Employee Engagement Onboarding
Onboarding New Staff

Every organisation has its own onboarding process steps and procedures in place to tailor the induction experience to its company. However, employee onboarding best practice suggests that a checklist is essential for ensuring a swift and efficient introduction to the job.

The purpose of an employee onboarding checklist is more than just due diligence. Implemented successfully, it can have a lasting effect on the new hire and their longevity and productivity within the company.

So then, what should your onboarding checklist cover, and how is it best delivered, especially with the existing virtual employee onboarding challenges right now?

What should be included in Employee Onboarding?

As outlined in previous posts employee onboarding can be considered the entire period from recruitment to 90-days into the job. Looking at it holistically ensures that new team members are given the opportunity to the best start possible.

As a reminder, the onboarding process can typically include these stages:

Here we break down each of these areas for your employee onboarding checklist:

Stage 1 – Recruitment

Even before your new starter has stepped foot in the office, there’s some pre-planning required to ease them into the company and its culture. A corporate playbook is a good starting point, along with a background on some of the projects and teams they’ll be working on. It might be timely to set up a meeting with their line manager to alleviate any worries or answer any questions they have. This will help your new team member feel ready to hit the ground running on day one.

 Quick checklist

  • Confirm timings, location and job hours
  • Keep up a constant dialogue prior to them starting
  • Ship hardware ahead of day one
  • Share company playbook
Stage 2 – Initial development

From day one through to their first month, this crucial period is about making introductions, setting out expectations and bedding in. This means ensuring they have the right tools in place for the job.

Early on, meetings should be set up with all key stakeholders, including team members they will be working with. At the same time, clear objectives and goals should be set. If this is being conducted remotely, one of the benefits of virtual employee onboarding is that a lot of this can be achieved digitally, thanks to email, Zoom and Slack.

Quick check

  • Day 1 orientation
  • Hardware set up
  • Set clear objectives
  • Zoom meetings with team members
  • Assign a buddy
Stage 3 – Ongoing development

Between day 30 and day 90, you will want to measure the impact of their induction. This will give you a better understanding of its success to date and any gaps on your employee onboarding checklist.

This is best achieved with a 30-day and follow up 90-day consultation, which can be achieved face-to-face, or through a questionnaire. Highlighted gaps should be plugged with further training or support. Learn more how our Employee Development Onboarding Software can help you achieve this

Quick check

  • 30-day interview
  • Training opportunities
  • 90-day interview
Stage 4 – Employee Retention

After a typical three-month probation, the onboarding process evolves into job retention. This should be seen as an extension of employee onboarding, since supported team members are likely to feel more valued, which can have a huge knock-on effect on productivity, as well as motivation and retention. It is also important for corporate alumni reputation, as your employees are your biggest external cheerleaders.

This means, ensuring plenty of one-on-ones and opportunity for listening and acting on feedback provided.

Quick check

  • Regular feedback sessions
  • Providing training and development
  • Revisiting goals and objective

Read More: How our Employee Engagement Software can help with keeping employees engaged.

Read More: How our Employee Development Software can help with employee skill gaps and career satisfaction.

Learn More: How our Employee Alumni Software can help keep employee satisfaction and stay connected and keep employee retention.


Laura Belyea