The key agenda for the first week is getting your new recruit immersed in who you are, what you do, and what you stand for.
Clearly defined itinerary
Set out the itinerary for the first few days, weeks, or months – depending on your onboarding program. Having a clearly defined itinerary that maps out the agenda for each day will help ensure a smooth on-boarding process.
You can keep track of their progress and set clear training goals on tools such as Trello, which allows you to make notes and add in extra tasks as you go.
Encourage the team members to continue integrating the new starter into the group through shared video coffee/lunch breaks. Set up social events with the whole team, such as a Friday quiz, and schedule in regular team meetings via video. Provide details for a point of contact in HR or management, in case the new starter has any initial questions.
Set out success metrics, deliverables and key projects for completion during the first few months. Defined goals and clear guidance on how these will be assessed gives your new starter focus and direction, while providing a benchmark to review performance at the end of the probationary period.
Don’t be afraid of feedback
To ensure you are always improving, welcome feedback. New starters will bring a fresh perspective to the process and help you improve the onboarding experience.