What’s involved with creating an onboarding checklist? It’s an approach that covers a range of topics and can provide some great results. But exactly which areas should it cover?
Employee skills: Check for gaps between the knowledge your new recruit has and the knowledge and skills they will need in their new role.
Employee approach: Ensure that your new recruit has an approach and attitude which matches the ethos of your organisation. This reduces the risk of losing staff due to demotivation or confusion about their role.
Bring in the team: Your new recruit and their role will have an impact on your entire team. So an important point on your checklist should be to prepare the team to support and work with the new recruit effectively.
Development plans: Think beyond the first week or month of your new recruitcoming on board. Identify the areas in which they could benefit from development and sit down with them to set out a clear plan for development. This will help keep them motivated and productive.
It’s important to be open to supporting a new candidate at this important stage. But being more strategic brings lots of benefits both to the recruiter and the new employee. Reduce the drain on recruitment time and costs by creating a clear plan for support and development and having it in place by the on boarding stage.