From the HR pros at Mineral

Congratulations! You’ve made it through the hiring process, extended the offer, and your new employee has accepted. Their start date is just around the corner, and those first few days will set the stage for their experience with your organization. A little preparation now will set them up for lasting success.

Before Day One

Onboarding begins as soon as the offer is accepted. Every interaction from this point on shapes your new employee’s perception of your organization.

Prepare their workspace. Make sure their work area is ready, whether that’s a desk with a computer and supplies, a locker for their belongings, or a laptop and other necessary equipment shipped to a remote address. Get their logins set up or requested so there’s no delay when they show up on day one.

Plan their first days. Draft a schedule that balances the required but mundane onboarding tasks (like completing the I-9 and other forms and reading the handbook) with the more engaging elements like learning about your culture and meeting coworkers. Don’t let their first day be all paperwork or an onslaught of information!

Figure out who your new employee should meet with (teammates, leaders, and key collaborators) and schedule time on their calendars. Aim for a mix of group meetings and individual 1:1s.

Some organizations also assign new employees an “orientation buddy,” ideally someone in a similar role, who can help them navigate their first few weeks and answer day-to-day questions. If you opt to do this, determine who that orientation buddy should be and ensure they have the bandwidth for it.

Confirm the final details. Check in with the employee to confirm their start date and time, let them know what they need to bring with them (including documentation for the I-9), and share the schedule of their first few days so they know what to expect.

Day One

Your new employee is probably excited, but may also be nervous. Be ready to greet them when they arrive. If the employee is on-site, walk them to where they will start the workday and let them know or remind them about what comes next. A written schedule or checklist they can follow is likely to be appreciated.

Spend these first few hours on key topics like company policies, pay dates, company holidays, mission and values, and required legal or compliance information.

Once you’ve covered the basics, turn to your department and their role. Give the employee a tour of the space (physical and digital) and introduce them to their coworkers. Try not to overload them with information but do provide enough structure so that they’re not left wondering what to do. Introduce them to their “orientation buddy” and start training if that’s part of your plan for the day.

Before the employee leaves for the day, check in. Answer any questions, explain end-of-day procedures, and walk them out if possible. These small gestures reinforce that you support them and are glad they’ve joined your organization.

After Day One

Welcoming an employee to the company doesn’t end after the first day. Throughout the first week, greet them at the beginning of the day and check in on them regularly. Ask other leaders and employees to stop by (or reach out) to introduce themselves.