An onboarding process plays a crucial role in successful onboarding of new hires and a smooth management. EMP Trust offers effective onboarding software to help out the employees & for the detailed to-do list to be followed for the fruitful onboarding, visit our page @https://www.emptrust.com/Products/employee-onboarding-software.aspx

1. Employee Onboarding
Checklist
A guide for new employees and their managers

2. Table of Contents:
Index
01 Developing a sound on-boarding process : A checklist 3
02 Things to do before the first day 3
03 Things to do on the first day 3
04 Things to do in the first week 3
05 Things to do-The first 30, 60, 90 days 3
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Developing a sound
on-boarding process :
A checklist
The onboarding process from start to finish with a new hire is
critical, right from pre-boarding, the first day through the first
month, to the successful completion of their first year. With an aim
towards helping the new hire succeed and providing the guidance
necessary for new hires to successfully integrate to the new
workplace, we provide critical inputs that give a step-by-step
guide and checklist for HR managers to manage this process.
The benefits of a sound onboarding process applies to not just the
employee, but the manager and the company.
The costs and numbers involved in employee turnover makes
sense only for managers and companies to look into the process
of onboarding with more vigour. About 33% of new hires lookout for
a new job within 6 months of joining. New hire cost averages around
$65,000 and the learning curve to full productivity can take upto 5
months of full employment. It is estimated that even a $8/hour
employee can result in a company around $3,500 in turnover costs,
both direct and indirect. This makes developing and investing in a
sound onboarding process imperative.
Research and experience point out that on an average an employee
takes upto 90 days to prove himself in a new position. People are
very excited and quite vulnerable when they take new jobs, so it’s a
time in which you can have a big impact,” Michael Watkins, author
of the bestselling book, The First 90 Days. “Often the people who get
the least attention are those making internal moves,” says Watkins,
but those transitions, “can be terribly challenging.” Here’s a guideline
to helps you build and develop your onboarding process within these
first and crucial 90 days.

4. 1. Things to do before the first day
An effective onboarding process, prepares the new hire for the
first day and this process of onboarding starts from the moment
the candidate accepts the offer.
Companies provide a preview and flavour of things at work and
take care of paperwork, prior to joining. Some of the best
practices includes
Contact the new hire
• Confirm whether the new hire has received the offer letter.
• Confirm Date of Joining.
• Communicate location details of office along with
accommodation details.
• Clarify any doubts with regard to organisation, policies, culture,
dress code etc.
• Remind new hire to bring the necessary documents on the date
of joining.
• Arrange for general requirements including hardware, tools
and related needs of new hire.
Keep the paperwork ready
• Keep the paperwork ready with all the forms prior to the
employee's first day. Begin by recording the employee's
basic information such as name, address, contact information.
• Keep the most important forms ready such as I-9. W4, Direct
deposit and Tax forms.
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Account Creation
• Setup the new hire email account configured with Company
Email and password.
• Setup official new hire phone connection.
• Create accounts on all official social channels.
• Provide Access to employee portal.
Provide access for the new hire to complete and
submit paperwork and compliance related forms
Send a copy of the employee handbook
Get the new hire ready for the first day
• Provide details including the “when, where and how” of
reporting to work. This could include even the office dress
code, parking instructions, other unofficial norms at works.
• Indicate any material that must be brought to work to
complete paperwork.
• Describe the first day/ week itinerary.
Prepare Employee’s Work station
• Prepare the new hire’s work station with all the tools in place,
ready and available.
• Assign a buddy at work for the new hire, and brief that
employee of his role.
• Inform team members and other stakeholders of new hire
joining details, and get them on board in making the new
employee feel welcome.

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2. Things to do on the first day
First impressions matter, so make the first day
special.
What to do on the first day at work.
• A welcome letter / email. Keep the letter personalized, welcoming
and engaging.
• Outline the company goals, its mission and ethos.
• Connect the employee to the manager and HR personnel.
• Brief about the employee orientation program.
• Reiterate benefits and package, and explain roles and
responsibilities providing a more detail job description.
• A customised welcome gift.
• Provide the itinerary for the first day and first week.
• Describe the onboarding program, providing a written timeline
and schedule of goals, training, support and responsibilities for
the new employee.
Introductions and connections – Keep the
introductions personal and customised as much
as possible
• Introduce the new hire to the manager and team.
• Connect the new hire to the assigned buddy at work.
• Connect the new hire to the HR contact for queries and
clarifications.

