man looking over edge of building

Onboarding checklist | Tip one

You’ve just hired someone who you think can make a real difference to the team and the organisation – so don’t stay quiet about it. Announce it to the world (or at least the team) that someone is about to join you. Give the team some insight. Who the person is, what they’ll be doing, when they’re joining and how you can connect with them. Get your team to help create the new employee’s onboarding experience

Don’t leave it all to your new employee to build relationships at work – so you need to start with a little nudge.

Throw a morning tea or get everyone together for lunch. As a result, this helps break the ice and allows for your new hire and the team to share more about themselves.

Onboarding New Employees:

It’s surprising the number of times new employees join a team with little or no fanfare. Hiring managers don’t spend their entire time onboarding new employees, and so often get caught up in the day to day and forget about the little things that make new employees feel welcome. Try some of these things and as a result, create a consistent, engaging and memorable welcome to the team and organisation

  • Automate processes and notifications to trigger reminders to hiring managers to make a call and introduce themselves before their new employee starts
  • Have checklists on everything that needs to be done to prepare for a new employee including technology setup, security clearances and initial meetings to set expectations
  • Frequently schedule corporate induction sessions to provide more information about the organisation, its customers, culture and goals and automate invitations to new employees who have recently joined.
  • Ensure that your new employee fully understands their training plan, who to go to for support and how they can access information around organisational processes and policies.


Getting onboarding right is so important to a new employee’s time to competency. Therefore, it’s important that they feel comfortable from the outset.

Here are FIVE things every new employee wants to know

Company Culture – values, attitudes and goals

What kind of culture does the organisation embrace? What is the vision and mission statement? Does your organisation value competitiveness and/or creativity? Is the organisation people-oriented or result-oriented?


People – Boss & Colleagues

A supportive network of colleagues and an understanding boss would be a welcomed environment.  Knowing who your manager is and who’ll be a part of your team. Who is their tenure with the organisation, their strengths and passions, as well as


Workload & Expectations

Does the organisation have a policy on flexible working arrangements to help employees achieve a work-life balance?  Are there flexible rostering options, flexible working locations and job-sharing opportunities available?


Progression vs Stability

Does the organisation encourage promotion from within? What is the frequency of promotions for employees in similar positions?  What is the attrition or turnover rate of your future department?  Or alternatively, is stability more important to you than prospects.  What matters most is that your employee can make an informed choice based on what the organisation has to offer.


Employee Benefits

What fringe benefits or perks does the organisation offer?  Do they offer salary sacrificing? Purchasing additional leave? Discounted shopping, child care benefits, transportation benefits, reward and recognition programs? Training programmes and retirement benefits to name just a few?


Furthermore, digital onboarding with does all this and more at the touch of a button. 

Apprentice chef learning

Before day one | Tip two

Before day one processes are vital to create a smooth transition for new employees. One of the biggest mistakes we often see employers make is doing such a great job of engaging new employees throughout the hiring process, often driven by recruitment professionals, only to have all communication stop until their first day.

It is so important to stay in regular contact with your new employee before they join.

If you have any formalities (such as paperwork) you need to have them complete; have as much of it as possible completed before their first day…. so “day one” is about them and not completing mountains of paperwork.


Apprentice chef learning

Here are some things you can do to ensure regular contact with new employees before day one.


One: Include your new employee in company or team communication. Allow them to become familiar with what’s going in the workplace.


Two: Send them a quick email or text the day before. Let them know that you’re looking forward to seeing them tomorrow and confirm the logistics for arriving at work.


Three: Depending on the time of year they are starting, if you have planned any team events or outings invite them along!


Four: Do you have a strategy or team planning day coming up? What a great way to become familiar with the team and your goals.


Five:  If your organisation has access to online information, consider providing access before day one to cover some of the basics such as Workplace Health & Safety.


Six:  Social networking in the workplace helps new employees identify who’s who and what they do (no we didn’t say zoo!). If you don’t have digital social networking send your new employee so bio’s of your team.

day one statistics can create a personalised and customisable "before day one" message. Concise and cohesive communication with new employees. 

Globe of linked people

Meet the stakeholders | Tip three

Some of the best onboarding experience we have seen have included when a manager sent a new employee the LinkedIn profiles of some of their new stakeholders and colleagues.


The new employee is able to understand a little more about what each person does or has done and in some cases, is able to build something in common with their stakeholder or colleague by knowing they studied at the same university or once worked for the same organisation (albeit at different times).


It is really important that you spend some time explaining the “informal network” – you know the one that’s not on the organisation chart. This includes the go-to people, the gatekeepers, the people who know what’s happening before it happens. And, don’t forget the supporters and potentially the rivals/adversaries who may need a little extra convincing to get something across the line.


It is all about setting up your new employee for success and ensuring they can navigate your organisation.

Helping new employee establish networks, build connections and meet their stakeholders doesn’t have to involve a calendar full of meetings. These are just a few easy ways you can start things off.



  • Make sure your organisation chart is up to date and easily accessible. If you have a corporate directory make sure that role information is maintained. As well as maintiaing contact information and even alternate contact information. There is nothing worse than starting in a new organisation and knowing who you need to contact, but not knowing how to contact them or who to contact in their absence.


