Avoid workplace liability with a sound onboarding process
When you’ve found the right person for the job, it may be tempting to begin the onboarding process as fast as possible. But mistakes with new hire orientation can lead to poor engagement, reduced retention rates and potential workplace liabilities. The good news is that following a new hire checklist can help keep your business compliant and make the most of your hiring manager’s talent acquisition.
New hire onboarding checklist
Ace employee onboarding and ensure a productive and safe work environment with these simple steps.
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Verify and safeguard employee personal information
Having all personal information listed correctly in your system can help new hires start their career on the right foot. Instruct new employees to complete all the necessary paperwork before their first day so you can ensure they are classified correctly, and save their information securely. Sharing any of this documentation with individuals who aren’t authorized to see it may leave you liable for disclosing protected personal information.
In addition, you’re required to retain original I-9 forms for three years after the date of hire or one year after the last day of employment, whichever is later. It’s a good idea to store these forms separately from other personnel files. -
Simplify employee onboarding paperwork
If your onboarding documents are printed or overly complicated, consider switching to a simpler, electronic format. You may even want to integrate employee information with payroll and benefits so it’s accessible from one place. This will not only save your new hire time, but also make future updates easier. -
Give new employees the tools to succeed
From day one, new hires should have access to all the materials they’ll need to perform their job comfortably and well. This can include a dedicated workspace, equipment, handbooks or proper access to systems. You should also designate someone to give a tour, introduce coworkers and share a meal break. When employees are well-equipped and feel like they’re part of a team, they tend to be more motivated and productive.
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Provide orientation and adequate training
Orientation is necessary for new employees to learn company policies and procedures. It should be conducted in person, if possible, so they can ask questions. The first few work periods may also include training or meetings to help get employees up to speed and comfortable with their role. Failing to provide orientation can lead to poor job performance and safety issues, depending on the nature of your business.
