Building a Great New-Hire Onboarding Packet

Making sure your new employee has a terrific experience in his or her first few days on the job will go a long, long, long way to help keep the worker as an engaged, happy and long-term employee.

A part of that experience is the onboarding process, including the packet of information your company provides new hires during the first few days of work.

Read below for some tips on how to build a terrific onboarding packet.

  1. If you think that it’s wrong to give the onboarding packet to the employee before he or she comes to office for the first day of work, you’d be wrong. Onboarding actually starts with the job description and wends its way through the interview process and on through the first few weeks of work. So it’s wise to include a lot of information about your company’s culture and opportunities for advancement, benefits, etc in the Jobs or Careers section of your company’s website so that applicants will have a good idea about what makes you tick and the important “what’s in it for them” aspect of the job search.
  2. Later, if a candidate has committed to you and you’ve agreed to a start date, send him or her all or part of the orientation package before the new hire’s official start date. Send the required legal forms and a formal offer letter (if applicable) to the new hire several days before his or her start date.
  3. Those forms could include, a full job description, a confidentiality/conflict of interest agreement, tax forms (W-4 and I-9), and an organizational chart of your company.
  4. Provide the new hire with log in credentials to your company’s Intranet (if applicable) so that he or she can watch videos or podcasts published there, read employee blog posts and testimonials, ask questions, etc.
  5. More private items and paperwork (such as your company’s employee handbook), could be given to the employee on his or her actual first day on site.
  6. Consider having the new hire take an online personality assessment. These more often are given during the interview process, but they can be very useful to help you communicate better with the new hire once you know how the individual “ticks.”
  7. Provide the new hire with a schedule for any training activities he or she will be attending.

Need more new employees to onboard at your Redlands company? Then contact Arrow Staffing. If you are looking for recruiting firms in Redlands CA, contact us today.

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