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• Introduce the employee to related teams and functional units.
• Set up meetings for conversations with skip level managers and
CXO level executives, where ever necessary.
Provide an overview
• Employee Related Overview – Review the job description, roles
and duties, goals and expectations. Explain policies and
procedures, and job specific guidelines.
• Job Related Overview – Introduce the personal work and goals,
initiate them on tools and job related specifics.
• Team/ Function Related Overview - Describe the roles of the
team, its responsibilities and goals.
• Organization Related Overview – Provide an overview of the
company vision and mission, its culture and ethos. Describe
the organization structure and the key people in the company.
Connect the employee, and the role to its contribution to the
organizational goal.
An office/ campus tour
• Take the new hire around office facilities such as cafeteria, HR
area, support desk, gyms, lounges.
• Provide parking access, and discuss transportation options.
Compliance
• Standard legal information and guidance on rules and
regulations.
• Information on Working hours, dress code, resource allocation.

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Get them started
• Show them the work station, and provide contacts for additional
support such as services or office supplies.
Provide necessary access such as access card, employee cards.
• Setup email, voicemail and computer.
Start the employee on work, at least in part.
• Provide necessary information about safety and emergency
guidelines.
A lunch out with the manager/buddy/skip level manager.
Review the day with the manager before end of day and let the
employee know what’s in store the next day.

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3. Things to do in the first week
By the end of the first week, a new hire must be familiar
with the people and the place. The goal should be to ensure
the new employee understands the essential work processes
and has a clear idea of the expectations and responsibilities
of his role. A guideline for the first week includes:
Start them on the work
• Give a first assignment.
• Set goals both short term and long term.
• Provide more information with regard to teams and department
to understand the value generation with respect to the larger
organizational goals.
• Provide training on systems, procedures and job specific needs.
• Provide an overview of the performance review system, the
reward system, development and career growth in the
organization.
• Provide opportunities for job shadowing, realistic job previews.
Debrief and Feedback
• Provide immediate, but meaningful feedback, so that the new
hire is quick to grasp and understand norms and expectations
in the team.
• Debrief and connect with the employee each day of the first
week.
Facilitate meetings with HR, skip level managers, other related
team managers, coaches and mentors, and CXO level
managers.
Facilitate meetings with business line managers and executive
level leaders to reinforce company goals, organization values
and vision.

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4. Things to do-The first 30, 60, 90 days
A well-developed onboarding process builds in processes to
handhold, review and equip the new hire not just in the first week,
but usually up to 90 days to a year. Best in class companies
believe that onboarding is a continual process, not restricted to the
first year.
What to do in 30- 45 days of joining.
At this stage, the employee is expected to have fully understood
the performance expectations with regard to his role, and the
organization continues to handhold and equip the employee,
building connections, and facilitating relationship building.
• Get feedback from the employee with regard to his “settling in”
– in the organization.
• Review the new hire performance and provide feedback on
specific tasks.
• Provide relevant feedback - regularly and consistently.
• Review performance and development goals.
• Facilitate one on one meetings with managers, skip level
managers and HR.
• Facilitate relationship building across business and functions.
• Review the employee with their buddy with regard to any
queries.
• Facilitate socialization with the new hire taking an active part in
office events, work related and otherwise.
• Ensure the employee has attended the new hire orientation
program.

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First 60 – 90 days
By 90 days the employee should feel a part of the organization,
able to work and produce results independently.
• Review and discuss performance and development goals.
• Provide meaningful feedback, and facilitate necessary training.
• Get employee feedback on the onboarding and new hire
orientation program.
• Continue one on one meetings.
• Set realistic performance goals.
• Review the employee with the assigned buddy for feedback.
• Continue facilitating relationship building and socialization in
the organization.
• Facilitate job shadowing.

12. EMP Trust Solutions provides Human Capital Management (HCM)
and Talent Management solutions and services for a global
workforce. Our core HR solutions help companies to create great
onboarding experiences for new hires with new hire portals, forms,
and task management with advanced tools.
To learn more, visit
emptrust.com