Keep your process in check: The ultimate new hire onboarding checklist

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What does your onboarding process look like? If it’s just a simple one-hour instructional meeting with bagels, you may want to rethink your strategy and follow a thorough onboarding checklist and process.

Most HR teams confuse orientation with onboarding and as a result the employee is left to figure things out on their own once the required paperwork is complete. Most companies will have an orientation, but those who onboard differentiate themselves.
- Hallie Pierson，前人力资源人才行动和奖励的前董事不断联系

Rather than simply “orienting” in today’s hiring process so new employees can get their bearings, you want to help them fully onboard. This new hire onboarding checklist will help you build a highly structured approach that will help employees properly navigate your company’s waters and be ready to travel the distance.

出色的入职过程的力量

有组织的入职过程可以改善员工的敬业度和满意度，这与员工保留直接相关。Wynhurst Group SHRM演示shows that 20% of employee turnover happens in the first 45 days.

这工作场所情报报告created by Greenhouse and HRWins’ analyst George LaRocque also shows us that upgrading your onboarding experience can even translate into customer gains. “Studies have long tied onboarding and employee experience to brand and customer experience. APWC study声称这是“证明员工的经验s to enhanced customer experience, and that starts with onboarding’.”

Cheetah数字如何改善他们的全球新员工体验

需要更具说服力吗？领先的营销解决方案提供商Cheetah Digital最近，进行了大规模的转型，将五个独立的区域企业合并为一个有凝聚力的组织。该团队面临着效率低下的入职过程，需要太多的接触点才能提供出色的新员工体验。

一旦他们实施188bet安卓APP温室入职，该团队能够创建一个定义的框架和明确的职责分配，并自动化任务和电子邮件提醒新员工，同时加强了公司品牌并提高员工的速度。

在最初的30天内，该团队能够无缝加入54名新员工，完成526个任务并节省12个小时的人力资源协调，此外，他们获得了100％的正面新租用反馈。

这是我职业生涯中最顺利，最快，最有效的入职过程，在向朋友吹牛之后，我认为可以肯定地说，这也比他们的任何入职过程都更好！
- Joelle McCalla，Cheetah Digital的合同管理员

您准备好立即采取适当的步骤来提升自己的入职过程吗？

您的首选清单

在第1天之前（登机前）

Ke$ha’s line, “The party don’t start ’til I walk in,” doesn’t apply here. You’ll need to set your new hire up for success long before they enter the building. Start with these essentials:

1 month before start date:

• Have new hires fill out paperwork like your NDA, inventions agreement and tax forms. (Pro tip: Use an电子签名提供帮助的平台。）
• Make sureeveryone involved in the process(People Ops, Hiring Manager, New Hire Buddy, etc.) knows their role.

1 week before start date:

• 为新员工提供第一天的详细时间表（包括前往办公室的指示，他们将要见面的人的名字以及他们计划在午餐时做什么）。
• 分享您的员工手册的副本和福利指南。
• 允许新员工要求其首选的桌子/计算机/设备设置。
• Give new hires access to your company intranet or onboarding software like188bet安卓APP温室入职这样他们就可以熟悉同事。
• 分享可以在开始日期之前解决问题的人力资源员工或员工的联系信息。

1 day before start date:

• 通知所有员工新员工即将到来的到来（发送公司电子邮件或松弛消息），并鼓励所有人欢迎他们。

第一天

Your new hire is no longer in limbo between the offer and start date! Just like the first day of school, this is a time full of both nerves and excitement, so make this day as comfortable as possible.

• Confirm with HR that the new hire has signed and provided all appropriate documents.
• Make a company-wide announcement that the new hire is starting, via email or Slack.
• 如果可能的话，请在同一天开始新员工，然后向同一房间报告快速欢迎聚会。
• 让新员工的好友进行办公室旅行，然后带他们到办公桌前。
• 将新员工介绍给他们的经理以及他们将与之合作的任何其他重要人物。
• Have the manager share expectations for what the first week will be like so they aren’t twiddling their thumbs, worried about what to do.
• 将新员工添加到适当的Slack渠道中，无论是特定于团队的特定还是兴趣（赢得胜利）。

第一周

这first week is a crucial time for helping the employee integrate quickly. This is where you have to be radically inclusive to help the new hire be their true authentic self so they can excel.

• 新员工的经理应举办每周1：1的会议，以明确概述进度和期望。这是讨论新员工自己的职业目标的绝佳机会。
• Assign work that helps the employee understand the company and the role.
• 在其日历（公司价值，福利，IT教学会议等）上设置必需的方向会议。
• Set up a team lunch for the new hire to get to know their team members.
• 从一开始就练习包容，并让新员工参与进来。邀请他们参加即将到来的生日，欢乐时光等。

头三个月

当您开始了解新员工时，新员工也开始了解您的公司。在SHRM的一项调查中，前六个月离开的21％的员工说，“更有效的培训”将说服他们留下。这次是制定员工发展计划的关键。

• 经理应与员工讨论并设定30、60和90天目标，并在每个检查站跟踪进度。
• 提供将影响新员工特定角色的团队的培训课程。
• Have managers provide constructive feedback where appropriate so that the new hire is able to have a productive learning environment.
• At the three month mark, send out an onboarding survey through a helpful platform likeCulture Ampto衡量有效性您的举措。

6个月后

This is a great time to look back and assess performance as well as look to the future.

• 根据业务的需求，您应该使用类似的绩效管理工具进行季度或双年度绩效评论Zugata。
• Let the employee know you see their efforts! Recognize employee achievements in a manner consistent with your employer brand.
• 制定正式的员工职业发展计划，在员工与公司保持一致的个人和职业目标的指导下。

专业小费用于入职分布式员工

在分发分发的员工时，请确保看不见的意思并不意味着。过度沟通您的目标，让他们参加登机会议的视频会议，向他们发送欢迎礼物，并安排与队友的视频聊天。

挑战自己，并通过包括远程员工的方式来富有创造力。当人们觉得自己的意见在小东西中很重要时，他们最终会感到对公司的投资。
-塞西莉亚·兰德尔（Cecilia Landhol），former People Ops Manager

If you’re ready to build an exceptional new hire experience that begins the moment an offer is accepted, request a demo for Greenhouse Onboarding today.

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