A Proven Onboarding Checklist for New Hires

picture of an Onboarding Checklist for new hires

Have You Created an Onboarding Checklist for New Hires?
If you have not created an onboarding checklist for new hires, you should pay attention.   The first months of a new hire’s employment are critical…they shape the new employee’s attitude, understanding, and commitment to the job, the team and the organization. If you are in charge of talent management, it is important your organization is onboarding new talent in a way that makes sense.

A Prove Onboarding Checklist for New Hires
Here is a new hire onboarding checklist of what you need to accomplish in those early months and why your investment in time and money can make a huge difference to the degree of your new employee’s engagement going forward.

Your goal for onboarding new talent should be to get your new hires up to peak productivity as soon as possible at the same time as you assimilate them into the culture and make sure they understand how their role contributes to the overall goals of the organization.

  1. The New Hire Information Basics
    Your onboarding checklist should include the information basics.  When it comes to onboarding new talent, there’s a lot of information for a new hire to learn.

    First, new hires need to have clear statements regarding the company’s mission, vision, values, target clients, unique value proposition, strategic priorities, and corporate culture.  These items provide the big picture context for everything that will follow.

    Next comes information that covers things like compliance regulations, compensation guidelines, products and services, and an org chart that explains whom to contact, when, why and how.  Anything that you can provide that explains how work gets done is helpful.

    Lastly, you need to introduce new hires to their co-workers, provide a work space, show how general systems work (email and Intranet), and be sure that they receive training on any role-specific systems requirements.

    Just do not convey any of this information via the all-too-common “death by PowerPoint” approach. Smart talent managers use a highly experiential learning approach combined with a robust knowledge management system to effectively and efficiently share the basics.

  2. The New Hire’s Role in the First Three Months
    On a regular basis during the first three months, new hires should meet with their manager. These one-one-one meetings provide a forum to set and agree upon expectations for job performance, deliverables, and priorities.

    Consider these first crucial months a kind of shake-down cruise when managers and employees work together to establish communication and decision making preferences as they set goals and track achievement together.

    This is the time, too, when the new hire begins to work with the team and to learn how they can best contribute to common objectives.

  3. New Hire Development and Assessment Plan
    Besides learning where they fit in the company and what their job-specific performance standards are, new hires need to know that there is a clear path ahead.

    What are the possibilities for their future with the organization?

    In what ways can they learn, grow and thrive in their new company?

    Every new hire should have a career development plan that takes into account their own interests, strengths, and motivations. The plan should be reviewed and monitored frequently as goals are reached or adjusted for current business realities.

    This is the part of talent management that keeps employees engaged, retained, and fully committed to their own success and the success of their company.

The Bottom Line
Recent studies show that almost 50% of new hires fail within their first eighteen months on the job.  And sadly, only 19% of new hires become high performers.  To increase your odds, develop an effective and holistic new hire orientation program that is relevant to new employees, their hiring manager, and the business as whole.

If you want more than the onboarding checklist basics, download the 7 Proven Employee Onboarding Best Practices to Increase Speed to Productivity

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I am very impressed with the quality of work and talent. LSA did a great job of listening to my needs and providing the exact management training program expertise I needed to get the job done.

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LSA helped change our entire culture around meetings, making them more effective and efficient, thus enabling us to concentrate on driving more business.

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VP of Human Resources

We have worked with LSA Global for our learning and development needs and have always had great success. They helped us recently with customized Management Workshops that we held for the second time. It was fantastic, and I would highly recommend LSA to anyone that is attempting to get immediate and impactful improvements.

Mary Johnston
HR Manager, BU Radiology Informatics

I had been working with LSA for many years with my prior company. Currently, I’m with a company who hadn’t done much basic management skills training. After identifying and presenting a program recently, our managers are excited and talking in the halls about the great experience. LSA saves us time in delivering the right training for our needs.

Phyllis Moracco
HR Director

We value our relationship with LSA Global. We came to LSA because we wanted to improve overall behavioral based interviewing capabilities of our managers to increase the probability of both hiring top talent and future leaders. LSA designed a highly customized solution for our business and culture. We are currently rolling out this solution to our leaders. I would highly recommend LSA Global as a top quality resource.

Rae Phillips
HR Project Manager - Training & Development, PHR

We partnered with LSA to pilot a customized behavioral interviewing program to help ensure that we continue to hire the best and brightest as we continue to rapidly scale. LSA’s ability to understand our business and our unique culture combined with their desire to ensure that the best practices framework truly fits our performance environment and is highly adopted by our people is a real blessing. Most other firms want to just ‘give you training.’ Not LSA, they are focused on helping me hit our hiring forecasts and attract A players.

Jennifer Remling
Director of Global Recruiting

AKQA

Over the years, both at 3Com and now at Redback, I’ve found LSA Global to be a valuable resource. The recent compliance program that they delivered for Redback’s executive and management team was the right solution, of the highest of quality, and customized to our business and culture. I would highly recommend LSA to any company looking for top quality solutions.

Gina Fulton
Vice President of Human Resources

Congratulations on your pro-activity in establishing this program and developing such an effective New Employee Orientation course.

Farhat Ali
President and Chief Executive Office

Fujitsu

What a personal and professional pleasure it has been to Partner with LSA. They are truly a strategic partner with Wyse. For more than 5 years, LSA has been engaged in delivering various training and development solutions for Wyse, from custom on-site programs targeting specific core competencies, to working individually with clients to build job skills, and offering invaluable services to me and my team as we continue to build our learning programs. LSA’s representatives do more than sell a product, they offer a full service solution: they understand our business, our strategic initiatives, and the needs of our customers.

Jeff Rangel
Director of HR

I continue to be impressed by the level of leadership development and management expertise and quality of advice and facilitation that LSA has to offer. What a smart and client-centric group of great people who really know how to help leaders attract, engage, develop and retain top talent.

Tracy Esposito
Director, HR Business Partner

We contacted LSA to help us with customized management development. LSA worked with me to identify a solution that would meet our exact needs. We decided to start at the top and ran the program for our executive team. It was such a great success that we hope to roll it out companywide. We look forward to a long-term partnership with LSA Global and their team of experts.

Barry L. Byrd, SPHR
Human Resources Manager

We consider LSA our true business partner in the areas of Learning and Organizational Development. From Strategic Planning to Presentation Skills and Management Training, they continue to provide excellent value and extremely high quality solutions – not just one time events. I recommend them to anyone looking to drive true business results.

Michelle A. Mitchell
Vice President, Worldwide Human Resources

We consider LSA Global our outsourced learning and development partner. We worked closely with LSA to customize a management development program to meet our growing business needs. I would highly recommend LSA to any company wanting to deliver quality learning solutions.

Terri Wright-Scheer
Vice President Human Resources

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