New hire checklists: Welcome new team members with a well-structured plan.

New hire checklist 1: Hiring manager to-do’s.

Before a new employee joins your team, make sure they have all the info and documentation for an efficient onboarding experience. We’ve outlined the steps to take, topics to cover and items to provide to support a seamless start.

1. Create an orientation packet that includes:

   • Overview of the company mission, values and culture
   • Organization chart
   • Employee handbook
   • Company intro video

2. Outline their role-specific onboarding needs.

   • Provide a job description, goals and performance metrics.
   • Identify tools, platforms and software they’ll be using.
   • Give access to training modules, documentation or tutorial videos.

3. Introduce them to the team.

   • Share a list of key contacts.
   • Schedule meet-and-greets or coffee chats with other team members.
   • Identify functions within your department, as well as collaborators and vendors.

4. Introduce them to your customers or clients.

   • Give a detailed overview of the product or service your organization offers.
   • Who is your customer, and what are their pain points and needs?
   • Share case studies, success stories or real-world examples of customer experiences.

5. Walk through processes and procedures.

   • Share steps for essential actions like logging interactions or escalating issues.
   • Outline standard processes for daily tasks.
   • Show templates for reports, presentations or communications.
   • Review project management tools and discuss prioritization.

6. Connect them with their new tech and systems.

   • Give login info for email and platforms.
   • Review these platforms and how they’re used together.
   • Share software implementation guides.

7. Talk communication and culture.

   • What are the preferred communication methods? Do you use email or maybe a messaging platform?
   • Send invites for standing meetings and one-on-ones.
   • Bring them up to speed on company culture, social events and engagement opportunities.

8. Consider mentorship and development.

   • Assign a mentor or buddy for onboarding support.
   • Share access to ongoing learning opportunities, career development or courses.
   • Schedule regular check-ins to make sure they’re on track.

9. Establish their goals.

   • Short-term goals: set up a progress plan for 30, 60 and 90 days.
   • Long-term goals: lay out a potential career path and opportunities.
   • Outline the performance review process.