Your Checklist for Onboarding Success

Updated: Jun 4


Onboarding is important to all businesses, though many do not give it the thought and planning they should. This checklist will outline what makes a successful onboarding process, that is just as beneficial to your business as it is to the new hire.

1.) Make Pre-Employment Checks part of the Process

While pre-employment background checks and onboarding are usually classed as separate processes, onboarding is far more efficient if pre-employment checks are classed as the first stage of the process.

Conducting this process securely and efficiently will give a good first impression to your new hire, and will assure them that they have been thought about and are being made to feel valued. This will also do a lot to tell the new hire that their new employer takes the hiring process seriously and that they are entering into a safe and welcoming work environment.

2.) Emphasise Compliance

All businesses have certain standards, laws, and regulations they need employees to adhere to, whether this be set out in law by regulatory bodies or imposed internally.

A successful onboarding process will emphasise what these standards are, and what is expected of the new hire to meet these standards, from the very start. By installing these habits from day one, there is less need for businesses to worry about compliance standards not being met. It also installs a consistency in standards across the business which enables a constructive and productive work environment.

Emphasising compliance during the onboarding process also sends a message to new hires that their new employer takes adhering to standards seriously. Having strong standards will increase employee engagement with the onboarding process, and latterly, the role itself. It can also give new hires confidence in what they’re doing, having something concrete to measure the work they produce by.

3.) Tailor the Process so No Time is Wasted

Depending on the role, it is often good to get an idea of what experience the new hire has that is relevant to the role before they start. This way, any training that is necessary can be arranged, while not wasting everybody’s time going over something that they already know.

By doing this, you show your new hire that you are organised and take their development seriously, and the new hire will appreciate that their onboarding process has been tailored to them.

The onboarding process should be beneficial for both the business and the new hire. Forcing the new hire to do some training in something they already know does no-one any favours. By knowing what each individual new hire requires, the onboarding process can be streamlined, potentially reducing the resources used by the business, while hugely benefitting the new hire.

4.) Remember the 4 C’s

The 4 C’s of onboarding are Compliance, Clarification, Culture, and Connection. While the benefits of compliance have already been mentioned, all four are important:

Clarification: What exactly is expected of the new hire? Do they know everything they need to know about their new role? Are there any milestones you would like them to reach in their first few weeks or months?

Culture: What is the ethos of your business? Are there any company traditions that new hires need to know about? Where exactly does your new hire fit within your business?

Connection: Has the new hire met everyone on your team? Do they know what everyone else does? Do they feel included both inside and outside the workplace?

5.) Make them feel Welcome

This may seem like stating the obvious to many, but it is amazing how many businesses just expect new hires to hit the ground running with minimal introductions. It is important for the happiness of new hires and everyone who is going to work with them that newcomers are made to feel welcome. This could be done through simply communicating with them before their start date, or explaining to them briefly what their first day or week will look like before they start.

It is also important that they feel they can ask questions and that colleagues can be approached. Even though time may be tight, it is often worth setting a few minutes aside just to make new hires feel welcome and comfortable in their new environment.

In short, a successful onboarding process should instil good habits, be specific to the individual, and most importantly, make your new hire feel welcome and included.


If you would like to learn more about how we can help you with your remote onboarding process, please visit our product page or book a demo.


Photo by Isabel Maria Guner-Velasco on Unsplash

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