You already know that a solid onboarding process is essential. But with the rise of remote work and changing ways of collaboration, the expectations for how we welcome new employees are higher than ever. Ensure your new colleagues get the best possible start with our practical checklist for new hires.
The introduction phase plays a crucial role for both the organization and the new employee. It sets the tone for the employee experience and can be a deciding factor for productivity. Companies with a well-structured onboarding process can boost productivity by up to 70%, while also reducing turnover by 82% and avoiding costly mis-hires. In other words, there are strong reasons to continuously improve and adapt your onboarding strategy.
What Should Be Included in an Onboarding Program?
The future of work demands flexibility. Remote employees and freelancers are now part of the modern workplace, and employers need a strategy that extends beyond traditional office boundaries. Design your onboarding so it works equally well for both remote and in-office employees.
Your onboarding plan should be clear and well thought-out. In addition to covering the basics — such as job duties, digital tools, and company operations — it’s vital to focus on the social aspect. Starting a new job from home is very different from meeting colleagues daily in person, so be sure to include social activities and informal check-ins in the schedule.
Follow-up conversations with the new hire are also key. They provide valuable feedback on what works and what could be improved. Ask yourself: Which parts might have been overlooked? How can you help your new employee move forward? Use these insights to refine your onboarding process continuously.
Your Onboarding Checklist
Before the New Employee Starts
- Maintain contact from the signing of the contract until the first day.
- Set clear expectations and provide any preparatory materials.
- Identify development needs based on recruitment assessments and test results.
- Communicate any organizational updates that may affect daily work.
- Create a clear onboarding plan tailored to the individual’s needs.
- Use different formats such as videos and presentations to make learning engaging.
- Break down the onboarding into smaller, manageable phases.
- Schedule introductions with key colleagues.
- Prepare system access and role-specific introductions.
- Develop a training plan in advance, if needed.
- Ensure all tools and systems are set up and functioning properly.
- Assign a mentor or onboarding buddy to support the new hire.
- Inform the team so they can give a warm welcome.
During the Onboarding Process
- Encourage questions and foster a learning culture built on curiosity.
- Ask the new employee to observe company culture and processes — a fresh perspective can reveal valuable insights.
- Collect and address questions regularly throughout onboarding.
- Check in frequently to ensure the new hire feels supported, especially when working remotely.
Common Mistakes to Avoid
- Failing to align expectations between the new hire and the team.
- Overloading the onboarding process with irrelevant information.
- Ignoring feedback from experienced employees who may have different needs.
- Providing too little guidance for new employees who may hesitate to ask questions.
- Skipping follow-ups that help identify issues early on.
Why a Good Onboarding Process Matters
A strong onboarding experience leads to higher productivity, lower turnover, and a stronger employer brand. If onboarding is poorly executed, employees may feel disconnected, lose motivation, or even leave the company early. A confident, well-supported employee reaches goals faster and contributes more effectively to your organization — making onboarding one of the most powerful tools for maximizing both engagement and long-term success.
