Onboarding Checklist

You've invested a lot of time and resources in finding the perfect employee, now is the time to make sure your onboarding is the right fit. Unfortunately, many companies do not do this process well and that is only 12% of employees are happy with their incorporation.

A robust onboarding process ensures that new employees have the tools and resources they need to do their jobs effectively. In addition:

• Decreases staff turnover,
• Clarify expectations for new employees
• It encourages the construction of relationships between co-workers.

Onboarding is the first step in building employee loyalty.

Here's a list of key steps to best welcome your new employees:

Before the employee joins.

1. ‍Welcome the new employee. Write to the new employee before the day they join in order to make them feel appreciated as part of your team.
2. Inform current employees. Inform your team about the addition of the new partner.
3. Plan responsibilities. Establish roles and objectives with the supervisor before the arrival of the new employee. It should be clear who you will report to and what your roles and responsibilities will be.
4. Prepare for the arrival of the new employee. Make sure everything is ready before the new employee starts. This includes:
   • Have all the necessary material ready.
   • Organize your work space (if you are in person).
   • Plan what your first few days will be like.

The day of incorporation.

1. Office tour. If it is in person, it is important that you give him a guided tour of the company and introduce him to his co-workers.
2. Completion of documentation. It provides the new employee with the forms they need to complete to manage their payment documentation, benefits, taxes and other administrative aspects.
3. Meetings with the team. In addition to meeting new colleagues in a more relaxed environment, it is important to organize meetings with managers and different departments, so that you have a picture of the situation in each area of the company.
4. Assignment of training materials. Provide your new employees with the necessary training resources to carry out their duties.
5. Offer them a channel for questions. During the first few days at a company, it's natural to have a lot of questions. That's why it's crucial that new employees have a dedicated channel to answer their questions.

For the first few months.

1. The first 90 days. Onboarding never ends; it's a continuous process that starts from the entry of a new employee to the day they leave the company.
   • First week. Approach focused on ensuring commitment to business culture.
   • 1st month. Integration into ongoing projects and feedback to align working methods.
   • 2nd month. Start work autonomously and set performance objectives.
2. After 6 months. Organize a performance evaluation to review achievements and set goals to be achieved after one year.
3. After the first year. After one year, the new employee should be fully integrated into the company. Give him feedback on his performance and tell him about areas where he can improve.

Onboarding goes beyond bureaucratic and administrative tasks; however, Managing these activities is so time-consuming that it makes it difficult for HR professionals to focus on more strategic activities.

How to achieve this?

By implementing a digital onboarding system, HR teams will be freed from administrative tasks that provide little added value, allowing them dedicate that time to activities that require a more humane approach and that will truly contribute to the success of the new employee in the company.