So, you’ve hired a new recruit. Congratulations!
You want them to get into the swing of things as quickly as possible.
And one of the best ways to do that is to put together a new hire onboarding checklist. This blog will help you through putting together a checklist to make sure you give your new employee the best start possible.
Onboarding Best Practices
There is no ‘right’ or ‘perfect’ way to onboard a new employee. There is a ‘best’ way that works for you or your business. Every business is different but there are certain practices you must implement for onboarding new employees successfully.
This is called ‘best practice’ and throughout this article we will discuss best practice, as well as recommendations from Peninsula.
Before Their First Day
1. Communicate To The Team.
Before the new hire joins your existing team – if applicable – let your team know of their pending arrival. Describe the role the person is filling, how they will fit into the broader picture, why you chose this person, and – of course – how excited you are to have them on board.
2. Prepare New Hire Paperwork
Prepare the employee’s contract and any supporting documents (e.g. Handbooks or policies), along with the Fair Work Information Statement, and share with your new recruit beforehand so that they can sign and return any documents ahead of time. This is also a good opportunity to get them to fill out any forms (e.g. payroll or superannuation choice forms), so that they can hit the ground running on their first day.
Peninsula recommends you put together an Employee Handbook. This Handbook sets out the employer’s rules and regulations, and policies and procedures relating to your employment.
3. Procure Equipment.
The employee will likely need equipment, supplied by you, to perform their role. This can include anything from tools and stationery to things like computers and printers. You may also need or want to provide clothes to your employees such as uniforms, PPE, helmets and so on.
4. Set Up Accounts And Create Logins.
Do you have software that your employee may need to use? Or, do you have security systems – even including keys – that your employee may need to unlock to perform their role?
5. Set Up The Workspace.
Help your new hire hit the ground running by setting up their workspace so they can get to work straight away.
6. Give Them A Buddy or a Tuakana.
Organise another one of your employees to be a ‘buddy’ for your new recruit to show them the ropes and help them fit in at their new workplace.
Their First Week
1. Map Out Their First Day Plan.
Smooth out your new employee’s first day with a plan on their first day. After all, doing so will help you optimise getting them on board and will give them a first impression of your business as being organised. Consider: What are you going to show them, and in what order? What’s the best way of explaining the company to the new hire? How will you introduce them to their team?
2. Set Aside Induction and Training Time.
Your employee may need a few days to get across everything they need to know in their role. And, you don’t want to overwhelm them with new information. Organise yourself, their employees or their buddy to take the new recruit away from their workstation to train in the company’s operations or culture at different points throughout their first week.
3. Check In With Them At The End Of The Week.
At week’s end, check in with your employee. Ask them how they’ve finding their new job, if anything is unclear and confusing, and so forth. You want to make sure you see the employee in their second week – you don’t want them to become part of the 16% of employees who quit in their first week.
The New Hire’s First Year
Trial Periods And Probation Management
As an employer, when you first employ your employee you can agree to a trial period of up to 90 days if the employee has never worked for the employer before and you have 19 or fewer employees, or alternatively you can agree to a period of probation. A probationary period gives you the opportunity to assess whether your new employee is capable, reliable, and suited to the role.
Both the trial and probation period must be clearly recorded in the employment agreement, but a probationary period differs from a trial period in that the employee cannot be dismissed without good reason and the employer should still follow a fair process for dismissal if employment is ended during the probationary period, or the terminated employee may raise a personal grievance for unjustified dismissal.
Make clear what you expect from the employee with regards to the job during the probationary period and let them know if there are any issues.. Provide the appropriate training and give the employee an opportunity to improve to meet the required standard before the end of the probationary period.
Professional Development
Does your new hire have all the skills required to do the job? Or, during their initial employment, have you realised that a skill is needed that you hadn’t considered previously? Further still, does your business require specialised skills that you need to train them in?
Professional development is something you should consider for all your employees, but particularly for new hires in their first year.
First Anniversary
Don’t forget to celebrate your new hire’s first anniversary either. A little reminder like this can go a long way to cultivating a good workplace culture, maintaining a happy workplace, and employee retention.
This blog has been compiled on the basis of general information current at the time of publication and reflects an opinion only and is not intended to provide anything other than an opinion at any time. Your specific circumstances as well as any changes in circumstances after publication may affect the relevance, completeness or accuracy of this information. To the maximum extent permitted by law, we disclaim all liability for any errors or omissions contained in this information or any failure to update or correct this information. It is your responsibility to assess and verify the accuracy, completeness, currency and reliability of the information on this website, and to seek professional advice where necessary. Nothing contained on this website is to be interpreted as a recommendation to use any product, process or formulation or any information on this website. For clarity, Peninsula does not recommend any material, products or services of any third parties.
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