Your hiring team has worked hard to find the right candidate and extended an offer that they’re excited about. You can’t lose steam now.
Onboarding is the first encounter new hires have with your organization after the interview process—and you only get one first-day impression to wow them.
Make it a lasting one by onboarding new hires using an efficient talent acquisition system that enables you to deck out your program with a sophisticated onboarding checklist.
Download the checklist
How Onboarding Checklists Benefit Your Organization
1. Heightens Your Employer Brand
Investment in new and existing talent – A strong onboarding checklist should incorporate tasks that demonstrate your commitment to employee success.
Establishing employee programs that candidates find fulfilling—and familiarizing them with resources right away—helps maintain an employer brand that aligns with your core values.
Employee narratives – More job seekers are making employment decisions based on how a company’s values align with their own.
New hires who have a profound onboarding experience are more likely to become a voluntary brand ambassador. Allow time to solicit employee reviews—HR managers can enrich their employer brand by capturing candid employee narratives to showcase on their company profiles.
You might also enjoy: 5 Keys for Building an Employer Brand
2. Boosts Employee Engagement and Productivity
Consistent feedback loops – Communication is the bedrock for trust and better workplace relationships—and also happens to be the leading quality employees want in a manager.
Regular check-ins scheduled throughout your onboarding process give new hires insight into their performance and motivate them to turn manager feedback into dynamic and deeper engagement.
Employee retention – Onboarding checklists keep hiring managers accountable and on track with the tasks that support greater employee engagement and productivity. The primary way to retain employees is perpetuating the enthusiasm, energy, and momentum during onboarding throughout the employee lifecycle.
3. Accelerates Recruiting Workflows
Integrated onboarding tasks – A tool that automates talent acquisition enables users to configure workflows specific to their needs. If your onboarding checklist—tailored for your unique onboarding program—lives in a centralized location, the entire team has access and you can foster efficiency and consistency for all employees.
Efficient recruiting processes – When hiring managers can streamline employee onboarding processes, both the organization and new hires benefit from increased productivity.
For new staffers, an efficient process may mean adding a quick-win project to their onboarding checklist during the first week, which acquaints them with their role at a comfortable pace and helps guard against overwhelming them and early burnout.
Related reads: 4 Secrets for Efficient Recruiting
How Onboarding Checklists Transform the Talent Experience
4. Promotes an Inspiring Company Culture
Collaboration and networking – All employees have a unique learning and communication style—make time during their first week to build professional and social connections with their colleagues.
Integrating them into your team right off the bat encourages sustainable collaboration and camaraderie, which are primary drivers of employee wellness and intrinsic motivation.
Coaching and mentorship – Many seasoned employees have one quality that others haven’t yet developed: Learning agility. In a mentorship role, company veterans can share their knowledge, skills, and diverse perspectives with new hires.
As a formal mainstay, mentorship and coaching programs nurture employee development, make employees feel more valued, reduce learning curves, and build social capital across organizations.
5. Supports Career and Professional Development
Career development dialogues – Meeting employee needs and expectations require hiring managers to proactively engage with their reports and to ask what they need to grow professionally in their role.
During onboarding, set aside time for career development conversations, actively listening and engaging with your employees. It’s important to maintain your dialogue throughout onboarding and beyond the first 90 days.
Employee growth plans – Humans have an innate need to learn, and leaders are recognizing how important continuous learning is to employee growth. Your onboarding checklist should include L&D opportunities within an employee’s first few weeks.
Their learning outcomes can help you gauge their current skill level and determine next steps. And with insight from your one-on-ones, you can begin building the foundation for an achievable career development plan.
6. Enhances the Employee Experience
Employee well-being – Only 9% of employers assess manager support for employee well-being. Given their critical role, managers must consider how they can use onboarding as a conduit for influencing employee health.
For example, introduce new hires to programs focused on improving work-life balance, setting healthy goals, and fostering open communication.
Career mobility – Employee engagement, motivation, and productivity surge when workers find their role relevant and purposeful.
Company mentorship programs and other types of social collaboration fuel employee learning and supplement the skills employees need to advance in their careers.
Reap the Rewards with a Robust Onboarding Checklist
Successful onboarding programs require a lot of work—beginning before an employee’s first day and extending throughout their time at your organization. But don’t let that deter your hiring teams from getting on board with great onboarding.
With a checklist that puts your new hires center stage and parallels your business goals, your onboarding program will motivate and retain your best talent.