Job Offers

• You initiate a phone call with the finalist and walk them through the job offer verbally to trial-close the candidate, and to confirm their onboarding timeline
• You have a legally-compliant, standard offer template that you send to each potential new hire
• Once the offer is accepted, you send the candidate a “Red Carpet” email welcoming them to the team, and laying out expectations for their first 90 days

New hire paperwork

• You send pre-hire employment documents (tax forms, employment eligibility, new hire manual, licensing, etc) electronically, and the new hires have them filled out prior to their first day
• You follow up within twenty-four hours after sending these pre-employment documents to ask if your new hire has any questions

Activities prior to Day One

• New hires are provided with a 30-60-90 day schedule that sets their expectations for their first three months; this plan is sent to them by their direct manager
• Any canned, basic training (videos, manuals, web sites, documentation) is sent to the candidate prior to their first day, with specific instructions about what to watch and/or accomplish before they arrive. [Note: You may need to pay your new hires for their time spent prior to their first day; consult your labor attorney. In my opinion, these extra paid hours are worth it!]

Make Day One Great

• Everyone on the management team of the company (or department, if a larger organization) is provided with a New Hire Announcement so they’re aware that there’s a new team member starting
• The new hire’s workspace is set up and ready for them when they arrive; phone, laptop, logins and any other IT or systems access related items are completed
• Business cards are sitting at their workspace
• At their workspace is a New Hire Welcome Package that includes a handwritten or signed note from their manager or team, some company swag, and a bottle of your libation of choice
• Everyone on the team knows that it’s their responsibility to introduce themselves to the new hire, hand them a business card, and welcome them to the team

Creating Clarity

• Hold a Fast Start meeting with your new hire, ideally during the first 48 hours of their employment.  This Fast Start meeting will accomplish three goals:
  • Provide organizational clarity
  • Provide role clarity
  • Provide social clarity

Checking in at 30/60/90 days

• Utilize the 30-60-90 day plan that you created during the interview process
• Hold meetings at 30, 60, and 90 days to check in on progress and course correct, if necessary

Performance feedback

• Provide your new hire with specific, measurable and timely feedback on any performance issues
• Document all performance issues in accordance with your company’s HR/talent policies

Bookmark this page as I’ll be referring back to it often with new updates and ideas on new employee onboarding.