4 Essential Checklists Talent Acquisition Need to Provide New Hires

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The hiring process doesn’t end when the offer is sent.

Oftentimes, talent acquisition specialists overlook the importance of creating a well-crafted onboarding process.

And let’s be real here; first impressions really matter.

An effective onboarding process must include a well-organized new hire checklist, to ultimately reduce turnover, and prepare new hires for better first days.

If you’re looking for an easy way to get started, we got you covered!

Today we’re going to share some great tips that will help talent acquisition teams kick off a pleasant onboarding process for new hires.

Pre-onboarding checklist: Welcome new hires with this welcome email

talent acquisition specialist sending welcome email

Onboarding should begin before the new hire starts their first day. So, ultimately, it begins as soon as they accept the job offer. Therefore, new hires must be aware of the basic details before their first day, to prevent them from feeling overwhelmed.

To do that, talent acquisition specialists should start by sending out a welcome letter. This is the first formal message your new hire will receive after accepting the job offer.

So, what should you include in the welcome email?

  • Start with a warm welcome.
  • Mention the start date, time, and location.
  • Provide the supervisor’s email address.
  • Add a list of documents needed.
  • Provide a brief description of their duties.
  • Include the schedule for the first day.

First-day onboarding checklist

Talent acquisition specialist meeting with new hire

Introduce the team and the managers

On the first day, newcomers need to get to know their teammates and what tasks they’ll be responsible for. This will help new hires kick-start their first day on the best foot, and ease any lingering stress or jitters.

Once the new hires have met their coworkers, it’s time to introduce them to their designated managers. To save time, opt to schedule a meeting between the new hire and the manager to discuss their responsibilities, allocate tasks, and share any tips or advice.

All in all, this is one of the most crucial steps in the onboarding process. It will help new hires get easily acclimated into the company to unleash their full potential from day one.

Prepare and finalize HR paperwork

Paperwork is not an easy feat for talent acquisition specialists. It can be draining, we know. But to effectively onboard a new hire, talent acquisition team must prepare all the documents before their first day at work. Some of these papers are legally required, while others are optional. Here are a few great tips to keep in mind:

  • Have the employment contract ready and signed.
  • Ensure that all required internal and employment forms are ready.
  • Create employee benefit documentation – if applicable.
  • Gather personal information about employees in case of emergency.

First-week onboarding checklist: Showcasing the company culture

Talent acquisition specialist introducing new hires

Within the first week, your new hire will have a clear idea about the company. Ensuring a positive first week is critical to integrating your recently hired employee into the company culture to leave a positive impression.

Talent acquisition specialists should do their best to keep new hires engaged and easily integrated into the company’s culture. The first week can be stressful, but providing a guided schedule will help alleviate the stress and create a pleasant experience.

So, here are a few tips to consider:

  • Check-in regularly with the new employees
  • Schedule training if needed
  • Explain how to use the company software
  • Introduce them to other departments
  • Provide guidance and helpful tools
  • Plan social gatherings and activities

90 days onboarding checklist: Mentor and assess the new hire’s performance

Talent acquisition specialist assessing new hires

The last phase of the onboarding process relies on feedback and monitoring performance. That’s when talent acquisition teams will begin evaluating new employees’ performance.

This stage often starts around the 30-day mark and could last several months, or sometimes until the new employee feels confident and comfortable in their position.

After 90 days, talent acquisition specialists should:

  • Encourage employees to work independently on projects.
  • Get regular feedback from supervisors on future KPIs and metrics.
  • Review performance goals to ensure they are achievable.
  • Gather employee feedback on the onboarding process.

Wrapping it up

To create an exceptional onboarding process, talent acquisition specialists need to keep new hires engaged, and productive at all times. Equip them with the checklists and information they need to get started and integrated into their teams, fast.

Introduce them to team members, get them familiar with your company culture and policies, and provide a centralized hub of useful resources that they can tap into – all before they even start.

Ready to recruit top talent that you can depend on? See how our ATS can help.

EVA-REC is an on-demand ATS that automates and improves the hiring process with AI technology. From small businesses to industry giants – we aim to offer fully customizable, world-class features that help create a rich and immersive hiring experience for recruiters and candidates. With EVA-REC, companies can drive merit-based, objective, and fair hiring practices that minimize bias and dehumanize the hiring process.

Request a free demo and see how our ATS can help you save time and make recruiting painless and hassle-free.

Streamline your recruitment process today

See how our ATS can help you create a fully optimized and streamlined recruitment process so that you can source, attract, and hire the right candidates for the job – every time.
Request demo

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