  • LinkedIn, Twitter, Yammer or any other networking tool is a great place for new employees to gain insight. Who subject matter experts are, who is quite vocal about different topics and who has a similar question. Introduce new employees to your organisations networking tools early on. It’s also a great idea to link new employees who start around the same time via workplace networking tools – especially if they are not located in the same office or work location.


  • Rather than setup lots of meetings with their stakeholders, invite the stakeholders along to a single meeting to collaborate together. This is even more beneficial when you have a number of new employees starting at the same time. It’s a great way to demonstrate team work and open communication.


  • New employees work with external stakeholders. Don’t forget opportunities to invite them along to industry networking events, or to join you out on the road. It’s always a good idea to join them for their first couple of external meetings. Remember to brief them on the types of external stakeholders they will be dealing with. Give insight into the current relationship and also the organisations policy on external meeting protocols.


small stones

The small stuff for new employees | Tip four

All too often the small stuff gets forgotten. As a result, this can have a big impact on new employees.

Anyone who has ever started a new job can no doubt remember the nervous feeling of trying to find your feet in your new surroundings.  Knowing a bit about your new working environment can make all the difference. Some of the simplest information can mean the difference between feeling confident and in control or nervous and anxious on your first day.

Consider providing a “preparing for day one” kit for your new employees that includes:

  • Where to go on the first day, what time to arrive and who to ask for. Include a map to the office or a link to your location in Google map
  • Information on local coffee shops for a caffeine hit - first days can be tiring 
  • Local amenities including food outlets & banking facilities (ATMs)
  • Information on local gyms, parking and childcare facilities
  • Will lunch be catered on the first day?
  • Public transport options – particularly important if you aren’t centrally located
  • If your organisation has a number of locations include some office maps that show where all the main facilities are located and where each department is located. It’s also handy to know if vending machines are available and where they are located
  • Anything else specific to your organisation that you think might arm a new employee so they can be their very best on day one


This is also a really great time to start to introduce a new employee to a high-level plan for their first few weeks so they know what to expect.

Some of the simplest information can mean the difference between feeling confident and in control or nervous and anxious on your first day.

Orientate new employees with before day one. Create a welcome message. Communicate in one digital platform. As a result, employees are at ease.

Have some fun | Tip five

Onboarding and training is serious stuff, but that doesn’t mean it can’t be fun! The first few weeks for a new employee shouldn’t be all about endless training sessions. Find the balance between learning the information necessary to start working and the information the employee will learn along the way and remember learning should be fun!  There are many ways to make the initial induction training interesting and engaging.

Here some top dos and don’ts to make new employee onboarding more fun:



  • Break up training topics so new employees have an opportunity to practice what you are teaching them. Include practical sessions like buddying to put the new knowledge to the test.


  • Draw on the strength of individual team members to support inducting your new employee. This is great for your existing employee’s development and allows them to share real experiences.


  • Vary the delivery method of training. A full day of eLearning is not everyone’s cup of tea! Likewise, full days in the classroom may have a new employee starting to doze off.


  • Remember games aren’t just for kids and can really help to tell a story or demonstrate a learning objective.




  • Leave your new employee on their own to complete a full catalogue of compliance training just because it’s the easy option.


  • Expect too much from them in their first few days. We’ve all heard of “hit the ground running” but its only reasonable to expect a learning curve.


  • Treat new employees like children. It’s reasonable to set expectations and this should be done in a respectful way.


  • Overload new employees! Some gaps in the day will allow new employees to reflect on learning outcomes and consolidate their knowledge. can help simplify new employee onboarding experience. So what are you waiting for? Schedule a demo today.

smart watch symbolises benefits of going digitial

5 Reasons Your Business Should Go Digital

The business landscape is constantly adapting. The age of digital is upon us. For small to medium businesses this can often seem daunting. The right software can add leaps and bounds to the functionality of your business and HR department.

Utilising this to communicate and create amazing experiences is easier than you may think.

So how can digital work in HR at your business?

1. Save time

A cohesive and integrated software will help you save valuable work time. Spend less time printing, filing and filling out paperwork. Integrate a cloud like HR software to keep this all in the one space.

HR software is beneficial to both employers and employees. As a result, making employee onboarding a digital experience can also speed up the interview to day one process.

2. Maximise employee experiences

Its no secret by now that maximising employee experiences equals greater working environments. But why are so many employers still starting their hiring process with stacks of paperwork? Electronic signatures and online contracts are the way of the future. Furthermore the onboarding experience can be enhanced by simply going digital.

3. Save the environment

Say goodbye to paper employee filing and hello to digital onboarding. Cut down your environmental footprint by going paperless. Keep contracts, policies and employee forms within a HR software.


4. Easily integrate branding

Demonstrate your employee culture and branding before new employees first day. This will allow for a quick and beneficial integration for new employees. Seamlessly display branding, images and videos with an onboarding software.

5. Adapt and innovate

Industry standards and employee requirements change over time. Easily adapt to this by keeping everything digital. HR software allows you to build new contracts and policies at the touch of a button.


myjoboffer can do all of this and more. Have a free consultation with one of our HR professionals about how you can go digital today.