I. Pre-Employment Activities (depending on your organizations’ requirements), be sure to have a signed Employment Application or their permission to obtain the following:
Complete the background checks
- Complete reference checks
- Arrange for the required drug-tests, if required
- Skills-based testing, psychometric testing
- Ensure the applicant is aware of and will bring the documents you will require to properly complete an I-9 Form
II. On their first day of hire:
- Conduct an on-boarding program (1) new-hire orientation program which usually includes:
- “Welcome to the team and company” from an HR Representative, their Manager o a senior executive/owner
- Complete the new hire paperwork and forms (2), which should include their Position Description (if you fim is a Government Contractor, please refer to the Gov’t Compliance Section of this website for specific data requirements, processes and forms)
- Review the benefit booklets and enrollment forms and provide contact information should s/he have any questions
- Complete the I-9 Form
- Review the Employee Handbook (3), which they should read and acknowledge their understanding and receipt of it (usually within 3 days
- Distribute a survey form for the new hire to evaluate the "orientation session" soliciting suggestions for a better experience
- Review of office/plant protocol
- Provide a map of the essential areas which they will need to be acquainted
- Provide a contact person to whom s/he can direct questions
- Introduce their Mentor or Coach, if one exists (4)
- Escort s/he to their work station/office and extend an encouraging and welcoming departure greeting
(1) ECG can assist you with developing an engaging, effective and measurable “on-boarding program”
(2) ECG can conduct a complete HR Audit to ensure thoroughness, accuracy and legal compliance
(3) ECG can assist in developing comprehensive and legally compliant Employee Handbooks.
(4) ECG can assist in developing successful coaching/mentoring programs