Congratulations, the offer you extended was accepted! That’s great. Enjoy the moment. But, a lot can happen between the acceptance of an offer and a new employee’s start date, so it’s time to shift to on-boarding.
The time between an accepted offer and a start date is tricky. Your new hire is often hearing from everyone but you. They are working out their notice period giving their soon-to-be old company time to plead for them to stay (Good Companies Don’t Counter Offer). They might even hear from other companies they interviewed with during their search. Plenty of time for second guessing. Not hearing from you at all during this transition can end badly. So, staying connected between the accepted offer and Day 1 is a must!
5 Step New-Hire Checklist
- Connect: The downtime before the first day can leave your new employee in no man’s land. Start getting them integrated and acclimated prior to Day 1 by grabbing lunch or coffee prior to their start date. At a minimum, call and email to share some of the goings-on with your team and company. If possible, provide information they can begin to review including: monthly reporting package, monthly close checklist, project pipeline, or financials. At Platinum Recruiting, we stay in touch with our candidates between accepted offer and Day 1 to make sure the transition is going smoothly.
- Welcome Package: Some call it a Swag Bag. Send a fun welcome package to new hires. It can include necessary on-boarding information but include something fun. Send gifts with your company logo, like a shirt, fleece, coffee mug, or a Yeti cup. Maybe even a Starbucks Gift Card.
- Basics: Please, please have the basics ready! Ensure the new hire’s office/workspace, computer, access to files, access to shared drives, and even doors in your building is set to go prior to their first day. Sound obvious? You’d be surprised how many companies overlook these details.
- Announcements: Be sure the right people know about your new employee. This will vary from company to company. A new analyst in a huge company won’t warrant a company-wide announcement. A new developer at a 12-person technology firm does. Make sure your communication matches your culture and company size. There’s nothing worse for a new hire than showing up on Day 1 with team members wondering who they are and what they’re doing there.
- Plan: Have a plan for Day 1 and the integration moving forward. Introductions, meet and greets, lunch with the team. Sure, you are busy, but don’t leave your new employee sitting at their desk all day, alone, with nothing to do. You don’t have to be by their side the entire day. Schedule time for them with different colleagues. Some of you may have formal on-boarding and new-hire orientation. Great. That doesn’t mean the hiring manager should be completely MIA. Be part of the welcoming process.
Download this simple checklist to ensure your new hires have a great experience from the moment they accept your offer. Retaining talent is easy when your new hires have clear direction and feel welcomed in to your organization. So, next time you hire a new employee, remember these five items to make their onboarding great!