Onboarding new starters
You’ve offered them the job and they have accepted – what should you do next? It’s nerve-racking starting a new job – new people, new ways, new rules so they are probably thinking ‘will they like me?’ or ‘will I fit in?’ How you approach welcoming them to your organisation will have a lasting effect on them.
Onboarding new starters effectively is essential for setting them up for long-term success. A strong induction process goes beyond orientation — it integrates new hires into the company culture, equips them with the tools they need and builds early momentum. Here are some tips on how to do it ‘properly’:
1. What to do before they start:
Welcome email/package: Send a warm welcome, including practical details (start time, dress code, location/access info) and let them have a copy of their induction plan.
IT setup: Ensure email, logins, hardware/software are ready – there’s nothing worse than IT not working on their first day.
Buddy them up: They probably won’t want to ask you what they might deem ‘silly’ questions, so match new hires with one of the team for informal support.
2. Provide a structure for their first week:
Day 1 orientation:
Check all documents are signed e.g. contract
Company mission, values, and history
Key policies and procedures
Office tour (or virtual tools walkthrough)
Introductions: Schedule meet-and-greets with team members and cross-functional colleagues, including senior management.
3. Set objectives for their probationary period:
Objectives: Define expectations and milestones.
Role clarity: Go through their job description - outline responsibilities and how success is measured.
4. Assess their skills gaps (do they need training to do the job?):
Technical training: Tools, systems, and workflow walkthroughs.
Soft skills: Communication, collaboration and feedback training.
5. Book in 121s:
Week 1, Month 1, Month 3, and beyond: Regular one-on-one check-ins to see how they are getting on
Two-way feedback: Ask what’s working, what’s unclear, and what can be improved. Give positive and constructive feedback.
Whether they are a school leaver and this is their first job or they have worked in your industry for 20 years, your expectations might well differ from what they have been used to. So set the ground rules early on, or address them quickly if they don’t meet expectations. Probationary periods are a trial – for them to assess if they like working for you and you to assess if they are capable. The onboarding process you deliver during their probationary shows them your commitment to supporting them to ‘make it’ in their new job. In our experience, new starters that have a positive experience during their onboarding are more likely to be more productive and stay on in the job.