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New Hire Onboarding Checklist

This document outlines a new hire onboarding checklist that spans from the day of hire through the first three months. It includes activities for the manager, HR, IT, and administration on day zero such as notifying candidates, securing paperwork, and ordering equipment. On day one, the new employee is introduced to company policies, teams, and given a tour. The first week involves training and setting expectations. Following reviews are scheduled for the first month and third month to check-in on progress and address any questions.

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Temitope Bamidele
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193 views6 pages

New Hire Onboarding Checklist

This document outlines a new hire onboarding checklist that spans from the day of hire through the first three months. It includes activities for the manager, HR, IT, and administration on day zero such as notifying candidates, securing paperwork, and ordering equipment. On day one, the new employee is introduced to company policies, teams, and given a tour. The first week involves training and setting expectations. Following reviews are scheduled for the first month and third month to check-in on progress and address any questions.

Uploaded by

Temitope Bamidele
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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NEW HIRE ONBOARDING CHECKLIST

EMPLOYEE’S NAME: ________

Day Zero – After the Hire Decision

Date:

Comments:
Manager HR/Recruiting Team
Notify HR/Recruiting Team of the hiring Secure a signed offer letter from the new
decision hire and agree on the start date
Request logins and necessary software from Notify rejected candidates that a hiring
IT decision has been made
Request workstation complete with the Complete pre-employment drug test (if
necessary equipment needed)
Request admin to order business cards, Complete background check
nameplate, branded shirts or caps, and other
essentials
Arrange onboarding documentation for the
start date
Order organizational and employee
handbook

Day One – On the Date of Joining


Date:
Comments:

Administrative Manager
Review general administrative procedures Welcome the new hire to the organization
Deliver business cards, nameplates, and Explain the organizational chart and the
other job essentials. organization’s products/services
Ensure all documentation is complete for all Introduce the new employee to their
hardware/equipment issued to the functional team members and other
employee coworkers
Schedule an appointment for the next day to
HR
recap day one
Ensure completion of employee’s new hire
Explain team goals & objectives
documents
Provide employee handbook training to the Explain how new hire fits in with team and
employee company-wide goals
Outline employment benefits, probation
Explain daily role responsibilities in the
period, attendance & leave policy with the
context of the work environment
employee
Accompany employees on an office tour and
Explain all health and safety rules and
show them the store/inverter/show
standards
glass/restroom and other rooms/areas
Teach company in-house internet portal,
Identify and introduce the employee to a co-
petty cash system, and other employee
worker ‘Mentor’
systems to employee
Explain the internal office contact list with
IT
names/job positions
Provide phone, desktop, and all associated Guide the employee on how to use software
software and equipment
Provide new email and software login where
Review the computer acceptable use policy
necessary
Install all hardware settings – printer, fax, Provide a work schedule and plan for the first
etc. where necessary week
Review desktop/software logins with Schedule lunch with the newly hired
employee employee and their team

First Week Review


Date:
Comments:
Manager
Review the job duties and responsibilities
Ask for feedback on the first week
performed
Ask if hardware, software and other
Provide work schedule and plan for week two
equipment is operating as expected
Review performance standards and role Elaborate on the probation schedule and
expectations process

First Month Review


Date:
Comments:
Manager
Check the probation schedule and review
Ask for feedback on the first month
progress
Plan/schedule future monthly meetings with
Listen to the employee’s feedback
the employee
Elaborate on performance standards and
Review job description for any doubts
regular reviews
Answer any employee queries on projects,
Complete all necessary training programs
job role and functional responsibilities

Third Month Review


Date:
Comments:

Manager
Ask for feedback on the first three months Request employee to share feedback
Review employee performance over the three
Listen to the employee’s feedback
months
Request feedback from other Schedule probation period completion
managers/peers meeting
Answer any employee’s queries on projects,
Complete all necessary training programs
job role and functional responsibilities
REMARKS
MANAGER’S
COMMENT

HR MANAGER’S
COMMENT

MANAGEMENT’S
COMMENT

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