The document provides a checklist for onboarding a new employee, with recommendations to ensure the first week and experience is welcoming and engaging. It suggests welcoming the new hire with a phone call upon acceptance, sending team and company information before their start date, and preparing their workstation. During the first week, the checklist recommends giving the new employee a tour, explaining office logistics, including them in a team lunch, and arranging times for them to shadow colleagues. It also advises meeting with the new hire at the end of the first week to review responsibilities and expectations.

1. New Employee On-Boarding Checklist
Congratulations on your new hire! Below are some on-boarding best practices we highly
encourage you to utilize as you prepare for the arrival of your new employee. The first week
is the most important for any new employee. It sets the tone for their experience and can have
a lasting effect on their impressions of their new role and team. The suggestions below will
ensure you make that experience as welcoming, comfortable and engaging as possible. If you
have any questions, please let your Recruiter know.
BEFORE THEY START
• Welcome phone call — as the hiring manager, contact the new employee upon
his/her offer acceptance to welcome them to the team. Encourage any team members
who also interviewed them to welcome them as well.
• Send your new employee a welcome/congratulations card signed by the team and
welcoming them to your company before their start date (optional).
• Send your new employee any team or product information that might allow them
to begin to get a better understanding of their role and new team.
• Have your new employee’s workstation cleaned before his/her first day (e.g. clean
desk, provide office supplies, make sure computer/phone is ready, etc.).
• Verify that your new employee is on all applicable distribution lists, email groups,
network permissions, etc.
• Order business cards when you receive the new employee’s phone number.
• Send out an e-mail to the team and business partners, announcing your new
employee and their start date.
• Create an outline of your new employee’s first week and schedule events and
meetings in their calendar to allow him/her to quickly acclimate and meet/interact
with new team members or groups s/he will be working with in the new role.
FIRST WEEK & BEYOND
• Meet your new employee on his/her first day and give them a tour of the
floor/office/ building.
• Make sure all office logistics and facilities are explained, especially the
coffee/kitchen. Show new employee how to use the copy machine, fax, scanner,
telephone, mail services, inter-office mail, fed-ex, order office supplies, etc.
• Ensure your new hire is scheduled for New Hire Orientation. [if your
company there a regular new hire orientation]
• Include a team lunch or get together on your new employee’s first day or week.
• Arrange set times over the new employee’s first several weeks for him/her to sit with
and meet/shadow individual team members and/or key internal business
partners they will work with to get to know them and learn about their role/s.
• Meet with your new employee at the end of the 1st
week to review responsibilities
and expectations, and recap the first week. It’s a good opportunity to discuss your

2. department’s goals and objectives, and the role they will play in helping you achieve
them (i.e. what projects are underway, key accounts, etc.).
• Be sure to meet regularly with your new employee, find out how they’re doing and
solicit and give feedback regularly. Schedule a standing meeting to ensure you have
regular dialog. Weekly is ideal, especially during the first three months.
• Send an introductory email to the team and any groups your new hire will interact
with including a brief Bio and background on your new hire.
• Explain how your business unit fits within the overall organizational structure,
and ensure they understand company goals, mission, values, etc.
• Guide new hire in setting job expectations.