First impressions count.
And when it comes to new employees, a brilliant onboarding experience can transform a nervous newcomer into your next superstar.
To help you, here’s a suggested onboarding checklist you can use:
Pre-arrival (1–2 weeks before the start date)
- Send a formal offer letter and employment agreement
- Receive the signed documents and confirmation of acceptance
- Confirm the start date and working hours
- Complete all necessary pre-employment checks (e.g., references, background check, right-to-work verification)
- Set up payroll and collect new hire forms (e.g., W-4, direct deposit info)
- Create an employee profile in your HR/payroll system
- Assign a manager and onboarding buddy
- Agree and document first-month objectives with their manager
- Prepare workstation, equipment and system access (email, tools, phone, etc.)
- Share employee handbook, policies and welcome materials
- Send a welcome email
Day 1
- Greet them personally on arrival
- Conduct a welcome meeting with their manager
- Complete ID verification and right-to-work documentation (e.g., I-9)
- Confirm emergency contact and personal details
- Give a tour of the workplace (kitchen, restrooms, fire exits, etc.)
- Introduce them to the team and key collaborators
- Ensure that they can access their email, calendar and internal systems
- Provide health and safety overview
- Review their role, responsibilities and first-month goals
- Take them for a welcome coffee or lunch
- Give them space to settle in at their own pace
Week 1
- Schedule brief daily check-ins with their manager
- Assign their first meaningful task or project
- Provide training on the systems, tools and processes that they’ll use
- Set clear expectations for the probationary period and how performance will be reviewed
- Introduce them to cross-functional teams they’ll work with
- Confirm benefits, paid time off and how to request vacation or sick leave
- Ensure that all HR documents are completed and stored securely
- Create space for questions and end-of-week feedback
Month 1
- Conduct a formal 1:1 check-in to see how they’re settling in
- Review first-month objectives and offer feedback
- Share more about company goals, values and vision
- Help them to build relationships—invite them to team events, lunches or collaborative projects
- Identify any training needs and offer support
- Start discussing growth and career development opportunities
- Ask for feedback on their onboarding experience so far
- Celebrate early contributions and wins
Month 3 (end of introductory period)
- Review performance against agreed goals
- Discuss what’s going well and where they need more support
- Confirm whether probation will be passed, extended or not completed
- Formalize employment status if successful
- Set next steps for growth, development and future objectives
Need help with creating a great onboarding experience for your new team?Get in touch and we’ll help you to build a process that works for your business.
