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Collect necessary documents such as tax forms, employment agreements, and direct deposit information prior to the start date.

Conduct a survey or interview with the new hire to gather insights about their onboarding experience and ways to improve the process.

Guide the new employee through the benefit options available and the enrollment process.

Send a personalized email to the new employee containing information about the first day, company culture, and what to expect.

Arrange a session for the new hire to meet their immediate team members and understand their roles.

Discuss and plan for the employee's growth and career development within the company.

Introduce the company’s mission, vision, values, and expectations to help the new hire align with the organizational culture.

Educate the newcomer about the products or services offered by the company, including any necessary training materials or demos.

Create a mechanism for the new employee to receive constructive feedback and to share their onboarding experience for continuous improvement.

Assign a mentor or buddy to guide the new employee through the onboarding process and provide support as they adjust to the new workplace.

Clearly communicate job responsibilities, performance goals and the performance review process.

Prepare the new hire’s workspace with necessary equipment, login credentials, and access cards.

Outline a structured onboarding schedule for the first week including orientation sessions, training, and meet-and-greets.

Ensure the employee understands legal and ethical standards applicable to their role and the industry, including anti-discrimination and harassment policies.