Streamlining the Onboarding Process for Your New Hires

August 21st, 2015

Picture two employees’ first day on the job. Employee A walks in the door at Company X and is shown where they sit, but they can’t login to their computer, they aren’t given any project documentation, and they sit accessing Facebook from their phone all day. Employee B is welcomed to their desk at Company Z. Not only can they log into their computer, the access they need to different software packages is enabled. They are given product documentation to read, and the team lead sits with them to discuss the project and their first assignment. Employee B goes home excited about the work they’re doing; Employee A goes home wondering why they were hired in the first place. It’s also clear that Company Z will start getting value from their new employee sooner than Company X. Plan for your new hires’ first days so you can be more like Company Z.

  1. Make sure you have the work station the employee will be using ready for them when they show up. The computers, phone, and other technical equipment the employee needs should be available and connected.
  1. Set up accounts in advance. Create the new employee’s logins in advance. includes accounts needed to login to their PC as well as creating their email account and accounts for any special software they will need.
  1. Prepare a project overview. The employee can’t make a contribution if they don’t understand the business and the project. Pull together any existing documentation. Don’t just leave it for them to read through; walk through it and be prepared to answer questions.
  1. Prepare their first assignment. You want your new worker to work, right? Get together the details of their first assignment. This means you need to be able to explain to them the problem to be solved, the tools your company provides for solving it, and the process you use.
  1. Make sure they meet the team. It’s important new employees get to know the other members of their team, so schedule time for a round of introductions. If someone can take the new employee out to lunch, that’s a good way to make sure some socializing and personal interactions happen.
  1. Designate a main contact. It’s typical that the hiring manager is not the best person to answer the new employee’s questions. You may be too busy; you may not be involved at the detail level. Make sure the new employee knows who they should turn to for help.
  1. Check in to see how it’s going. Onboarding doesn’t end when the employee says goodbye at the end of day one. Make sure you touch base with them throughout the first week and month to make sure they’re settling in and getting comfortable with the work. If there are any problems, resolve them as early as possible. The last thing either you or the employee wants is for them to quit before they’ve really gotten started.

For more management tips, read our related blog posts or contact our experienced staffing team at InReach IT Solutions today!