Hiring New Employees? Here’s A Checklist For New Hires

Handling new employees in an office takes effort, time and lots of patience. The entire training process is tedious and lengthy- both for the employer and the new employee. The employer requires explaining minute details- like company procedures, policies, the expectations from the employee, evaluations, the work processes and many more. Add to that; the effort required to understand each employee as each one is different from the other. That is undoubtedly tedious!

A new hire onboarding checklist assistances managers and HR make certain they are covering all the essential steps to formulate for onboarding a new employee and guide them through the procedure of becoming part of a fruitful team.

The first days after a new employee starts will set the manner for their time with your company, and regulate if your investment in a new hire will pay off. This HR checklist will be supportive whether you’re hiring your first employee, or your 100th.

New Hire Onboarding Checklist

A thorough onboarding procedure helps new hires familiarize to their role and team, enhanced understand the expectations of the job and sets them up for achievement.

Effective new hire onboarding also leads to improved job performance, enlarged efficiency and higher employee satisfaction — which donates to higher engagement and employee retention rates. In other words, an inclusive onboarding employee process is a win-win for everybody tangled.

Since there are several steps to effectively preparing a new hire for their job, using an employee onboarding checklist can aid make sure you don’t miss any essential items during these busy first few days, weeks and months.

Here are 12 steps you should consider including as part of your onboarding checklist:

Checklist For New Hires

  1. Make it official with HR

If your organization / company has a human resources department, submit a job requisition document for approval before assembly a hiring decision. The HR team may also necessitate a finalized background check and drug test before a new employee can be officially hired.

Close the open position and don’t forget to eliminate any job postings that are still live on job posting sites.

  1. Prepare new hire paperwork

Wrinkle all of the documents the new hire has to fill out on their first day, such as tax documents, several contracts or agreements, payroll information and other new employee forms. Print off the employee handbook and deliver information about the benefits package for your new employee to review. Make definite to include a point of contact in case the new hire has questions about their benefits or pay. It can also be caring to print off the job description as a prompt of the company’s expectations for the role.

  1. Procure devices and equipment

Appeal all devices and equipment several days in advance to safeguard everything is prepared to go on the new hire’s first day. All from the employee’s computer and phone to their keyboard and mouse should be hooked up and equipped to use from the moment they arrive.

  1. Set up accounts and create logins

Contact your IT team, facilities manager and accounting department to sort certain the employee is set up in all germane systems and has all of the mandatory assets to arrive the building. Make sure their company email is set up and crease their login credentials for several tools and platforms so they won’t have any trouble accessing the applications and software they necessity to do their job.

  1. Set up the workspace

Make certain your new employee has a clean desk and chair, and any other items they essential at their workstation. If possible, gather company branded swag, office supplies or a simple gift like a mug or small plant for their desk to generate a welcome kit for their workspace.

  1. Schedule new hire orientation

Set aside time during the employee’s first day for a new hire orientation. Preferably, this will not only spring the employee time to sign paperwork, but also contribute them the chance to learn about the company culture, review the organizational chart and learn how several departments interact.

  1. Send a welcome email to your new employee

Preceding to your new hire’s first day, send them an email to comfy them to the company and deliver them with vital details about what they can assume when they arrive (e.g., start date reminder, dress code, first day schedule, parking information).

  1. Perform a building tour

Provide your new employee a tour of the workplace and announce them to key personnel within each department. Deliver them with a map of the building so they’ll touch relaxed finding their way around. Make certain to point out where bathrooms, break rooms and other common areas are. This may also be a decent time to deliver your new hire with their access key or code and explain any security protocols.

  1. Assign a peer mentor

Introduce your new hire to a noble within their department who can deed as a mentor during their first few weeks on the job. This person will be obtainable for questions, familiarize the employee to others within the department and can even assistance train them on confident aspects of the role. Having a mentor is decisive to the new hire’s accomplishment because it can avert them from emotion alone as they navigate their new role in an unfamiliar environment.

  1. Send a new employee announcement

Welcome the new hire to the team by conveyance a new employee declaration email or by sharing the news of their arrival during a company meeting (or both).

Let your current employees distinguish what the new hire will be doing and share a few exciting facts to aid break the ice. For example, you can share the employees’ hobbies, interests and a brief professional background. This broadcast should cheer other team members to say hello and encompass a personal welcome when they see the new hire around the office.

Invite the new hire out to lunch with their team on the first day to benefit them start building personal connections, adjust to the company and sensation welcomed and valued from day one.

  1. Schedule time for onboarding feedback

Organize for a time to light with the new employee, after their first week or two, to study how they’re adjusting and whether they have any input about the onboarding plan. This discussion could rendering areas of occasion within your onboarding process or further items you can add to the new employee onboarding checklist.

  1. Set up a 30, 60 and 90-day check-in plan

Schedule time to hint base with the new hire at steady intervals, including after their first month, second month and first quarter. These conferences should proposition the employee an opportunity to share concerns or feedback about their training and converse how well they’re adapting to the role.

As such, to handle a new employee and train him/her for the job, the employer should keep the following things in mind for the best of both:

New Employees Hire Checklist

Lend an Ear to their Ideas

New employees too, can add to the company’s work processes- they might come out with an innovative idea which may give you better results than the process you are following now! As such, it is essential to be open to their views even as you train them. This also encourages the employee to perform better, understand their value and increases creativity at their end. Though you don’t have to accept and implement their ideas for immediate change, you can get an idea of something new, and you definitely should listen to them!

Focus on Senior Employees

As you train and focus on the new employees, don’t forget the older and experienced batch in your office. Employees are a valuable resource for a company. you need to cater to both the old and the new to create a collaborate and an efficient working environment in the office. introduce the new batch to the old and create effective mix sessions to communicate and improve creativity.

Mentoring the New

Give value to the old batch by assigning them to mentor the new employees on work processes. This will make the senior flock feel valued, and there will be better communication and coordination among both. A sense of camaraderie and team spirit will also develop in the office, and you won’t have to spend long hours of daily training with the new flock.

Assign Realistic Goals

Don’t set aggressive goals to the newer batch; this might pressure them in the first day itself! Set realistic and specific goals, giving detailed assessments and tasks to the new employees for each day. This way, you can start with mini goals and targets for each day, and once they are comfortable, you can introduce bigger goals to the list.


Feedback is necessary. Newer employees in the office require regular feedback about their work and ideas. This also ensures you correct their mistakes immediately to make them prevent for recurring at work. Always ensure the feedback is positive and suggest changes whenever necessary. Focus on the behaviour, not on the employee.

Avoid Favouritism

Be fair and kind to each employee, be it new or old. Each employee must be treated the same way as favouritism always destroys the office environment and causes a rift between the new and past employees. Also, highlighting favouritism leads to the employees running for attention and brings in competition among the same team members.

Rewards and Celebrations of Employees

Employees must be rewarded and celebrated to encourage them for better performances. Awards don’t mean favouritism; it is a form of encouragement for the employee. As the new employee would be super fast in accomplishing the goal set for him/her, celebrate the success and also increase their goals further. Additionally, it is also essential that team performance along with the star performer is honoured to bring in a functional working space for all.

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Diana Coker
Diana Coker is a staff writer at The HR Digest, based in New York. She also reports for brands like Technowize. Diana covers HR news, corporate culture, employee benefits, compensation, and leadership. She loves writing HR success stories of individuals who inspire the world. She’s keen on political science and entertains her readers by covering usual workplace tactics.

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