Building a Comprehensive Onboarding Plan: From Pre-Hire to First 90 Days
Onboarding Plan
An onboarding plan aims to effortlessly integrate new workers into the company’s culture as productive new members of the team. The onboarding process begins in the pre-hire phase, in which expectations and roles are clearly explained, and continues for the first 90 days.
Setting the stage for long-term employee success and satisfaction requires effective onboarding. After a positive onboarding experience, 69% of employees say they are likely to stay with a company for at least three years, according to the Human Capital Institute.
A 30-60-90-day onboarding plan is a three-phased process in which the first thirty days are dedicated to integration and learning. In the next thirty days, the new hire takes on more responsibilities, whereas the final thirty days are devoted to performance evaluation and complete integration with the organization. The following section breaks down what organizations need to do in each phase of the onboarding plan to help them effortlessly integrate new hires into their workforce.
The Pre-Hire Phase
Pre-hire Communication
A personalized welcome email sets the tone and kicks off the onboarding process before the new hire arrives at the office. It should include a friendly introduction to the team along with essential contact details, so they know who to contact with queries and concerns.
Preparation for Day 1
Ensure that the new hire has access to all the tools and systems they need before starting. Set up any necessary accounts and provide login information for any internal systems. Assign an onboarding buddy who can help the new hire navigate the company environment by answering questions and offering insights.
Pre-Start Activities
Send the new hire the company handbook and any important policy documents, acquainting them with the principles, standards, and protocols of the organization. Schedule meetings with important team members, conduct office tours, and provide an overview of the company’s goals and background.
The First Day
Welcome and Introduction
The HR team and the new employee’s direct manager should personally welcome them on their first day. Introduce the new hire to all the departments and team members, especially those who will be working closely with them. This lets them know right away who their points of contact are.
Orientation Session
Conduct an orientation session with new hires, preferably on a one-on-one basis. Cover the core values and mission of the organization. Explain the hierarchies and reporting structure in various departments.
Administrative Tasks
Collect any last-minute administrative documentation such as tax forms, benefit enrolments, or direct deposit information. It is imperative to review benefits and payroll details on the first day. Outline payroll operations and go over health insurance, retirement plans, and other available benefits.
Knowledge Transfer
Provide basic instruction on necessary software, communication platforms, and other systems. Feeling at ease with these technologies will speed up their productivity right from the beginning. The new employee should also be briefed on their immediate tasks, their main responsibilities, objectives, and standards.
The First Week
Role-Specific Training
Dedicate the first week to comprehensive, role-specific training. Give a complete overview of the main responsibilities along with best practices and examples. Ideally, the new hire should spend time shadowing more seasoned team members and getting practice on important duties under supervision.
Meetings and Integration
Schedule team meetings and briefings throughout the first week to help the new employee understand team dynamics, communication styles, and ongoing projects. The new hire can share their ideas and eventually contribute to smaller projects.
Feedback and Check-Ins
During the first week, communication with the manager or the designated mentor is crucial to discuss progress, ask questions, and raise any concerns. By actively collecting feedback, the company can also demonstrate their commitment to the onboarding experience.
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