An employee onboarding checklist


The Chartered Institute of Personnel and Development estimates 22% of new recruits leave companies within the first six months.

For the ones that stay, it takes at least that much time for a structured, effective onboarding process to turn them from nervous newbie to top-performing team player.

But according to research from Havard Business Review, only a quarter of organisations believe they have such an effective onboarding programme, while 22% have no formal programme whatsoever.

Onboarding sets the tone for everything a person will achieve as part of your team. Psychologically it’s vital to help them justify their choice and reassures them that they’ve arrived somewhere they belong.

Crucially, it speeds their transition from a cost, to a value-driving team member as quickly and with as little fuss as possible.

But integrating a new hire is a tricky thing to standardise. Line managers have plenty of other things to worry about and it’s easy for new starters to slide to the bottom of their list.

So here’s a handy checklist for managers – modern HR systems like XCD can automate much of the process and schedule reminders for managers to ensure onboarding is a consistent experience across your organisation.

Download a shareable, designed version of this list here. 

First day: Introduction and orientation

Workplace tour, workspace, facilities,

Introductions to immediate colleagues

Work-space setup

Ensure system access to self-service policy documentation

Check personal info is accurate and up to date

Review week one schedule

Questions

First week: Settling in

Ensure probationary rules and objectives are clear and attainable

Schedule all critical system training

Introductions to organisational leaders and relevant department heads

Make sure they have the equipment they need and it’s in working order

Ensure they are on all relevant email distribution lists and encourage them to connect to company social media profiles

Check in every day to ensure they’re happy and answer any questions

Debrief and feedback at the end of the week to address any concerns and uncertainties

First month: Refine and review

Schedule regular informal check-ins to ensure they’re settling in

Review first month’s performance against probation objectives

Check critical system training and introductions have been completed

Check employee payroll is set up and functioning properly

Collaborate on a forward-looking learning and development plan

Seek feedback from the employee on their first month

Third month: Reward and recognise

Conduct weekly two-way feedback sessions

Seek feedback from colleagues and line managers

Review probation objectives as part of an end-of-probation discussion

Ensure probation success is recognised and celebrated

Review and set ongoing performance objectives

On six months: Look to the future

Formal half-year review, record progress against agreed objectives

Review learning and development progress

Initiate career path discussion

Seek feedback:
- What do they like about their role?
- What could be improved?
- How could you help them be more effective?
- What are they going to achieve in their next six months?

To find out how XCD helps its customers manage and standardise this process, BOOK A 30 MINUTE DEMO today.

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