Onboarding Checklist

Last week, we posted our hiring checklist. This week we have Beneficial Solution Group’s tips on Onboarding! ???????????

You’ve sifted through countless applications, interviewed many candidates, and finally found someone who fits the position you need! Congratulations!

Now what?

For this recruit to be a long-term, contributing, successful member of your team, you must invest in them first! Early investment in training and education will save you time, money, and headaches in the long term - starting with the first 120 days of employment.

Companies that develop a comprehensive onboarding process will see success in their new hires. Here is a checklist that Beneficial Solutions Group recommends for best onboarding practices.

Before the Employee's Start Date:

1. Prepare the employee's workspace and equipment.
2. Inform the team about the new employee's start date and role.
3. Prepare and provide the orientation schedule for the incoming employee
4. Keep up communication with the incoming employee!

Note: We recommend that you link new employees to their supervisor and a senior work buddy/mentor.

First 30 Days:

1. Welcome the employee and conduct orientation.
2. Introduce the employee to the team and key stakeholders.
3. Provide an overview of their role, responsibilities, and goals.
4. Provide comprehensive training on company culture, policies, and systems.
5. Assign the employee to a smaller project with their work buddy/mentor to understand your company’s methodology
6. Offer ongoing support and regular check-ins.

Note: Every company processes workflows differently, whether it's utilizing different vocabulary or different systems to achieve success. Adaptation can take longer than expected - ease new employees into the day-to-day with limited tasks to increase efficiency before increasing workload.

30-60 Days:

1. Deepen their understanding of the role and industry.
2. Assign projects to apply knowledge and gain experience.
3. Encourage collaboration and cross-functional interactions.
4. Provide feedback and address any challenges.
5. Discuss career development opportunities.

Note: No matter how adaptable or quick learning a person may be, they will need ample time to adapt to their new environment. Some professional articles suggest the ideal timeframe for adaptation is from 3 to 6 months!

60-90 Days

1. Set goals and expectations for the employee. This is where you introduce your KPIs, how your company tracks them, etc.
2. Offer specialized training and development opportunities.
3. Encourage active participation in team activities and meetings.
4. Seek feedback on their performance and address areas for improvement.
5. Assist in fostering relationships with senior leaders.

Note: Many companies state that they have a KPI to evaluate employees but cannot provide a detailed rubric when an employee asks what the KPI is and how the KPI is measured. ?

Professional and successful enterprises are not only able to produce a rubric for their KPI, but allow their employees to provide meaningful contributions and feedback to the current KPI system.

90-120 Days

1. Evaluate their progress and provide a formal performance review.
2. Discuss future growth opportunities within the organization.
3. Encourage autonomy and independent decision-making.
4. Ask the employee for feedback to improve the onboarding process.

Beyond the First 120 Days

1. Provide ongoing support and resources.
2. Foster open communication and a positive work environment.
3. Encourage engagement in team-building activities.
4. Ask whether your onboarding process is efficient and effective. Hire outside consultants for a non-biased review.

Note: Always look to make improvements as hiring trends and your company changes.

Need assistance? Meet with Beneficial Solutions Group today to see how we can elevate your business at https://beneficialsolutions.com

Written by Bokyung P.