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New Hire Checklist to Build Employee Engagement

The recruitment process isn’t over when your top-choice candidate accepts your offer. If the candidate changes their mind prior to starting or, worse, shortly after beginning their new job, you’re back to square one. Twenty percent of employee turnover happens in the first 45 days, but 69% of employees who had a great onboarding experience are likely to stay with a company for three years. When employee onboarding can be the difference between turnover and retention, a new hire checklist can build early employee engagement to help ensure the success of your recruitment efforts.

As soon as the offer is signed

Once the candidate accepts your offer, build off the excitement from your interview process and reaffirm your candidate’s decision to join your team. Top-tier talent may receive additional offers — including counter-offers. Keeping new hires engaged from offer acceptance through their start date should be a crucial component of your recruiting strategy. For recruitment success, begin your new hire checklist with these three steps.

  • Let your team know the candidate has accepted your offer to build excitement internally.
  • Send your new hire a welcome letter so they know how excited you are to have them on the team, and to let them know you’ll be sending additional information shortly.
  • Encourage your team to welcome your new hire via email and/or social media.

Before the new hire’s start date

To ensure a great first day for your new hire, work out important logistics ahead of time. Mark everything off this checklist before your new hire’s first day to be properly prepared for your new hire’s arrival.

  • Set up meetings for the new hire to speak with key team members and learn pertinent information.
  • Send an email to confirm the new hire’s start date and time (tip: have them start mid-week, an hour or two after your normal start time). Provide a schedule for the first day (include time for paperwork and lunch) so they know what to expect.
  • Set up their computer, email account, and system logins.
  • Set up their desk (tip: include a welcome note from the hiring manager and some swag).

The new hire’s first day

The first day at a new company can be both exciting and nerve-racking at the same time. Put your new hire at ease by taking it easy on the first day and setting them up for success. Use this checklist to ensure your new hire has a smooth transition into their new role.

  • Ask the hiring manager to arrive early and get settled in before welcoming their new hire.
  • Offer the new hire a morning beverage.
  • Take the new hire on an office tour so they know where everything is (kitchen, bathroom, meeting rooms, departments, etc). Introduce team members along the way.
  • Introduce the new hire to a peer mentor who can answer additional questions as they arise.
  • Begin onboarding with a new hire orientation.
  • Take the candidate to lunch.
  • Check in with the new hire at the end of their first day.

30-60-90 days

Eighty seven percent of new employees aren’t fully committed to a new job for the first six months. Extend your new hire checklist beyond your new hire’s first day to continue building employee engagement and to reduce turnover.

  • Continue with employee onboarding to help your new hire learn about your customers, product, team, and culture.
  • Set goals early, and review progress regularly, so the new hire knows what’s expected of them.
  • Check in with the new hire frequently, particularly around 30, 60, and 90 days, to ensure they’re transitioning into their new role.

Conclusion

Ensure the success of your recruitment program by using this new hire checklist to build employee engagement. Beginning your onboarding process before your new hire’s first day, and into their first 90 days, will help them feel more comfortable with their decision to join your organization.