DEVELOPING YOUR CUSTOM
ONBOARDING PROCESS CHECKLIST

DEVELOP A CLEAR PROCESS
Work through every detail.
Formalize it.
RECRUITING AND HIRING
Focus on advanced interviewing techniques/team approach.
Automate the process.
BEFORE THE START DATE
Contact and welcome new workers before they start.
Answer any questions they have.
Along with the offer letter, send an agenda.
Send a card or letter or welcome email welcoming him/her to the agency.
Include new hire FAQ sheet, needed paperwork, forms to fill out, employee handbook, benefits, etc., preferably online.
Order business cards (if applicable).
Prepare ID and security cards.

COMMUNICATE THE CULTURE
Do it early and often.
MANAGE EXPECTATIONS
Set a tight schedule.
Clearly communicate roles and responsibilities.
USE ONBOARDING TECHNOLOGY
Go paperless.
Take advantage of automation.
Save time and money.
FIRST DAY PROTOCOLS
Make the first day memorable.
Have their workstation set up and supply necessities (account IDs, passwords, ID badges, forms etc.).
Schedule a free lunch with coworkers.

GET THE WHOLE COMPANY INVOLVED
Form a cross-departmental onboarding team.
Send a company-wide email introducing your new hire to them.
Welcoming new employees is everyone's responsibility.
Nurture partnerships between your HR team and other leadership teams during the application and interviewing process.
ONGOING COMMUNICATIONS
Allow new hires to give their own feedback.
Communicate the culture early and often.
Improve satisfaction, morale, and productivity throughout the employee lifecycle.
CHECK YOUR OWN EXPECTATIONS
Don’t expect new hires to hit the ground running.

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