Employee Onboarding Checklist 
Increase program performance with a formal task list.

With each new hire, set your employees up for success.

The primary goal of employee onboarding is to ensure new hires are welcomed to the company and given the tools, resources and support they need to quickly become effective in their new roles. Building an effective employee onboarding program starts with an analysis of the goals and objectives for the new hire, and a module of information around each.

Minimize the learning curve with a systematic approach.

Employee onboarding checklists should identify all the tasks HR, management and the new hire should complete in order to provide the new employees with a strong introduction to the corporate culture and resources to reduce time to productivity.

An effective checklist needs to address:

  • Company Overviews: Values, Goals & Mission
  • Departmental Overviews
  • Job Expectations and Goals
  • HR Training, Policies and Procedures
  • Equipment Setup and Training
  • Building Relationships

Looking at costs of recruiting, hiring and onboarding - it’s important to get onboarding right.

Monster.com studies show nearly 1 in 3 new hires turn over within the first two years of employment. According to the Bureau of Labor Statistics, the cost of replacing an employee can be as much as 50% of their salary. Examining the success of your onboarding is crucial to retaining top employees, managing turnover, and increasing your bottom line.

If you don’t have a thorough onboarding checklist and formal process, you’re highly likely losing employees due to under-engagement.

Work Institute’s onboarding survey and solutions will show you how to develop a comprehensive onboarding checklist and strategy to ensure immediate and long term success.

 

WORK INSTITUTE CAN HELP

We would love the opportunity to earn your business. Call us now to schedule your free consultation to discuss your employee onboarding challenges.

TALK WITH US! (888) 750-9008

Employee onboarding tasks result in higher retention rates for new hires.

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ONBOARDING SURVEY DATA SHOWS YOU:
employee retention studies
  • >The learning curve for new hires.

    How quickly are new hires brought up to speed? Businesses with a standardized onboarding process experience greater productivity - up to 54%. Organized onboarding tasks also result in greater achievement of the employee’s first performance goals.

  • >Employee retention for new hires.

    Employee onboarding tasks result in higher retention rates for new hires. Are your employees learning and growing in your organization from the time they first walk in the door?

  • >Employee engagement for new hires.

    Strong onboarding programs allow your employees to engage with one another, as well as understand how their various roles work together. Automating onboarding tasks such as benefits enrollment and employee verification forms allows managers to spend more time on social and cultural onboarding for employees.

  • >Success of metrics.

    Only 20% of organizations systematically organize onboarding with a strategic approach. What milestones or goals are set in place for your new hires? Are they specific, measurable and realistic?


HOW IT WORKS

Once you become a partner of Work Institute we assign you a Client Services representative. This person will be with you every step of the way – from identifying who needs to be interviewed, crafting the specific study questions, gathering and providing data analysis to building a change management plan to address specific issues and meet predefined business goals.

Your Client Services representative will become an integral part of your internal team by providing research, data, analysis and recommendations along the entire feedback cycle. Their entire focus is your company’s engagement and retention strategies. They find what isn’t working and get it working again saving your hundreds of thousands of dollars in turnover costs.

Once we get the interviews and surveys in place, your Client Services representative will work with you to summarize the major 3-4 trends in bullet form with the supporting raw data as a reference. We will regularly meet with you and any key leaders to discuss what we’ve discovered and will work with you to build a plan of action to make key changes.

Our reporting system is designed to give access to whomever you deem necessary.  Sometimes all organizational leaders want and need to know the research. Sometimes it’s better to have one key internal person managing the process. Whatever the request, we will provide access at no additional charge.

We use our combined experience of close to 30 years in human resources and our ability to capture the specific data you need to design thorough action plans to solve HR issues. For example, just by solving simple issues in recruitment results in hiring the right top talent for your open positions. Hiring the right top talent means reducing turnover significantly. This is what consulting with data can do for you.

HOW CAN I GET STARTED?

Make the most of your onboarding program.

Work Institute’s employee onboarding survey provides extensive information and measurements surrounding the success of your current onboarding program. Administering our survey to new hires up to one year, we’re able to show you what your program is doing right and where it needs improvement. We track and gather long-term results in order to generate a detailed and customized checklist for new, onboarding hires. We’ll guide you every step of the way, starting from the moment your new employees are hired, so you can set your organization - and your employees up for success.

 

BUILD A BETTER WORKPLACE.

Our experts can help you determine the solutions best suited to your company’s needs.

  • "The actionable and detailed data from the Work Institute gave us the support to make the changes our employees needed to see. The ability to break it down into different divisions particularly provided us with the insight to address specific concerns within departments and levels, as opposed to blanket solutions, and led to an overall more productive workforce."