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The Ultimate Onboarding Checklist for Seamless Starts

Jamie Olson
VP of People & Culture
Human Resources
February 29, 2024

Discover the ultimate onboarding checklist for new hires, ensuring a seamless transition, quick integration, and enhanced productivity from day one.

Automate Onboarding Seamlessly

Integrating new employees into your company is pivotal. The first days are more than procedures; they’re about setting the right tone for your new hires' journey. 

With Continu, we understand the significance of a positive start.

In this guide, I’ll share a straightforward yet comprehensive checklist for onboarding. 

Here’s my proven 10 step checklist to onboard new employees:

Step 1: Craft a Warm Welcome Email

Start the journey with an email that feels personal. Include a friendly greeting, what they can expect next, and perhaps a brief introduction to the company culture.

This sets a positive tone and shows your new hire they’re valued from day one.

Related readingCreating a New Employee Welcome Packet

Step 2: Get the Paperwork Sorted

Before their start date, ensure new hires have access to all necessary paperwork. 

Placing documents in a centralized digital folder can help keep everything organized and accessible.

Common onboarding documents include:

  • Employment Contract and Offer Letter: The official documents outlining the terms of employment, including position, salary, start date, and any other conditions or benefits.
  • Tax Forms: Necessary government documents for tax purposes, which could include forms for tax withholding and reporting.
  • Company Policies and Handbook: A comprehensive guide that includes company rules, policies, code of conduct, dress code, and other important information.
  • Benefits Enrollment Forms: Forms required to sign up for company-provided benefits such as health insurance, retirement plans, and other perks.
  • Emergency Contact Information: A form for new hires to list contacts to be used in case of an emergency.
  • Job Description and Responsibilities: A detailed outline of the new hire’s role, including specific responsibilities, expectations, and any performance metrics.
  • Training and Development Plans: A schedule or outline of any initial training sessions or development programs the new hire will undergo.
  • IT and Security Policies: Guidelines and policies related to technology use, including cybersecurity measures and acceptable use policies.
  • Workspace and Equipment Agreement: If applicable, an agreement detailing the use, care, and return of company-provided equipment or workspace guidelines.

Pre-Onboarding Tasks & Checklist Guide

Download your copy, and learn about everything you need to include in your welcome packet.
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Step 3: Tech and Tools Ready to Go

Prepare all the technological tools and access they’ll need. 

This might involve setting up email accounts, providing access to company platforms, and ensuring their workspace is equipped with the necessary hardware.

A smooth tech setup is key to a frustration-free start.

Step 4: Introduce the Team Virtually

Help new hires feel part of the team by facilitating virtual introductions.

This could be through a video call where team members share something about themselves or a dedicated team page with photos, roles, and fun facts.

Building connections early is crucial for team cohesion.

Step 5: Outline the First Day Clearly

Plan the first day with a mix of orientation, training sessions, and informal meet-and-greets.

A clear agenda helps manage expectations and eases anxiety. Include breaks and downtime to process information and prevent overwhelm.

Step 6: Dive into Role-Specific Training

Start with an overview of their role and responsibilities.

Early training should focus on understanding the company’s products, services, and the specific tools they’ll be using.

Set up initial tasks that align with their skills but allow room for questions and learning.

Step 7: Foster Team Connections

Encourage team integration through social events or projects.

Initiating small group lunches or coffee breaks, even virtually, can help new hires build relationships within their team and across the company.

Step 8: Set Clear Early Milestones

Define what success looks like in the first 30, 60, and 90 days

These milestones can include learning objectives, project contributions, and feedback sessions. Regular check-ins provide support and adjust goals as needed.

Step 9: Promote Ongoing Learning

Outline opportunities for further development. Discuss career paths, continuing education options, and any mentorship programs.

Demonstrating a commitment to their growth reinforces their value to the company.

Step 10: Conduct a Comprehensive Year-End Review

End the first year with a detailed review of their progress, achievements, and areas for growth.

This conversation should also focus on setting goals for the coming year, aligning with both their career aspirations and the company’s objectives.

Wrapping Up: Onboarding Made Simple

Nailing onboarding sets your new hires on the path to success. It's about making them feel welcome and getting them up to speed—fast. 

Our onboarding checklist gives you the playbook to do just that, ensuring nothing slips through the cracks.

But let's be real, keeping onboarding smooth and personal isn't always easy. That's where Continu comes in. 

Imagine automating the nitty-gritty, customizing training for each new face, and tracking their progress without breaking a sweat. 

Continu's got your back, making onboarding a breeze and letting you focus on what really matters—building a killer team.

So, ready to transform how you bring on new talent? Let Continu help you make every first day unforgettable.

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About the Author
Jamie Olson, VP of People & Culture at Continu
Jamie Olson
VP of People & Culture

Jamie Olson is the VP of People and Culture at Continu, a leading Learning Management System (LMS) company. With almost 20 years of experience in Human Resources, Jamie brings a wealth of knowledge in areas such as Learning and Development, Employee Training, Talent Management, and Performance Management. She's passionate about creating environments that foster learning and growth, and she's an expert in leveraging technology to enhance HR processes. Jamie's insights are grounded in her extensive experience and her commitment to helping organizations cultivate a culture of continuous improvement.