Onboarding checklist

Pre-boarding Phase

1. Offer Letter and Welcome Package:
   • Send an official offer letter including job details, start date, and necessary documentation.
   • Provide a welcome package that includes company information, employee handbook, IT policies, and a brief introduction to the company culture.
2. Preparation of Workstation:
   • Ensure that the recruit's workstation is set up, including a computer, necessary software, and access credentials.
   • Arrange for any necessary office supplies and equipment.
3. Pre-boarding Communication:
   • Assign a point of contact (HR representative or manager) for any pre-boarding queries.
   • Schedule an introductory call to outline the first day and what to expect.

Day 1-3: Orientation

1. Welcome Meeting:
   • Greet the new recruit and introduce them to their team and key colleagues.
   • Provide a tour of the office (or virtual tour if remote).
2. IT Setup:
   • Assist with the setup of email, internal communication tools (e.g., Slack, Teams), and other essential software.
   • Provide an overview of IT security policies and practices.
3. Introduction to Company Culture and Policies:
   • Conduct a session on the company’s mission, values, and culture.
   • Review important company policies, including HR policies, confidentiality agreements, and code of conduct.
4. Role-Specific Overview:
   • Provide an overview of the recruit’s role, responsibilities, and immediate goals.
   • Introduce the new recruit to any ongoing projects and relevant team members.

Week 1-2: Training and Integration

1. Job-Specific Training:
   • Schedule sessions for job-specific training, including tools, systems, and processes the recruit will use regularly.
   • Pair the recruit with a mentor or buddy for guidance and support.
2. Meetings with Key Stakeholders:
   • Arrange one-on-one meetings with key stakeholders and team members to understand their roles and expectations.
3. Introduction to Ongoing Projects:
   • Provide detailed information about current projects, including project goals, timelines, and the recruit’s role.
4. Shadowing and Hands-On Practice:
   • Allow the recruit to shadow experienced colleagues and participate in hands-on practice.

Month 1: Deepening Knowledge and Building Relationships

1. Advanced Training:
   • Offer advanced training sessions on complex systems, tools, and processes.
   • Encourage participation in relevant webinars, workshops, or courses.
2. Regular Check-ins:
   • Schedule weekly check-ins with the manager to discuss progress, address concerns, and provide feedback.
3. Team Integration Activities:
   • Facilitate team-building activities to foster relationships and collaboration.
4. Performance Goals and Expectations:
   • Define clear short-term and long-term performance goals and expectations.

Months 2-3: Performance and Development

1. Project Involvement:
   • Assign the recruit to meaningful projects with increasing responsibility.
   • Provide opportunities to lead smaller initiatives.
2. Continuous Feedback:
   • Maintain regular feedback sessions to ensure the recruit is on track and to address any issues.
3. Professional Development:
   • Discuss career development opportunities and create a development plan.
   • Encourage attendance at industry conferences, seminars, or training programs.
4. Performance Review:
   • Conduct a formal performance review at the end of the third month to assess progress, provide feedback, and set goals for the next phase.

Ongoing: Continuous Support and Growth

1. Mentorship and Coaching:
   • Continue to provide mentorship and coaching to support the recruit’s professional growth.
2. Regular Performance Reviews:
   • Schedule regular performance reviews to ensure ongoing development and alignment with company goals.
3. Career Development:
   • Encourage the recruit to pursue additional training and certifications relevant to their role.
   • Provide opportunities for internal mobility and career advancement.