook), company policies, and a welcome note from the leadership team.

  • Set up technology access: Prepare all necessary hardware (e.g., laptop, phone) and software tools (e.g., email accounts, system logins) before the new hire’s start date.

  • First-day schedule: Share a detailed program for the new hire’s first day, including meetings and orientation sessions outlining expectations and responsibilities.
  • Office tour: Give an office tour showing the employee their workspace, key facilities, or navigating remote work tools. Introduce them to their team and key departments.

  • Company culture overview: Review the company’s mission, values, and culture to help the new employees understand the broader vision and how they contribute.

  • Role and expectations review: Discuss the new hire’s responsibilities, key projects, and expectations for the first few weeks.
  • Assign a mentor: Pair the new hire with a mentor to provide guidance and support during the initial transition. Arrange shadowing opportunities with experienced members.

  • Job role training: Include hands-on training specific to the employee’s role, allowing them to understand workflows and responsibilities.

  • System and tools training: Provide training about software, tools, and processes they will use regularly. Offer access to user guides, tutorials, and support resources.
  • Set initial goals: Work with the new hire to set specific, measurable goals for the first 30, 60, and 90 days. These should align with the company’s overall objectives.

  • Regular check-ins: Schedule regular reviews with the new hire to go through their progress, provide feedback, and address any concerns.

  • Feedback loop: Encourage the hire to share their experience about the onboarding process and their company experience. This allows for continuous improvement.
  • Legal and payroll documentation: Ensure that the new hire has completed the necessary tax forms, direct deposit details, and any other required legal documentation.

  • Health and safety training: Include any relevant training on health and safety protocols, especially for physical or on-site work roles.

  • Data security and privacy policies: Educate the hire about company data protection policies and ensure they understand their role in maintaining security and confidentiality.
  • Continued training: Provide opportunities for the new hire to participate in additional training programs, workshops, or certifications relevant to their role.

  • Mentorship programs: Offer long-term coaching or mentoring programs to help employees develop their skills and advance their careers.

  • Career development conversations: Discuss about career aspirations and growth opportunities, helping the employee map out their future within the company.

1. Identify key stakeholders:

  • Involve key team members like HR representatives, hiring managers, team leaders, and department heads in the process.
  • Their input will ensure that the onboarding checklist aligns with the company’s goals and culture.

2. Conduct a needs assessment:

  • Analyse the specific needs of new hires in your organisation. Consider factors such as job roles, industry, and company size.
  • This will help you tailor the onboarding process to meet the unique requirements of your employees and identify elements to include in your onboarding checklist.

3. Identify key components and define the onboarding timeline:

  • Determine the elements of your onboarding process, such as pre-onboarding tasks, first-day activities, and ongoing training and development.
  • Establish clear timelines for the onboarding process, outlining key milestones and deadlines. This will help you plan and schedule activities effectively.

4. Outline key activities and assign responsibilities:

  • Break down each element of onboarding into specific tasks and responsibilities. Organise the tasks into a logical sequence that aligns with the new hire’s journey.
  • Clearly define who is responsible for each activity within the onboarding process. This will help ensure that tasks are completed efficiently and effectively.

5. Create an easy and accessible document structure:

  • Organise the checklist into a clear and logical structure, such as a timeline or a series of steps.
  • You can use a human resource management system (HRMS) or project management system to keep track of checklist progress and tasks completed.

6. Incorporate feedback and update your checklist:

  • Collect reviews from new hires and their managers to identify areas for improvement and make necessary adjustments.
  • Review and update your onboarding checklist to ensure it remains relevant and effective. Consider changes in company policies, industry trends, or needs.
  • Overwhelming new hires: Avoid submerging new hires with too much information at once. Break down the onboarding process into manageable steps and provide information gradually.

  • Lack of personalisation: Don’t treat all new hires the same. Tailor the onboarding experience to individual needs and preferences.

  • Insufficient training: Ensure that new hires receive adequate training to perform their roles effectively. Avoid assuming they have all the necessary skills.

  • Neglecting follow-ups: Provide regular reviews and support to new hires to help them succeed. Avoid leaving them feeling isolated or unsupported.

  • Inconsistent communication: Ensure the process and communication are consistent across all teams and departments.

Pre-Onboarding

  • Communication: Send a welcome email with initial expectations and next steps.
  • Paperwork: Provide necessary employment forms and documentation.
  • Technology Access: Ensure access to necessary equipment and software.
  • Scheduling: Schedule orientation meetings with key stakeholders.

First Day

  • Welcome: Greet the new hire personally and provide a company tour.
  • Introductions: Introduce the new hire to their team and department.
  • Review: Reinforce job expectations and goals.
  • Mentorship: Assign a mentor for guidance and support.

First Week

  • Training: Schedule necessary introduction and training sessions.
  • Projects: Assign initial projects aligned with skills and experience.
  • Check-ins: Follow up to monitor progress and address concerns.

First Month

  • Review: Conduct a performance review to assess progress and provide feedback.
  • Feedback: Offer ongoing and regular input and support.
  • Goal Setting: Establish clear goals for the first year.

Ongoing, onboarding

  • Training and Development: Provide opportunities for growth and development.
  • Relationship Building: Encourage connections with colleagues.
  • Feedback Loop: Seek review from new hires to improve the onboarding process.

Additional Considerations

  • Cultural Fit: Ensure the onboarding aligns with the company's culture and values.
  • Personalise: Tailor the onboarding experience to individual needs and preferences.
  • Measurement: Track key metrics to assess onboarding effectiveness.