The New Hire Checklist

The New Hire ChecklistThe New Hire ChecklistNothing flusters new employees more than walking in on the first day to find that no one prepared for their arrival. This new hire checklist will help make your employees early days on the job less stressful and more productive.A few years ago, I hired two employees in one month and needed them to ramp up quickly. To help them hit the ground running, I logged on to their computers with their temporary passwords and spent time bookmarking websites theyd be contributing to, connecting them to nearby printers and creating server shortcuts. While I knew this would be beneficial, I wasnt prepared for the gratitude my employees showed by adding these tasks to my new hire checklist.Sadly, their surprised reactions reinforced the fact that, after spending countless hours recruiting the best of the best, many managers neglect to prepare for the new employees arrival. But studies have shown that conducting a thorough onboarding process designed to bo th empower employees and put them at ease makes a positive and lasting impression on new workers. And, with the right processes in place, new employees can begin to make positive contributions more quickly.That being said, failing to onboard new employees effectively can create costly problems. Six in 10 (61 percent) creative executives said they experience the fruchtwein turnover among entry-level employees, according to a survey by The Creative Group.Following is a creative managers new hire checklist that will help your new employees feel connected to your organization, build relationships with coworkers, and understand how they fit in with your companys mission and values.New hire checklist Before they startAs soon as you know a new employees start date, fill out any paperwork necessary to ensure they will have access to the equipment, supplies and information they need on the first day. Your new hire checklist should include the following tasksObtain logins and passwords for co mputers, voice mail and other office equipmentSet up the employees computer and install necessary software and non-system fontsConnect the computer to printers and serversBookmark websites theyll need to access frequentlyClean and stock the workspace with basic suppliesOrder a name plate, if applicable, or create a welcome signCover details about building access, including information about door codes and office badgesIts also nice to send new hires an email a day or two before they start letting them know youre happy theyre joining the team especially if you werent the part who extended the job offer. And let them know you plan to take them to lunch the first day so they wont wonder whether they need to brown bag it or not.New hire checklist The first dayOn the first day, the new employee should feel like theyre your top priority. Plan to meet them at the door and escort them to their workstation. Ask if they need a few minutes to get settled, and then give a tour of the building, including the restroom and lunchroom. Next, briefly introduce them to their immediate team.If your company doesnt have a formal orientation process, the first day is a good time to give an overview of the following informationPaperwork to complete if they havent filled out forms in advanceBenefitsYour companys mission statement, values, goals and current prioritiesAn overview of your industry and where your business fits into the overall picture (Whos your chief competition?)Size and general structure of the company (if available, provide an org chart or show them how to access it on your intranet)As mentioned, take your new hire to lunch the first day. Use this opportunity to relax and get to know each other a little better now that the stressful interview process is over. As youre heading back to the office, fill them in on the agenda for the afternoon.Last but not least, let them know what time you expect them to arrive and leave the first week.New hire checklist The first weekE ven if youre a hands-off manager, youll need to be hands-on the first week. You may also consider pairing up your new hire with a peer who can serve as their buddy, or designate each person on a small team as their go-to for different types of questions. To facilitate team-building, consider scheduling a group outing on the second day.You should also set up a series of meetings for the first week that coverJob scope and how performance will be evaluatedThe first projects to start onProcess for assigning and routing workYour management styleOrdering business cards or additional suppliesIn addition, schedule brief meetings to introduce your new hire to key contacts and clients inside and outside of your department. That way, the person feels comfortable reaching out on their own when they begin working on projects.New hire checklist The long haulEven if youre strapped for time and eager for your new employee to get down to business, dont make the mistake of treating onboarding as a on e-day event. Instead, create a 30-, 60- and 90-day plan that becomes progressively less detailed.Dont wait until the first official performance review to ask for feedback and address concerns. In fact, check in with your new hire several times a day the first week, then daily, then weekly. These meeting are not only helpful for making sure your new hire understands your expectations and has the right resources, but also for soliciting feedback about the onboarding process so you can provide the best experience for future hires. (What was missing? What could you skip?) This also gives you an opportunity to determine whether your new hire needs additional training or would benefit from being paired with a mentor.Remember, just because you hired someone with the right creative skills doesnt mean they understand your companys culture and processes. You owe it to a new hire to make sure they have the knowledge and tools necessary to succeed. You can ease first-day jitters and get off on the right foot by adapting this new hire checklist for your team.Looking for more hiring and management advice? Subscribe to the blog now